For decades, contingent assignments were being viewed as alternative work options, often as supplementary to full-time employment. In today’s market, this segment of the workforce has become mainstream. Skill shortages, the low unemployment and the low birth rate are pushing organizations to re-think their talent acquisition strategies. Making strategic decisions when it comes to attracting and retaining talent is more crucial to business growth than ever.
According to a 2019 report by Deloitte, many organizations today are not using contingent workers strategically. There are undoubtedly potential benefits and practical risks when it comes to using contingent workers. The risks will vary from case to case, but they can increase if an organization’s work culture is (unintentionally most times) hostile to contingent workers. Some employers may inherently assume that contingent workers are not loyal and less productive. It is true that independent contractors and temporary workers often to do not have access to medical benefits, paid time off or opportunities for career advancement. Each individual, nevertheless, has different reasons for pursuing contingent employment. It should not be assumed that those in temp assignments are unhappy or unmotivated to produce quality work. If they are treated as if they are not part of the team, that could lead them to believe their contributions aren’t recognized or rewarded, ultimately encouraging them to pursue other employment or not put as much effort into their deliverables. It is crucial that managers remember to remain professional irrespective of their team member’s employment status. Managers should have honest conversations about work expectations and performance with their contingent workers, as they would with the regular employees.
Is your organization’s work culture attractive to contingent workers? Below are some tips on how your organization can attract (and retain!) temporary employees:
- Ensure the staffing agencies in your Supply Chain understand your organization’s history and work culture, so they can recruit candidates that will best fit your needs
- Provide detailed job descriptions with a clear list of expectations and responsibilities
- Educate Hiring Managers on how to manage contingent workers
- Consider top performers for future contingent assignments
- Encourage top performers to apply to full-time opportunities (whenever eligible)
- Have regular meetings about performance, recognize successes
- Be transparent about expected assignment start dates, end dates, assignment extensions or opportunities for conversion to a full-time employee
At Enterforce, we believe there’s a better way to find the talent your organization needs, which is more efficient, less stressful and highly effective in getting the people you need when you need them. Ask us how we can help!