Is and what kind of training is needed for IT contractors?

Training provided by body leasing provider

A body leasing provider, taking care of the quality of its talent pool and its attractiveness to professionals, can offer them various types of training. These can include technical training to improve skills in sought-after technologies, soft skills training (e.g., communication, cooperation), language training or certifications. Investing in the development of contractors increases their market value and loyalty to the supplier.

Introductory (onboarding) training on the client side

Once a contractor begins working with a client, he or she typically must undergo a series of induction training sessions similar to those for new full-time employees. These are primarily:

• Training on internal tools and processes: Familiarization with systems, tools (e.g., Jira, version control systems), work methodologies (e.g., Scrum), and specific processes in place at the client company and the project team in question.
• Information security and RODO training: Mandatory training on company security policies, data protection rules and incident handling.
• Product/Domain Training: Introduction to the specifics of the product the contractor will be working on, its architecture, functionality and business context and domain (e.g., finance, medical).

The responsibility for carrying out this training rests with the client.

Development training during the contract

The issue of providing developmental training to a contractor during a contract is more complex. In the traditional body leasing model, where the client pays for the specialist’s time to work on specific tasks, the client typically does not fund training to improve the contractor’s overall skills. It is expected that the specialist already has the required skills. However, in the case of long-term cooperation or when the need arises to use a new technology in a project, the client may decide to invest in training the contractor so that he can continue working effectively. However, this is a matter of individual arrangement.

The role of training in retention and motivation

Opportunities to participate in training and professional development can be an important motivator and influence contractor retention. Even if training is not directly funded by the client, creating a work environment that fosters learning (e.g., through team knowledge sharing, access to documentation, opportunities for experimentation) is viewed positively.

Summary

IT contractors, like full-time employees, need training to do their jobs effectively and develop competencies. Training that introduces them to tools, processes, security and project specifics is an essential part of onboarding on the client side. Development training is most often the domain of the specialist or service provider itself, although in some cases the client may choose to invest in upgrading the skills of a key contractor. Access to development opportunities is an important motivation and retention factor.