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The short answer is, "yes", I would consider it.
The long answer is...
The myth of full-time employment:
You're saying it's a "permanent, full-time" position.
However, you know very well what you're selling is a 'contract'.
You know very well that "full time", "permanent" and "perm" are but euphemisms for 2+ year
contracts at low rates. And that low rate of yours gets even lower, if you take into account large, hidden
losses, e.g. zero per diem money and zero overtime money.
The myth of permanency:
You're saying it's a "permanent" position,
and implying that there is nothing more desirable than "permanent" employment.
However, as you already know, in today's economy there is no permanency.
At large and medium-sized companies, in today's economy reorganizations and layoffs are
so common that they're not even in the news any more. "Permanent" jobs, especially "permanent"
jobs in software engineering, are either being eliminated or sent to India, China, or Russia.
The moment you're hired is the moment your employer starts making plans to send your job to India,
China, or Russia where wages and salaries are lower.
At small companies there is no permanency.
As Small Business Week concluded recently, "There is no permanency at small firms (under
50 employees) and very small firms (under 20 employees). Small firms shed jobs at a faster
rate than large companies, and are far more likely to go out of business altogether.
Employment at small companies is comparatively unstable, and therefore provides an unreliable
foundation for permanent employment."
Of course, there are exceptions. Sometimes you come across "permanent" jobs
that have lasted longer than two years, but they're not the rule, only some of the
exceptions to this rule.
The myth of the 40-hour workweek:
You're saying that my workweek would be 40 hours per week.
However, the truth is in "permanent, full-time" positions we engineers
A) work a lot of overtime and B) don't even get paid for our overtime!
In 1926, Henry Ford adopted a 40-hour workweek. By the 1960s, the benefits of the 40-hour week
were accepted by Corporate America. In 1962 the Chamber of Commerce published a pamphlet praising
the productivity gains of reduced hours. However, Silicon Valley didn't get the pamphlet.
As of 2010, my engineer friends in "permanent" positions are working between
60 and 88 hours per week!
The myth of the quick and painless hiring process:
"Perm" is better for YOU, if you're a recruiter, because you earn a quick fee of $20,000 to
25,000. Sounds good so far, but how about me? If I say, "Yes, I want to compete for "perm" jobs,
then I'm going to have to face large, hidden losses, like, unpaid long distance trips to client
sites, unpaid, all-day-long face-to-face interviews with prospective employers, slow-slow hiring
processes. And, if hired, low per hour rates, zero per diem monies, and zero overtime monies.
Are you saying, "Dear Candidate, I'll help you get a perm position quickly"? No, that wouldn't be the
right thing to say, because, as you know, "perm" employment is the 'slowest' way to get back to
work -- if you're out of work.
While you're waiting for your 5th or 6th interview, or standing in line at a distant airport, waiting
for your next flight -- because you had to fly out of town for an all day, face-to-face meeting as part
of the (usually) slow-slow selection process that many "perm" employers require these days --
this long wait will give you neither additional experience, nor temporary income, or eliminate the
dreaded "gaps" in your resume, or lead to any high-rate contracting positions, or
increase your value to future employers.
The myth of big benefits:
Are you selling me any "benefits"? Are the benefits really "great"? Paid health insurance is $300/mo,
or ($300/200 hrs =)$1.50/hr. Annual vacation is ($30/hr * 1 wk/52 wks =) $0.58/hr. Therefore,
benefits are ($1.50 + 0.58 =) $2.08/hr. Why would anyone take a large (i.e. up to $30.00/hr) rate cut,
as a "perm" employee, in return for small benefits like paid health insurance and annual vacation,
valued at $2.08/hr? Do the math and realize the real good opportunities (for me) are contracts with
high rates, not "perm" positions with "great" benefits!
The reality of large, hidden losses:
Are you selling me any "benefits"? In my experience, the lack of per diem and the lack of overtime
money represent far greater losses in my pocket book than any benefits that any of your customers are
able to provide to me. Their additional benefits (e.g. maternity benefits) usually don't benefit me,
because I can't use them.
Why would you consider taking a "perm" position?
If you ask questions like this, you have fears!
Perhaps you FEAR that you won't be able to sell your customer on the idea that I CAN stay with them in
the next 2+ years. Of course I CAN, but your question also indicates to me you haven't read my resume.
Had you read my resume, you would have noticed that most of my jobs have lasted longer than 2 years.
Read my resume. Eliminate your fears. If you're full of fears, you shouldn't be representing me!
If you ask questions like this, I think to myself,
"You're the recruiter, I'm not! I shouldn't spend any of my time to recruit you! I cannot afford to
spend 15 to 30 minutes of my time, over the telephone, to recruit you!"
If you ask questions like this, I think to myself,
"You picked my resume, I didn't. Be grateful to Lady Luck that, by finding my resume, you've found a
good match, AND received a quick and painless YES from me. Why do you want to look a gift horse in
the mouth? Why are you questioning me? Why are you making an effort to fail, instead of succeed?
Why are you making an effort to get a NO from me, instead of a YES?"
Perm positions are better for you!
As you know, when you're a recruiter,
"perm" positions help YOU more than they help me,
because those who recruit for "perm" positions earn large fees of $20,000 to $25,000, almost overnight!
Therefore, instead of questioning me, you should be grateful that I'm interested in helping 'you' to
earn a quick fee of $25,000!
Exception:
One exception is an existing client. In other words, if I receive a good offer from a client that I have
completed a successful contract with, then I'll consider the offer carefully.
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