3 Ways to Retain Top Independent Talent

Independent professionals offer flexibility, reduced employment costs, and a wealth of expertise, making it easier for companies to stay agile and competitive. If your organization is engaging independent talent, you’re likely already aware of these benefits, but to keep top talent coming back, you must provide them with the work experience they are looking for.

1. Simplify Your Onboarding Process

Independents place high value on an efficient onboarding process when getting to work with a client. The first step is to ensure your company’s website appeals to independent talent and makes it clear that there are opportunities available for them. Many organizations fail to differentiate between full-time roles and opportunities for independent contractors, leading to confusion and uncertainty.

With a clear method in place for attracting independents, focus your efforts on making it easy for them to engage once they match with the right opportunity. Technology can greatly help by keeping independent talent informed about their roles and responsibilities, as well as offering self-assessment surveys to ensure strong engagement.

2. Prioritize Communication

Communication is one of the top drivers of client satisfaction. Managers should establish a solid communication routine with independent talent right from the beginning. This includes helping them understand company policies and procedures and being responsive to their questions. At the start of a project, it’s important to discuss clear goals and timelines, set mutual expectations, and provide feedback throughout the process. Be sure to extend this communication to existing employees as well, keeping them informed about the role of independent professionals and any procedures they should follow.

Also keep in mind that while independents serve a particular role, they want to feel as though they are a part of the team. Ultimately, they are looking for a work environment where their coworkers will respect and trust them.

3. Develop an Environment Where Independents Thrive

There are many factors that go into creating a work environment that independents will want to return to. Some of the most important include engagement options, quick and fair compensation, and the ability to expand their knowledge. Each independent professional you engage will have different levels of self-employability. Offering flexible engagement options helps ensure that contractors remain compliant while still enjoying the flexibility they seek. If an independent professional feels forced into a payrolling program against their wishes, they are unlikely to return to that client for future work.

It’s also important to consider the type of work environment you are creating for independent talent. Independents set their bill rates based on their individual skillsets and experience. Create opportunities they will want to return to by offering compensation that’s in line with market standards and reasonable payment terms.

Independents also recognize the need to expand their knowledge and grow their skills in order to remain valuable to their clients. Encourage this professional growth and development by letting them take on challenging work and expand their project assignments when it makes sense to do so.