Why hiring managers struggle with contract roles at year-end (and how to avoid costly mistakes)
The end of the year is a notoriously stressful period for hiring managers. Budgets are being finalized, critical projects need wrapping up, and there’s immense pressure to ensure smooth operations heading into the new year. For many organisations, this means bringing in contract professionals to bridge gaps, manage transitions, or lead transformations.
But hiring for contract roles isn’t as simple as it sounds. Rushed decisions and overlooked details can lead to serious consequences: delayed projects, wasted budgets, or even failure to meet strategic objectives. To shed light on these challenges and share solutions, we sat down with Dennis Burgess, one of Investigo’s expert contract recruiters.
Here’s what we learned about the common pitfalls in contract hiring—and how businesses can avoid them.
The Hidden Risks of Relying on Internal Teams
One of the biggest mistakes hiring managers make is assuming that their in-house team can handle complex, high-stakes projects. While your internal staff may excel in their day-to-day roles, they may not have the capacity—or the specialized skills—needed for major initiatives like technology transformations or large-scale programme implementations.
“Over-relying on internal expertise can be a costly error,” explains Dennis. “For example, if your team lacks experience with platforms like Workday or Oracle, the learning curve alone could derail your project. These systems are incredibly intricate and require expertise that generalists often don’t have.”
Instead, Dennis advises businesses to bring in specialists, such as interim programme directors or subject-matter experts (SMEs), who can offer strategic guidance and ensure a smooth delivery.
The High Cost of Budget Mismanagement
Another common issue is underestimating the financial investment required for contract roles. Hiring managers often try to cut corners, assuming that lower rates or reduced project resources will suffice.
“Recovery programmes are far more expensive than getting it right the first time,” Dennis warns. “When budgets are unrealistic, you risk hiring the wrong people or running into delays that push costs even higher.”
Setting a realistic budget means understanding market rates and allocating the necessary resources upfront. This doesn’t just apply to contractor fees but also to the tools, training, and support they’ll need to succeed.
Navigating Technology Transformations Without Missteps
Large-scale technology transformations are particularly prone to failure when businesses underestimate their complexity. Platforms like SAP, Oracle, or Workday are not just tools—they’re ecosystems that require precise planning and skilled implementation.
Dennis emphasizes the importance of hiring contractors with direct experience in the specific technology being deployed. “Certifications can be useful, but they’re no substitute for real-world experience. Someone who’s successfully navigated similar transformations will be better equipped to anticipate challenges and solve problems on the fly.”
Without the right expertise, these projects often suffer from inefficiencies or even catastrophic missteps that could have been avoided with the right team in place.
The Importance of Clarity in Planning
A lack of clear planning is another major barrier to successful contract hiring. Too often, hiring managers struggle to define the roles and skills they actually need, leading to mismatched hires and wasted time.
Dennis recommends working with a programme director to establish a detailed programme plan before beginning the hiring process. “A well-structured plan not only clarifies your goals and milestones but also helps you pinpoint exactly what expertise is required at each stage of the project,” he says.
This preparation ensures that contractors can hit the ground running, rather than spending valuable time navigating vague expectations.
Adapting to a Competitive Talent Market
In today’s competitive hiring landscape, flexibility is key to attracting top-tier contractors. Insisting on outdated location requirements, such as fully on-site roles, can drastically limit your talent pool, especially for roles that can be performed remotely.
“Many of the best contractors prioritize roles that offer remote or hybrid working options,” Dennis notes. “By being flexible, you open your organization to a much broader range of talent—and significantly increase your chances of hiring the right person quickly.”
Why End-of-Year Hiring Needs Extra Attention
The challenges of contract hiring are amplified as businesses race to finalize projects before the new year. With deadlines looming, the temptation to rush the hiring process or compromise on quality becomes greater. However, the costs of a misstep—both financially and operationally—are far too high to ignore.
“Year-end projects are often make-or-break for businesses,” Dennis points out. “Hiring managers need to approach these situations with careful planning and a clear understanding of what success requires. Otherwise, they risk starting the new year in recovery mode.”
How Investigo Can Help You Avoid These Pitfalls
Contract hiring doesn’t have to be fraught with challenges. At Investigo, we specialize in helping businesses navigate the complexities of hiring for short-term roles, ensuring that you get the right talent at the right time.
Our team provides:
Market insights to help you set realistic budgets.
Access to a deep network of experienced contractors across 20+ specialisms.
Expert guidance to define your project needs and streamline the hiring process.
As you prepare for year-end, don’t let contract hiring challenges derail your plans. Contact Dennis Burgess or the Investigo team to discuss your requirements and secure the expertise your business needs to succeed.
By addressing the root causes of contract hiring challenges, you can meet your deadlines, deliver on critical projects, and start 2025 on a high note.
