Originally posted by LegendsWear7
View Post
- Visitors can check out the Forum FAQ by clicking this link. You have to register before you can post: click the REGISTER link above to proceed. To start viewing messages, select the forum that you want to visit from the selection below. View our Forum Privacy Policy.
- Want to receive the latest contracting news and advice straight to your inbox? Sign up to the ContractorUK newsletter here. Every sign up will also be entered into a draw to WIN £100 Amazon vouchers!
Reply to: Trouble Moving from Contract to Perm
Collapse
You are not logged in or you do not have permission to access this page. This could be due to one of several reasons:
- You are not logged in. If you are already registered, fill in the form below to log in, or follow the "Sign Up" link to register a new account.
- You may not have sufficient privileges to access this page. Are you trying to edit someone else's post, access administrative features or some other privileged system?
- If you are trying to post, the administrator may have disabled your account, or it may be awaiting activation.
Logging in...
Previously on "Trouble Moving from Contract to Perm"
Collapse
-
Same happened to me in January. When it became apparent that I've only ever contracted .... the three interviewers looked at me like I had just shat on their new carpet.
I felt like I was supposed to apologise for having an independent and entrepreneurial streak.
[That place interviewed 12 people and rejected all.]
I would happily take a decent contractor over a perm plodder any day. They tend to have a bit more nous and get up and go (in my experience), Exactly the people I want to work with.
Leave a comment:
-
Worryingly, I've come up against this as well - "no, you were a contractor, therefore you're not reliable". My response has been that (as FAQ has suggested above) I wasn't a contractor, I was employed by a niche consulting practice (that goes down really well) and therefore I've been employed by the same company for the past eight years.
Leave a comment:
-
If you have escaped from being a slave to being free, then of course they are going to look at you suspicously.
You want to be a slave again??
They also know that if they treat you badly, (like they do their other slaves) you will just free yourself. You did it before, you will do it again.
Leave a comment:
-
Originally posted by lje View PostAs I said before I think it's a barmy policy - I just don't think it's an illegal one.
Leave a comment:
-
Explain to them that you weren't a contractor - you were employed by a small IT consultancy (that you just happen to have owned). Completely different than contractor scum - you stuck to that role for n years etc.
HR won't know the difference.
Leave a comment:
-
Originally posted by BolshieBastard View PostI think the definition of discrimination is when one looks negatively at a person's attributes rather than what they can or cannot do. So, calling people for interview based on their experience isnt discrimination.
Not calling someone for interview because of their religion, accent, age, being an 'ex' contractor most definitely is discrimination.
As I said before I think it's a barmy policy - I just don't think it's an illegal one.
Leave a comment:
-
Originally posted by lje View PostThe whole selection process is about discrimination if you want to view it that way. Which people do they select for interview? Those with the best matching experience - is that discrimiation? Who do they offer the job to? The person who seemed like they would fit in best with the team - is that discrimination?
If the company have had bad experiences in the past with offering ex-contractors permie positions and having them leave a few months later when there are more contracts about then you can understand them not wanting to employee ex-contractors again.
Personally I think it's a bad policy to have. I contracted many years ago - went back to perm for about a decade and then started contracting again. Not exactly a bad risk for those employers who I permed with. But recruitment is full of bad policies - that doesn't make it illegal.
Not calling someone for interview because of their religion, accent, age, being an 'ex' contractor most definitely is discrimination.
Personally, I dont think companies should be allowed to get away with this and I'd be inclined to follow it up.
If the OP had been knocked back after interview, they could argue he \ she wasnt good enough but, they've clearly discriminated against him \ her by saying they have a policy not to employ ex contractors for permie roles.
Oh and btw, I've no interest in returning to permiedom.
Leave a comment:
-
Originally posted by Fat Tony View PostNow, I can understand why some employers might worry about you jumping ship in better times etc., but surely they can't discriminate against someone based on how they've chosen to work previously. If they'd said I was too old to be considered they'd be breaking the law.
If the company have had bad experiences in the past with offering ex-contractors permie positions and having them leave a few months later when there are more contracts about then you can understand them not wanting to employee ex-contractors again.
Personally I think it's a bad policy to have. I contracted many years ago - went back to perm for about a decade and then started contracting again. Not exactly a bad risk for those employers who I permed with. But recruitment is full of bad policies - that doesn't make it illegal.
Leave a comment:
-
It would say bugger-all.
That's the way of the world in Contractor Land...
Leave a comment:
-
I would most definately follow this one up, not to be an arse just to get a feel of why and how this might affect future applications.
A request for clarrification on the policy not to employ ex-contractors does not seem a lot to ask. I feel you need to do this in the first case just to make sure someone isn't bulltulipting you for a start. How do you know the agent isn't stiffing you and this is just an excuse?
Defiantely have a poke about IMHO
Leave a comment:
-
Tags: None
- Home
- News & Features
- First Timers
- IR35 / S660 / BN66
- Employee Benefit Trusts
- Agency Workers Regulations
- MSC Legislation
- Limited Companies
- Dividends
- Umbrella Company
- VAT / Flat Rate VAT
- Job News & Guides
- Money News & Guides
- Guide to Contracts
- Successful Contracting
- Contracting Overseas
- Contractor Calculators
- MVL
- Contractor Expenses
Advertisers
Contractor Services
CUK News
- Streamline Your Retirement with iSIPP: A Solution for Contractor Pensions Sep 1 09:13
- Making the most of pension lump sums: overview for contractors Sep 1 08:36
- Umbrella company tribunal cases are opening up; are your wages subject to unlawful deductions, too? Aug 31 08:38
- Contractors, relabelling 'labour' as 'services' to appear 'fully contracted out' won't dupe IR35 inspectors Aug 31 08:30
- How often does HMRC check tax returns? Aug 30 08:27
- Work-life balance as an IT contractor: 5 top tips from a tech recruiter Aug 30 08:20
- Autumn Statement 2023 tipped to prioritise mental health, in a boost for UK workplaces Aug 29 08:33
- Final reminder for contractors to respond to the umbrella consultation (closing today) Aug 29 08:09
- Top 5 most in demand cyber security contract roles Aug 25 08:38
- Changes to the right to request flexible working are incoming, but how will contractors be affected? Aug 24 08:25
Leave a comment: