In part one of this two-part blog series, we went over some of the most important benefits that contingent workers bring to the companies who utilize them. From filling temporary gaps to helping with specific areas of expertise you don’t have on your staff, plus numerous other areas, contingent workers have become even more important to many businesses over the last 18 months or so.
At WTA, Inc., we’re proud to help our clients with numerous recruitment and hiring themes, including those who are considering contingent workers for any of their company needs. While part one of our series focused on the qualities contingent workers may bring to your business, today’s part two will go over some basic tips we often provide to clients on how to properly recruit and hire contingent workers.
Hiring Based on Skills
Interviews for contingent workers will typically be a bit different than for other employees, with a larger focus on the specific skills they can bring to your business. Be sure you ask about their experience in the specific areas you need help, and how they will be able to assist in making sure your business goals are met. If someone has little or no experience in an area where you need help, hiring them may not be the best idea for your company.
This also applies for training contingent workers. If you’re considering hiring someone to help out with your computer systems, for example, be sure they have the proper skills and training needed before you hire them for this position. This will save time and money in the long run so you don’t experience any unnecessary issues due to lack of knowledge or experience on their part.
Vendor Onboarding
It’s vital to have a proper system in place for onboarding your contingent workers. You may need to go through important information and details about specific job duties and responsibilities, as well as other company policies and procedures that all employees must follow. This realm should also include paperwork they need to fill out, plus any confidentiality forms that might be required.
Practical and Legal Differences from Normal Employees
In addition, it’s important to have a full understanding of how your contingent employees differ from full-time employees. The most important area here is legal, as contingent workers are generally considered independent contractors in the eyes of the law. This is a crucial distinction that can affect issues such as taxes and worker’s compensation, which you’ll need to understand fully when hiring contingent workers.
Engagement
Finally, it pays for your management and hiring team to have a plan for how to keep contingent workers engaged and active within your organization. Contingent workers may not stay with the same company for long, so it’s vital to have a system in place that will allow them to remain active and engaged while they’re there. This might include meetings, special recognition events and other activities aimed at helping contingent workers feel like an important part of the team.
For more on the hiring and use of contingent workers for your business, or to learn about any of our payroll services or other outsourced HR services, speak to the pros at WTA, Inc. today.