Contractor Engagement Strategies for the New Year

Organizations of all sizes are increasing their use of independent workers to maximize workforce agility and flexibility. The average company reports that contingent labor makes up 28% of their workforce, a figure expected to reach 38% by the end of 2027. Independent work is becoming more popular and accessible, giving enterprises access to a wide range of skilled talent.

To effectively engage contingent workers, organizations have access to a variety of strategies. Advances in technology simplify the search for top talent, while deeper insights into the values and priorities of independent workers offer valuable guidance. Using this knowledge to inform talent strategies allows businesses to secure specialized expertise, maintain high-quality output, manage turnover and time-to-hire, and optimize labor costs.

Below are four approaches worth exploring to strengthen engagement with independent talent:

1. Use a Marketplace Platform for Finding Top Talent

A talent marketplace is an online platform where hiring managers can search for and engage independent talent. According to our data, approximately 40% of independents who provide services to businesses said they had used an online talent platform to find work.

Talent marketplaces are a helpful way for companies to post available project opportunities and vet independent talent. Using a marketplace eliminates the need for a third party, giving hiring managers direct access to talent rather than relying on traditional recruiting strategies or a consulting firm to find talent. This technology also helps reduce time spent on recruiting activities, allowing managers to customize onboarding and contract administration.

See: Quickly fill your skills gap with experienced independent talent who are ready to work

2. Develop an End-to-End Engagement Program

Sourcing independent talent through online marketplaces is a strong starting point. However, to compliantly engage contingent workers across your organization, establishing a centralized engagement program is essential. Such a program spans the entire contractor lifecycle, from sourcing and onboarding to payment, management, and re-engagement.

When developing an engagement program, make sure company executives and managers across departments are on board. Your company should have policies in place for worker classification and be able to ensure compliance with federal, state, and local laws. It’s also important to consider how to structure policies, procedures, and interactions in ways that align with the needs and desires of independents.

Check Out: 5 Questions to Ask when Building a Contractor Management Program

3. Build a Talent Community

Once you have an established program for engaging contingent workers, you can start to build talent communities to quickly bring talent on board for projects. A talent community can include independents who have previously worked for your company, or workers who have gone through some level of vetting. Talent communities are incredibly useful because this group of independents have already proven their expertise and are familiar with working at your company.

As you develop your talent community, nurture this group of workers by building a consistent experience they can rely on. Let them know about project opportunities as they come up, answer questions they have, and find ways to create meaningful pre- and post-project interactions. The better experience you can create for independents, the more they will want to stick around and continue to work for your business.

Learn More: Best Practices for Building an Independent Talent Community in Your Direct Sourcing Program

4. Learn What Independent Contractors Value

Understanding what drives people to independent work can help you better shape your engagement program and independent contractor policies. Over 72 million Americans worked independently in 2024, compared to just 41 million in 2019. Independent contractors have a strong desire to be their own boss and are drawn by the autonomy, flexibility, and control of independent work. Independents are in demand—especially those with desirable skills—which means they have a lot of choice in picking the clients they work with.

Make sure your company is a top choice for the best talent by building an environment that is attractive to independent contractors. How do you do it?

Discover: 6 Ways to Build Relationships with Independent Workers