Blog

At Speller International, contracting is at the heart of what we do. In the 24/25 financial year, 86% of our placements were contract roles. That means we’ve had a front-row seat to the opportunities and challenges contractors face, whether they’re joining an organisation well-versed in engaging contractors, or stepping into a business bringing one on board for the very first time.

What’s often underestimated is how much the contractor experience impacts project outcomes. Contractors aren’t “just temporary staff”, they are skilled specialists brought in to deliver results quickly. Treating them with the same consideration and clarity you would a permanent employee goes a long way in ensuring success for everyone involved.

As the demand for S/4Hana skills picks up and we see the market move into a more candidate-driven market, these factors matter more than ever. Contractors have options. If they don’t feel valued or supported, they won’t hesitate to move on. Retaining great contract talent isn’t always about increasing daily rates, often, it comes down to communication, certainty, and how well they feel embedded in the business.

Here are the top things contractors wish their employers knew:

1. Feedback is Vital

There are usually clear processes in place for permanent staff to receive feedback and recognition but what about contractors?

Contractors are more likely to stay in challenging projects if communication is strong, and more likely to leave when it isn’t. What they really need is:

• Specific feedback on strengths and areas to develop

• A clear understanding of their impact on the project/team so far

• Guidance on what’s coming next, milestones, roadmaps, and whether extensions are likely

Feedback doesn’t just help performance; it builds trust and keeps contractors engaged in the bigger picture.

At Speller, we’re happy to facilitate these conversations with line managers. But when contact is limited, we see the negative impact on both the contractor and the project.

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2. Long-Term Contract Extensions Build Confidence

If a project is scheduled to run for 12 months, but contractors are only extended in 3-month increments, the signal sent is uncertainty. Short extensions create unnecessary admin and can make contractors question their security.

Longer contracts:

• Reduce paperwork and disruption

• Allow contractors to focus fully on delivery

• Help contractors feel valued and confident in committing their time and energy

• Even open the door for negotiation on rate

Where possible, align contract terms with project timelines. It’s a simple step that builds loyalty and stability.

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3. Communication on Admin Matters

The “little things” can create unnecessary stress when left unaddressed. Timesheet approvals, or system access all impact contractors’ day-to-day experience. For example:

• If a timesheet approver is going on leave, let the contractor know who to redirect to

• Provide clear escalation paths to save time and frustration

Smooth administration signals professionalism and respect and ensures contractors can focus on the work they were brought in to do.

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4. Contractors Value Hybrid Working

Hybrid working isn’t just a perk it’s a priority for many contractors. According to SEEK’s survey of ICT contractors, work flexibility is now the number one driver when choosing roles, overtaking even salary. This marks a significant shift in what matters most to highly skilled professionals.

To attract and retain top talent:

• Offer flexibility where possible, especially for roles requiring deep specialism

• Encourage open dialogue about when collaboration is needed vs. when independent work should take priority

Final Thoughts

Contractors have choices. The good news is retaining great contract talent isn’t always about lifting daily rates. Often, it’s about creating the conditions where they feel engaged, respected, and confident in the project ahead.

By:

• Offering meaningful feedback

• Aligning contracts with project timelines

• Communicating administrative changes clearly

• Allowing flexibility and focus time

…employers can keep their best contractors engaged and motivated and in turn, keep projects running smoothly.

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At Speller, we see first-hand how these simple steps transform contractor engagement and project outcomes. It’s not about doing more; it’s about doing the right things.

Have we missed any points that you think are vital to contracting?