Building a workforce today looks very different from just a decade ago. From AI-powered candidate matching to automated onboarding, we now have tools that help us move faster and work smarter. But amid all this progress, we’ve left something crucial behind—that genuine human connection.
Your team likely includes a mix of full-time employees, freelancers, consultants, and project-based talent. According to our annual State of Independence report, over 72 million Americans are now working independently—and that number continues to grow globally.
No matter how your workforce is structured, people remain at the center of everything. When we lose sight of the humans behind the roles, we miss out on what truly drives value: loyalty, engagement, and performance.
What is the role of technology in talent management today?
Technology has reshaped talent management in several ways:
- Recruiting platforms can screen hundreds of applications in minutes
- Onboarding portals streamline compliance and paperwork
- Digital collaboration tools connect organizations with talent pools around the world
While these tools accelerate the process, they can also make it feel impersonal. A candidate can quickly become just another résumé in the queue. As organizations scale, it’s easy to lose sight of the fact that each hire brings their own mix of skills, goals, and motivations.
What is today’s independent professionals looking for in clients?
Today’s workforce, especially independent or project-based workers, wants more than just a paycheck. They seek respect, inclusion, and meaningful work. When businesses treat their people like interchangeable parts, everyone feels it—engagement drops, performance suffers, and talented people move on quickly.
Here’s what matters most to independent workers right now:
- Being seen and heard: Even short-term workers want their ideas to matter. When their contributions are recognized, they become more invested in the team’s success.
- Clarity and trust: Clear expectations, open communication, and honest feedback build the foundation for great work. People do their best when they understand their role and feel confident in what to do.
- Purpose and belonging: Independent workers still want to feel connected to something bigger. A sense of purpose keeps them engaged and motivated, even on short-term projects.
- Recognition and appreciation: Feeling valued drives loyalty—even among short-term team members. A simple thank you or public acknowledgment creates a positive experience that encourages people to work with you again.
- Flexibility and autonomy: Trusting people to manage their time and tasks helps them do their best work. The freedom to work independently improves productivity and satisfaction, especially for freelancers.
When leaders emphasize these human drivers, they see stronger relationships, better outcomes, and more loyalty—even among short-term team members.
See: 6 Ways Companies Can Build Stronger Relationships with Independent Contractors
How can we bring humanity back into hiring?
Ready to build a stronger, more flexible workforce? Here are some ways that you can put the human element back into your strategy:
Ensure a Proper Onboarding
To attract and retain top contingent talent, companies are improving onboarding, providing mobile-first training, and offering performance feedback. A poor onboarding experience leads 63% of contingent workers to reject future assignments, according to a recent Indeed survey.
Personalize the Experience
Not everyone wants the same thing from work. Some value flexibility above all else, others want growth opportunities, and many want a mix of both. Take time to understand individual goals and align them with your projects’ needs. Sometimes, even a quick check-in or thoughtful message can make someone feel truly valued.
Communicate Transparently
Make expectations crystal clear—explain what success looks like, how performance will be evaluated, and what comes next. When working with independent talent, clear, upfront communication builds trust and prevents misunderstandings down the road.
Recognize Contributions
Don’t wait until someone’s contract ends to thank them for their work. Celebrate wins along the way. Whether it’s recognition in a team meeting or a simple email acknowledging effort, small gestures of appreciation make a big difference. Employees who receive high-quality recognition are 65% less likely to be actively seeking new job opportunities compared to those receiving low-quality recognition, according to a Gallup study.
Balance Tech With Human Judgment
Save time by letting AI handle the initial screening—but always keep humans in the driver’s seat when it comes to final decisions. Numbers and dashboards help track performance, yet don’t overlook the importance of talking directly to the people behind those metrics. When you combine efficiency with empathy, you build a team that not only performs well but genuinely wants to be there.
Explore: MBO’s AI in the Future of Work Report
What’s Next for the Future of Work?
As work continues to change—with remote work becoming normal and over half (53%) of Gen Zers working full-time hours on freelance projects—flexibility will remain important. But they shouldn’t come at the cost of connection. The most effective hiring strategies, especially for contingent or blended workforces, are those that prioritize both operational excellence and human relationships.
This doesn’t require a complete overhaul or big budget increases. It starts with small but meaningful changes: more thoughtful communication, intentional engagement, and genuine interest in the people behind the work. Because in the end, even the most advanced workforce strategy is only as good as the human connections that power it.
A Deloitte study found that 72% of HR leaders feel growing pressure to manage all types of workers—full-time, freelance, and everything in between—under a single framework. Is your organization navigating the same challenge? MBO Partners can help.
