Experienced L&D professionals are always in need. But since the Great Recession, companies have been wary of hiring permanent staff. Instead, many have turned to contractors or contingent workers. Whether you have years of industry experience, are exploring a career in learning and development, or have recently finished school, contract work may be a great place to start.

Times Are Changing

The workforce is changing. Over the recent decade, there has been a significant increase in both the number of workers who are classified as “contingent” and the number of large companies that hire them. Here are some statistics:

• A 2006 U.S. Department of Labor study showed that about 30 percent of the U.S. workforce held part-time, temporary, or contract positions.

• Bureau of Labor Statistics reports that the number of “contingent” workers increased by 29 percent between 2009 and 2012.

• In 2010, an Intuit survey of 200 large companies indicated that by 2020 about 80 percent of employers at large corporations plan to increase their “flexible” workforce.

• In 2012, research study done at the University of Minnesota projected that by 2020, 50 percent of the U.S. workforce will be contingent workers.

• In 2013, Bersin and Deloitte reported that corporate training budgets increased by 15 percent ($70 billion in the United States alone) between 2012 and 2013.

Why Should L&D Professionals Consider Contracting?

Fortunately, corporate training budgets are turning around. For many organizations, training and performance initiatives are now a priority again. Businesses that gutted their training departments a few years ago, no longer have the staff to do the work. But the work still needs to be done—and you know how to do it! Here are some other reasons to consider contracting:

• The pay can be very good, and you may get a higher rate as a contractor. For a general idea of salary expectations based on job type, geography, and experience, use an online calculator like PayScale.com, Salary.com, or Glassdoor.com.

• There is more flexibility and variety. You can work for who you want, when you want. Keep in mind, though, that you still have to stick with project deadlines and client requirements.

• Contracting creates great opportunities for networking and personal learning.

However, there are still situations when contracting is not a good fit, as well as reasons why some L&D professionals should be cautious if pursuing this career option. Some issues to keep in mind include:

• Contracting is not permanent. You only get a paycheck for a set period of time or a specific contract. When it’s over, it’s over. Cash flow needs to be carefully managed.

• There are no benefits such as healthcare assistance or retirement funds.

• You are expected to “hit the ground running” with each new contract, and you may get little or no training.

• There are different rules for employees versus contractors. “Regular” employees will likely have resources available to them that you do not.

• Depending on whether you are working on your own or through an agency, you may have to pay your own taxes, including self-employment tax.

Bottom line: You have to be adaptable, resilient, and flexible. Having a tough skin and being okay with uncertainty are must-have traits.

What Are the Best L&D Jobs for Contractors?

Many jobs in our field lend themselves to contracting. Those that require specific skills and knowledge but are still general enough to be highly transferrable are good options. Some roles that are commonly in demand include:

• instructional designers/developers

• e-learning designers/developers

• media designers/developers

• project managers specializing in learning development

• learning management system administrators.

How to Find Contract Jobs?

The better your technical skills and training, the more likely you are to find jobs and keep working, but sitting home thinking about your great skills is not going to get you hired! You need to put yourself out there, let people know what you can do, and find ways to market yourself. Here are a few strategies to get you started:

• Personal networking. Friends, family, community organizations, and getting involved with your local ATD chapter are great venues to meet people and spread the word.

• Social networking; LinkedIn is the premiere site for professionals.

• Staffing agencies that specialize in the L&D field.

• Job sites like monster.com, careerbuilder.com, glassdoor.com, and so forth. Filling out endless profiles and sending huge numbers of resumes is not the best use of your time, but having an active and updated profile will generate some leads.

You can start your search for L&D contractor positions by checking out the ATD Job Bank.