Contingent workforce management

Once you are hired to recruit contingent workers, you and your client need to engage in contingent workforce management.

Help your client create a contingent workforce policy to boost engagement and harmony in the workplace. Contingent workers should honor and follow the company’s policies and principles. The contingent worker policy should be expressed in contracts or other formal documents.

If you are providing contract workers on your payroll, you are in charge of paying the employees on your payroll, managing benefits, handling paperwork, and more. To save time and eliminate stress, use a contract staffing service.

If you receive a job order for a contingent worker, your recruitment process might be different than sourcing regular employees.

Whether you are outsourcing workers or providing contract workers, make sure you fully understand what your client needs. You and your client must be clear in the job description that the position is not permanent.

Don’t neglect referrals, especially when it comes to technical skills. Gather candidate referrals, reference your recruitment database, and use job boards and social media to source contingent workers.

When screening and interviewing workers, find out their future goals. Reiterate that the position is not permanent. And, be thorough. The contingent worker should still match your client’s work culture, even if they are not a permanent addition.

You and your client might need a lawyer to look over the job description, draft contracts, and verify the individual is classified correctly.