10 Do’s and Don’ts to Know When Working With Independent Contractors

Independent contractors have become essential resources for companies seeking specialized skills. These professionals bring unique expertise that can transform how companies approach project work. Successful collaboration begins with understanding their professional independence and creating meaningful partnerships.

Building effective relationships with independent contractors requires a strategic approach. These guidelines will help you avoid common issues and create stronger, more productive working relationships.

Independent Contractor Management Do’s and Don’ts

DO Create Solid Job Postings for Independent Contractors

Crafting a compelling job description is the foundation of attracting top independent talent. A well-written posting should clearly outline project requirements and expectations.

Effective job postings should:

• Market the specific project scope and required skills
• Clearly communicate bill rate ranges based on market research
• Be transparent about compensation flexibility
• Distinguish between essential and preferred skills to help contractors self-assess their fit

DON’T Just Republish Old Job Descriptions

Generic job postings designed for full-time employees often miss the mark with independent contractors. Each project requires a tailored approach that speaks directly to professional contractors’ unique working style. Ensure your job description reflects the specific project needs and the specialized nature of contract work.

Check Out: How to Write the Perfect Job Posting for Independent Contractors

DO Use Job Titles that Attract the Right Candidates

Precise job titles can dramatically improve your ability to attract top independent talent. Specific titles like “Technical Project Manager” or “Senior Front End Developer” signal exactly the type of expertise you’re seeking. These targeted titles demonstrate a clear understanding of project-specific requirements, making them more attractive to skilled professionals looking for focused opportunities.

DO Evaluate Resumes Like You’re Assessing a Business Partner

Independent contractors present resumes that showcase their professional capabilities differently from traditional job seekers. Focus on their project achievements and specialized skills rather than employment gaps or tenure. Remember that contractors are project-based professionals whose value lies in their ability to deliver specific outcomes.

DON’T Focus Too Much on Resumes

Experienced contractors operate like small businesses, constantly seeking new opportunities. Look beyond traditional resume metrics by examining work samples, portfolios, and references. A track record of success can often be more compelling than a lengthy employment history.

See: 10 Differences Between Independent Contractors and Employees

DO Keep the Momentum in Your Hiring Process Going

Independent contractors expect a simple hiring process. Aim to move quickly through these key stages:

• Review submissions within three days
• Schedule initial interviews within a week
• Conduct follow-up interviews shortly after
• Make hiring decisions promptly

DON’T Post Projects Without Full Clarity

Vague job postings can damage your company’s reputation and deter quality candidates. Ensure every listing includes precise details about bill rates, job requirements, and project expectations. Clear communication sets the foundation for successful collaborations.

Discover: 8 Tips for Managing Independent Talent

DO Keep the Lines of Communication Open

Clear communication is essential throughout the contractor engagement. Provide thorough onboarding details and maintain open, consistent dialogue. Many contractors start looking for their next project well before their current engagement wraps up.

DON’T Skip the Onboarding Process

Independent contractors, like full-time employees, benefit from structured guidance. Provide support through regular check-ins, best practices documentation, and dedicated points of contact. A thoughtful onboarding process helps contractors integrate quickly and work more efficiently.

Explore: 7 Ways to Onboard Independent Talent Easier and Faster

DO Keep in Touch With Contractors Who’ve Worked With You

Maintaining relationships with proven contractors can be more efficient than constant recruitment. Returning contractors understand your processes and can ramp up quickly. Their familiarity with your company’s culture and workflows creates smoother, more productive collaborations.

DON’T Let High-Value Independent Talent Slip Away

The best independent contractors are valuable resources. Develop a well-organized talent pool to ensure you can quickly access high-quality professionals when needed. Proactive relationship management prevents losing exceptional talent to competing opportunities.

Learn More: Talent Redeployment: How to Build Your Future Workforce

MBO Partners Delivers Contingent Workforce Solutions for Your Organization

If you’re looking for the latest news and insights into the independent workforce, MBO has a variety of tools and resources to help you stay informed. Our content covers topics such as worker classification and compliance issues, AI/technology, workforce planning, and more. With MBO’s support, you can build a workforce that aligns with your business needs and sets you up for success.