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IT managers have a myriad of dreaded conversations with their IT contractors.  Perhaps the most dreaded conversation, though, is when employees ask for a raise.  While IT recruiting firms certainly try to negotiate the best salary possible for IT consultants upon entry of a new job, over time this amount will almost certainly become less than desirable.  Inflation, life changes, and more can cause IT professionals to realize they suddenly would like to be compensated more than their IT headhunters initially got for them.  So how should managers evaluate these requests?

IT staffing agencies may have negotiated salary based on resumes, but raises are based on current performance.  If an employee consistently meets and/or exceeds expectations in IT jobs for a long period of time, the request if certainly worth considering.  Another criterion is if the employee brings a unique asset to the company.  Perhaps IT recruiting companies didn’t suggest him for it, but if an employee has shown a special talent that has benefited the company, a raise might also be in order.  Lastly, an employee’s raise request has should be considered with this lens: have they brought more value to the company than technical recruiters thought they could– either in money and/or in creating a positive work environment?  IT staffing firms certainly try to find the best fit for a company in terms of skills, but if the employee has demonstrated not only a proficiency at their job, but also at making the workplace pleasant and more efficient, their salary is certainly worth raising.