5 Ways to Attract and Retain Great Independent Talent

Attracting top talent is a key focus for nearly every organization, and many are tapping into the independent workforce to find it. Independent professionals bring valuable skills to the table without increasing payroll costs, providing staffing flexibility and helping organizations reduce overall employment expenses.

But as more companies become aware of these benefits, competition for top independent talent is growing. Follow these five tips to engage the best independent talent for your business.

1. Use a Freelance Marketplace

Freelance marketplaces—online platforms that connect independent contractors with projects—are quickly growing in popularity. They help organizations match the supply and demand of labor, reduce time-to-fill, and lower recruiting costs. A marketplace enables the transaction between contractor and client directly online, eliminating the need for a third party like a staffing company. After filling out a profile, an independent contractor can search for or be matched with opportunities that fit their skill set. Then, you can evaluate candidates and engage the right person for the job.

Independent contractors are familiar with using marketplaces as a way to search for work. Leveraging a marketplace that clearly displays available opportunities with your company and automates tasks such as onboarding, payment, and engagement documentation can be a big help in attracting top talent.

Up next: What to Know Before Hiring through a Freelance Marketplace

2. Satisfy the Needs of Independent Talent

Independent contractors value freedom, control, and flexibility in their work, and communication is their top driver for satisfaction with a client. Because independents today have so much choice in who they work with, companies must try to meet independents on their own terms in order to attract and retain the best talent.

There are many ways to support your independent professionals throughout the engagement process. Encourage hiring managers to proactively communicate program processes and procedures to independent contractors at the start of the engagement. You can also consider using a client-branded welcome site to educate them about what to expect during the vetting and engagement process. Encourage your managers to regularly report on high-value project deliverables so independents feel appreciated and can see how their work is making a difference.

Check out: MBO Partners’ latest State of Independence research

3. Engage Contractors Compliantly

The regulatory environment for engaging independent contractors is a complex world dependent on federal and state-level tests, guidance documents, and laws. Enterprises must adhere to these many regulations or bear the risk of misclassification.

Working with a reputable independent contractor engagement provider can help ensure you have a rigorous and consistently enforced classification process, giving contractors the flexibility they want and creating a positive engagement experience.

Up next: 10 Strategies to Reduce Contractor Compliance Risk

4. Develop an Efficient Onboarding Process

The onboarding process can often make or break the engagement experience for independents. Yet striking a balance between launching projects quickly and ensuring a positive experience can be quite challenging.

Independents value responsiveness during the onboarding process. Create an onboarding website that gives them straightforward information about engaging with your company, initial self-assessment surveys, documented roles and responsibilities, and automated payment options. Ensure the onboarding process includes defined project goals and objectives along with a clear project scope.

Check out: How to Streamline Onboarding Independent Talent

5. Create a Positive Work Environment

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’s worthwhile to put measures in place for creating a positive working relationship.

Our research shows that independents want to work with clients who value their work, allow them control over their work and their schedule, and treat them as a team member. Take time to consider what your business can offer independents—align payment terms with market standards, create a feedback loop to understand and measure satisfaction, and ensure internal employees and managers are committed to creating a positive experience.

Up Next: Four Benefits to Re-Engaging Independent Professional Talent