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Working with a contingent workforce is supposed to help you streamline your hiring process and have talent available when you need it. But that doesn’t mean you should skip the onboarding process. In fact, in many ways, it’s far more important for your contingent workforce so they understand your company’s culture and the expectations of the job. This is a good time of year to update your onboarding process. Here are some tips to get you started.

Don’t Assign Busywork

It can feel like the right move, but utilizing your short-term employee just for busy work isn’t always the best use of their time or your resources. It’s okay to decide there are things you or your team don’t prefer to do, but it’s better to distribute those things so no single person gets burned out or feels like they’re taken advantage of in the process.

Giving your contingent worker busywork gives them the wrong impression. Instead, ease them into the work they are trained and hired to do. You take advantage of a contingent workforce to have access to talent, use it.

Avoid Long Meetings

You don’t really need to involve your contingent worker in all of your employee meetings. Unless they will benefit from the meeting, leave them out entirely. Let them continue to be productive while you discuss projects or circumstances with your team.

There are other ways to involve your contingent employee in workplace culture. Create ways they can socialize with each other. Some companies choose to have a monthly open forum where employees can share things they’ve learned, interesting things they read or insights they’ve had.

Pair Them With a Mentor

Another way to get the best work out of your contingent employee is to partner them with a trained and seasoned team member. This person not only shows them the specifics of the job, but also the corporate culture.

This person can be their go-to resource to better understand interpersonal relationships, navigating the environment or communicating with upper management. It also allows your permanent employee to feel like they have an important role.

Follow Up Frequently

One key piece of the onboarding processes many companies miss is the need for feedback. This isn’t just for your contingent worker but also for you, your company and your process. Encourage your new employee to share their thoughts and feelings about how onboarding has gone for them.

More importantly, take their suggestions and really work to improve the system. This can help you in the long run with other contingent workers in the future.


How else can you make your onboarding process work for everyone?


About Anserteam Workforce Solutions

The ANSER to your North American workforce management needs starts with A-Team solutions. Anserteam is the alliance of North American staffing and employment resources. Since 2004, Anserteam has grown to service over 1,500 locations across the United States and Canada. Are you a best-in-class staffing firm looking to increase your client base and secure a greater market share?  Find out how to become part of Anserteam.