Onboarding a Contingent Workforce

The first day on the job is one of the most important days, for both permanent employees and contingent hires. Your temporary employees have the same hopes and expectations that your regular hires also have – a rewarding work experience that gives them an opportunity to expand and grow professionally. That means it is just as important to initiate a thorough onboarding process for your contingent workers, whether they are here to help during the busy season, take on a new project or cover while an employee is on leave.

 

Those employers who forget how important it is to ensure proper onboarding for contingent workers will quickly come to realize the error. Temporary employees are expected to hit the ground running, but it takes a little orienting on the part of the workforce to help start off without missing a beat. Here are five simple tips to onboarding your contingent workforce, ensuring you get the most out of this working partnership.

 

5 Ways to Onboard a Contingent Workforce

 

Explain short-term and long-term goals

The best way to help contingent workers accomplish their tasks effectively is to outline the milestones and goals that will get them there. Take the time to chart out short-term goals, such as meeting weekly production quotas, and long-term goals, such as an overall boost in department productivity.

 

Ask for feedback

If there is anything that the contingent employee doesn’t fully follow, encourage them to be honest and open about needing guidance. Stop by their workstation and ask for feedback on the job and the workplace environment. If managers are proactive about frequently approaching these workers, then they can take on challenges before they become too difficult.

 

Start a mentor program

Partner up full-time permanent workers will your contingent staff to help teach additional skills, give interpersonal advice and provide additional knowledge and resources that will help them transition in. Contingent workers sometimes feel like outsiders, but a mentor will create a sense of inclusion, making them more comfortable on the job.

 

Complete any forms before the start day

If a contingent crew is coming in first thing Monday morning, get the candidates to come in the week before and fill out any additional paperwork or sign any required forms. If you’re partnering with a staffing firm, make sure the recruiters have these forms on hand, so they can also have the workers fill them out a head of time. Getting the red tape out of the way puts the major job duties at the top of the priority list.

 

Training access to technology and equipment

Give your contingent workers an opportunity to explore the types of technology and equipment before they go out on the floor. Bring in their mentors and have them work side-by-side, learning how to utilize these tools to be more efficient at their jobs. This gives them a chance to ask questions and make mistakes that don’t impact productivity. The employees won’t be out in the middle of a job, confused or lost on how the technology works.

 

For more information about onboarding contingent labor, visit Malone Staffing Solutions. Our experienced recruiters and staffing experts are ready to answer your questions, and provide opportunities for growth. Give us a call today!

 

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