6 Ways to Boost Independent Contractor Retention

Retaining top talent is critical for maintaining a streamlined and productive workforce, and this approach should extend to independent contractors as well.

1. Streamline Your Onboarding Process 

A solid onboarding process is crucial for ensuring high satisfaction among independent talent. In fact, 93% of independents say that a fast, efficient setup process plays a big role in their decision to work with a client.

A good onboarding process begins at the very start of the engagement journey, with a website that makes it clear that your business offers opportunities for independent talent. On the jobs or careers section of your website, be sure to include language to distinguish between full-time opportunities and opportunities for independent professionals. Without these distinctions or a clear value proposition, the engagement experience can be both confusing and unwelcoming. 

Next: 7 Ways to Onboard Contractors Easier and Faster 

2. Give Them Information They Need to Succeed

Once the engagement process has begun, make it as easy as possible for independent talent to understand how to work with your organization. Program processes and technologies should be intuitive and easy to use. For example, a client-branded welcome site can be useful to educate independents on what they can expect during vetting and engagement, provide access to initial self-assessment surveys, and offer information about roles and responsibilities. 

Encourage managers to keep communication clear and consistent throughout the project. Regular check-ins and status updates can help keep everyone on the same page, and open discussions about deliverables and deadlines make everything run more smoothly.

Next: 6 Ways Companies Can Build Strong Contractor Relationships 

3. Offer Multiple Engagement Options

Independent professionals each have different levels of self-employability as well as individual needs and requirements. Often, a worker may not quite qualify to work as an independent contractor even though that is how they prefer to work. These workers may be frustrated if they are forced into a payrolling program, or, if they are engaged as an independent contractor, it can put the company at risk for misclassification. 

Instead, work with a vendor that can supply flexible engagement options, so your organization can offer a solution that not only ensures compliant engagements, but also attracts top talent. Providing options that take the diverse requirements of independent workers into account creates a more positive engagement experience and makes it both easier and more likely for independents to re-engage with your organization. 

Next: Learn How to Access Top Independent Talent Now 

4. Develop a Strong Client-Contractor Relationship

Communication is the foundation of any great client-contractor relationship, so it’s no surprise that it is the No. 1 driver of satisfaction among independent professionals. Creating a clear project scope during engagement, providing timely feedback, and simply being responsive are all useful strategies to maintain good communication. 

Prioritizing communication can also help to resolve pain points and frustrations before they become bigger issues. At the beginning of an engagement, talk to the independent professional you’ve engaged to set goals, review expectations, and establish a communication plan. During the project, periodically check in to ensure deliverables are aligning to the project scope. 

Next: 6 Ways Companies Can Build Strong Contractor Relationships 

5. Build a Workplace That Appeals to Independent Professionals

Create a work environment that welcomes and respects independents. Encourage managers to recognize quality work, honor their schedules, and treat them as valued members of the team.

When independents are satisfied with their client relationship, they will be more likely to return for future work. Re-engagement can save your business time and money, so it is worthwhile to put measures in place for creating a positive working relationship.

Taking simple steps, such as aligning payment terms with market standards, keeping independent contractors informed about company updates, and ensuring managers honor the terms of their contracts, can go a long way in fostering a respectful relationship.

Next: How to Maintain Relationships With Top Independent Talent 

6. Keep Independents Engaged With a Talent Community

A talent community helps managers understand and connect with independent contractors on an individual level. Independents can opt in to this candidate database where they can gain information about your company such as upcoming and open requisitions, a platform to ask questions or share opinions, or a forum to collaborate with others in the group. Talent communities can be structured in a variety of ways depending on a company’s particular needs 

A talent community is a helpful place to communicate with independent contractors before and after projects. Independents can rely on it as a place to go for helpful information, and enterprises can use it as a valuable nurturing platform. 

Companies can incorporate features such as customized newsletters, targeted educational content, or special events and networking opportunities to help bolster their reptation among top independent talent. 

Next: Build Engaged Talent Communities to Succeed in the Future of Work 

Forward-thinking companies that wish to remain competitive in today’s talent marketplace need to prioritize the needs of independent professionals. When independents are satisfied with their client relationship, they will be more likely to return for future work. Re-engagement saves time and money, so it’s worthwhile to put measures in place to attract the highly-skilled talent your organization needs and put in the effort to craft positive, long-lasting relationships. 

What to learn more? Here’s how you can engage the future of work through the leading independent workforce platform.