Attracting independent contractors who have the skills you want is no small feat. While more people than ever before are working independently—more than 72 million—more businesses are also looking to tap into this talent pool. Companies are realizing that they can be more agile by building a workforce that is a mix of full-time and contingent labor.
In fact, business leaders expect contingent labor to make up more than one-third of their overall workforce in the next two years. Competition for top talent is high, and businesses must differentiate themselves to stand out from the crowd. Below, we look at five ways your company can attract the very best independent contractor talent.
1. Build a Supportive Ecosystem
Just like full-time employees, independent contractors also value a work environment where they feel comfortable and respected. A positive work environment starts with good communication practices. Independent contractors want to work for people who treat them as valued team members and provide them with access to the tools and resources they need to be successful.
A great place to start when it comes to building a better work environment for independent contractors is onboarding. Independents value an efficient onboarding process, which includes defined project goals and objectives as well as automated systems to limit paperwork.
Check out this case study to see how a leading healthcare company streamlined contractor onboarding.
2. Commit to Fair Practices
Committing to fair practices is another reliable way to attract top independent contractors. Most independents will come to you with a salary or hourly rate range. Make sure hiring managers are familiar with the average rates for the role. Be willing to pay wages that are in line with market standards. Remember, rates for independent contractors may look higher than those of full-time employees on paper, but this is because independents are responsible for both the employer and employee side of taxes as well as their own healthcare and benefits.
Learn more about whether you should hire an independent contractor, temp worker, or FTE.
3. Showcase Independent Contractor Success Stories
Independent contractors want to know what it is like to work with your company. Unless they can talk to another independent who has worked there before, it can be hard to get a read on what they are getting into. A great way to showcase examples of the tangible benefits you provide is through real-life stories.
Consider launching a blog series profiling successful independent contractors who have thrived working for your company. The blogs don’t have to be anything long or complex but should highlight what it is like to work for your company in the words of the independent contractors. These stories could also take the form of a short video or podcast.
Discover tips for using the right language to attract top independent contractor talent.
4. Offer Feedback and Opportunities for Continuous Improvement
Independent contractors shoulder a big responsibility of managing their own business and they are very aware of the fact that it is important for them to keep their skills up to date. That’s why more than 80% of independents say that finding work assignments that help them grow professionally is either a “very important” or “important” factor in picking the clients they work with.
Encourage continued learning by offering independent contractors access to workshops, training sessions, or resources to help them enhance their skills. Consider building tools such as a company blog, online communities and forums, or networking events specifically for your independent contractor population. An environment of mutual respect and growth will be beneficial for both independents and managers alike.
Here are seven channels you can use to showcase your company’s commitment to independent talent.
5. Respect Independent Contractors’ Rights
Respect for independent contractors’ rights begins with educating managers about what it means to work independently. Independent contractors are a particular classification of workers—free to choose when, where, and how they conduct their work (unless otherwise specified in their contract). When hiring an independent contractor, talk about how your company understands their need for flexibility and how you will accommodate different working styles, time zones, etc. Knowing that you have put time and thought into their work preferences will mean a lot to your independent contractors.
