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If you’ve noticed that contractor loyalty is harder to earn, you’re not alone. In 2025, contractors have higher expectations, sharper awareness, and more choice than ever before. Recruitment agencies that fail to adapt risk losing top talent. The good news is that clear trends are emerging from recent research into what matters most to contractors. Below, we break down what 550+ Australian contractors said they want – and how agencies can rise to meet those needs in a mutually beneficial way.
Clear Priorities Are Emerging
According to Oncore’s State of Contracting 2025 survey, contractors are laser-focused on a few non-negotiable factors when choosing roles. The four top priorities are:
- Competitive Pay Rate (83%): It’s no surprise that pay tops the list – 83% of contractors rated the pay rate as “very important” when evaluating a new gig. Competitive compensation is basically a baseline expectation in 2025. However, money alone isn’t enough to win over contractors anymore. They’re looking beyond the dollar signs for roles that fit their lifestyle and goals.
- Flexibility in Hours and Location (75%): Work-life balance and flexibility have become deal-breakers. Roughly three-quarters of contractors prioritise flexible working arrangements – whether that means remote options, adjustable hours, or hybrid schedules. In fact, about 64% of contractors now prefer hybrid work (a mix of office and remote), while those wanting 100% remote have dropped to ~26%. The key is offering balance: the freedom to work when and where they want, as long as the job gets done.
- Autonomy and Variety in Projects: Many contractors chose contracting to escape micromanagement and monotony. They prize autonomy in how they execute tasks and seek variety in the projects they tackle. Contractors want the ability to shape their work and continuously grow their skills by taking on new challenges, rather than being pigeonhole. This freedom to choose whom to work with, what to work on, and when to work is cited as one of the most rewarding aspects of contracting.
- Company Culture & Ethics: Culture matters more than ever. Contractors are scrutinising the ethos of the companies they work with – transparency, ethics, inclusivity, and how clients treat their people. The survey found that meaningful work and a company’s values ranked highly alongside pay as deciding factors. If a client’s culture clashes with a contractor’s personal values, no amount of money will make the placement last. In short, contractors are no longer content with roles that don’t align with their lifestyle or principles.
These are not just nice-to-haves – they’re deal-breakers. If a role doesn’t deliver on these fundamentals (fair pay, flexibility, autonomy, and a positive culture), today’s top contractors will walk away. Recruitment agencies must internalise these priorities when scoping roles and pitching opportunities to candidates.
The Recruiter’s Role Is Evolving
In light of these expectations, the role of the recruiter is shifting from a simple middleman to a true career partner. Contractors are leaning on recruiters not just to land a job, but to provide guidance and add value beyond basic logistics. According to the 2025 State of Contracting report, the top three services that contractors value from recruiters are:
- Skillset–Role Alignment (78%): Contractors want recruiters to truly understand their skillsets and career goals, and to match them with roles that fit like a glove. It’s no longer enough to forward any opening that vaguely fits a resume. The recruiter’s ability to align a contractor’s specific skills with the right project or client is highly prized. This means agencies should invest time in getting to know the candidate’s strengths and aspirations, so that each placement feels intentional and strategic.
- Honest Feedback and Communication (75%): Transparent, constructive feedback is critical for contractors, both during the hiring process and on the job. In fact, an overwhelming 93% of contractors in Oncore’s 2023 survey said that “honest and constructive feedback” from their employers is important to them. Contractors don’t want vague platitudes; they crave honest insights on where they stand, how they can improve, and what opportunities to pursue. Recruiters who communicate candidly (while still being respectful) earn far more trust and loyalty.
- Industry-Specific Expertise (64%): The best recruiters are seen as subject matter experts in the contractor’s field. Contractors value recruiters who understand the nuances of their industry – whether it’s IT, engineering, healthcare, or any niche – and who can speak the language of that domain. This expertise helps recruiters advocate credibly on the contractor’s behalf and provide insightful advice. A 2018 LinkedIn survey found that many candidates won’t engage with recruiters who “can’t speak the lingo” or lack knowledge of the business. In 2025, contractors expect recruiters to be knowledgeable consultants, not just paper-pushers.
On the flip side, some traditional recruiter tasks have lost prominence. Services like basic interview prep or negotiating contract terms were noted as less valued by contractors in the survey. This doesn’t mean they’re unimportant, but simply that contractors feel more self-sufficient in those areas or see them as lower priority. The takeaway: recruiters should focus on being advocates and advisors - aligning opportunities to talent, giving truthful feedback, and leveraging deep industry know-how. Those are the differentiators that contractors remember.
Communication Builds Loyalty
One theme that came through loud and clear is the need for transparent communication at every stage. Ambiguity and radio silence quickly erode trust. Contractors want proactive updates and honest conversations about job scope, rate expectations, workplace culture, and any changes that arise. When recruiters act like strategic partners – providing realistic previews of what to expect and keeping candidates in the loop – they foster far more loyalty and repeat engagement.
The data backs this up: in Oncore’s 2023 contractor survey, an overwhelming 98% of respondents said that open communication and collaboration from their employers is critical. The same principle applies to recruiter interactions. Maintaining transparent lines of communication – from initial contact through to contract completion – nurtures trust and encourages contractors to stick with your agency for future placements. Conversely, if a recruiter “ghosts” a candidate or withholds information, it’s almost guaranteed to leave a bad impression and drive the contractor elsewhere.
Practical tips: Set clear expectations with contractors about the recruitment process and the role in question. If a job requirement or timeline changes, let them know immediately. Even delivering bad news promptly (such as not landing a role) is better than leaving someone in the dark. By being forthright and responsive, recruiters can differentiate themselves as reliable partners. In 2025’s contractor market, communication is currency – the more you invest in it, the richer your relationships will be.
Final Thought: It’s a Two-Way Street
Today’s contractors view their relationship with recruiters as a partnership rather than a one-off transaction. Recruiters can no longer afford to act as intermediaries alone. The most successful agencies in 2025 will actively co-create career paths with their contractors and also educate clients on how to better engage and retain this critical talent segment. Think of it as balancing two sets of expectations: you need to meet the contractor’s needs (as we’ve outlined above) and guide your clients (employers) to offer the conditions that top contractors demand.
Ultimately, building contractor loyalty is a two-way street. When contractors feel supported and set up for success, they, in turn, are more likely to stick with your agency and deliver great results for your clients. This means investing time and resources into the contractor experience, not just the client side of the equation. Forward-looking recruiters are already adapting their strategies to be more contractor-centric, acting almost like talent agents or career coaches for their contracting candidates.
🟠 Agency Strategy Tip: Start treating your contractor talent like VIP clients. Personalise your communication, clarify expectations upfront, and provide value beyond the placement. Check in regularly during their assignment, solicit their feedback, and celebrate their successes. When contractors feel valued and see that you’re committed to their long-term success (not just your short-term fee), they’re far more likely to stay loyal in this highly fluid market.
How Oncore Can Help Recruitment Agencies
Meeting the high expectations of contractors in 2025 might sound challenging, especially when you’re also juggling client demands and back-office administration. This is where Oncore can play a pivotal role for recruitment agencies. Oncore’s solutions are designed to support agencies in delivering the experience that today’s contractors want, while streamlining the tedious administrative work. Here are some specific ways Oncore can help:
- Seamless Payroll & Compliance Management: Oncore’s OneVendor back-office solution acts as your operational partner, taking over crucial tasks like contractor payroll processing, superannuation, tax withholding, and compliance with labour laws. This ensures contractors are paid accurately and on time (addressing their top priority of pay) and that all legal obligations are handled by specialists. By outsourcing these functions, agencies drastically reduce the risk of costly compliance errors and free up hours of administrative time.
- Contractor Care & Support: Oncore provides dedicated contractor care services to enhance the day-to-day experience of your placements. This includes handling contractor inquiries, providing guidance on contracts and timesheets, and offering prompt support for any issues that arise. Contractors receive a consistently high level of service, reflecting well on your agency. In fact, timely professional payroll and support directly improve contractor satisfaction and retention, reinforcing your agency’s reputation for reliability. When contractors know their paycheck will be correct and their concerns addressed, they can focus on the work at hand, which builds trust and loyalty.
- Insurance, Benefits & Flexibility Tools: Oncore also helps agencies offer the “extras” that contractors value. Through Oncore, you can arrange worker insurances (e.g. professional indemnity and public liability) and even salary packaging options for contractors, removing barriers that might otherwise concern top talent. Their platform supports flexible work arrangements (like tracking hours/locations for remote or hybrid setups), making it easier for you to accommodate the flexibility contractors demand. All of these features contribute to contractors feeling secure and supported in their roles.
- Cashflow Funding & Scalability: One pain point for agencies managing contractors is cash flow – ensuring contractors get paid even if a client’s invoice is still pending. Oncore offers cashflow funding solutions, so your agency can pay contractors on schedule without cash crunches. This guarantees the contractor’s trust (pay is never delayed) and lets you scale up placements confidently. Additionally, Oncore’s systems are built to scale with your business, providing the infrastructure to handle growth in contractor numbers without operational bottlenecks. In short, you won’t be held back by back-office limitations as you take on more contractors and clients.
By leveraging Oncore as a back-office partner, recruitment agencies can focus on what truly matters – building relationships, providing strategic guidance, and aligning the right talent to the right roles – while knowing that the behind-the-scenes essentials are under control. It’s a win-win: contractors get the transparency, support, and efficiency they crave, and your team gets to spend more time being the strategic, high-touch recruiters that top talent in 2025 expects.