How to Build a Competitive Workforce Strategy

Building a strong community of independent talent is essential for maximizing today’s workforce potential. Top contractors often have the flexibility to choose who they work with, so companies need to ensure they’re offering an exceptional experience from the start.

Direct Sourcing: An Optimal Way to Engage Top Independent Contractors 

A direct sourcing workforce strategy connects enterprise managers directly with independent talent. This approach is often much more effective than using a third party to source talent—not just because it minimizes costs, because it creates a more streamlined process for finding talent and getting to work quickly. 

Independent contractors are increasingly using online marketplaces to find projects. On these platforms, independents can create a profile and then search and apply to available opportunities. Managers can simultaneously look for and reach out to talent they are interested in.  

Direct sourcing serves as a foundation for companies to build on, helping them establish the right policies and processes for managing independent talent. A direct sourcing program that facilitates the full lifecycle of sourcing, engaging, paying, managing, and re-engaging talent will be the most effective when it comes to building a lasting workforce strategy. 

Check out: Building an Adaptive Workforce Through Direct Sourcing 

Creating the Right Candidate Experience 

Because independent contractors have so much choice in picking their clients, creating the right candidate experience is key to attracting the top players. So, what do independents value in a client? A few of the most important factors include responsiveness, respect, fair pay, fast onboarding, and a positive work environment.  

Fortunately, these are simple requests to accommodate and tend to benefit the enterprise as well. Technology today can help the onboarding and engagement process move smoothly with automated systems for initial paperwork. For example, instead of a lengthy compliance verification process, independent contractors can upload key documents such as proof of insurance directly to their online portal. 

To help independent contractors feel like they belong, prioritize consistent and open communication. Managers should focus on providing prompt, honest feedback to strengthen collaboration. Employees also benefit from understanding the unique value independents bring to the table. Hosting introductory kickoff meetings or casual monthly virtual coffee breaks or lunch-and-learns can help bring teams closer and build stronger connections.

Try this: 4 Ways Companies Can Attract Top Independent Professionals & Become a Client of Choice 

The Benefits of Talent Pooling 

Talent can come from various sources like retired employees returning as contractors, referrals from current staff, past contractors, and networking connections. Talent pools are hugely beneficial to enterprises but are also a great opportunity for talent themselves. It’s a helpful way to learn when projects are available, discover important news about your company, and get answers to any questions they might have.  

Talent pools present great marketing opportunities as well. Email campaigns can help keep talent engaged and proactive. A network-specific blog offers members of the talent pool a platform to contribute. Regular social events, whether in-person or virtual, provide opportunities for talent to network with peers and stay connected. There are endless creative options when it comes to building a community and nurturing talent.  

Up next: How Talent Pools Can Enhance Your Direct Sourcing Capabilities 

Quick and Easy Talent Engagement 

Implementing the right policies and processes is an important part of streamlining independent talent engagement. This is especially true when businesses are working to scale engagement into an organization-wide program. Policies should mitigate the risk of worker misclassification by clearly stating what is to be expected during the independent contractor evaluation process.

This typically includes measures such as requiring specific insurance coverage and limits, outlining billing instructions and payment terms, and specific contract language that has been reviewed by a legal advisor. All managers must be aware of the policies and procedures for engagement. 

Always use a written contract when engaging an independent worker. A contract should include a statement of relationship, project description, timekeeping and billing policies, responsibilities of each party, termination conditions, project timelines, and any other relevant details. Also, ensure contractors have full access to all relevant policies and procedures, addressing any questions they might have to avoid confusion later. Clear communication from the start helps set expectations and build trust.

Read: 3 Reasons to Use a Written Contract for Consultants 

New Technology Improves Analytics and Visibility 

Building a direct sourcing program from the ground up is a lot to take on—that’s why many organizations incorporate technology or engage a partner to help optimize their workforce strategy. Project management programs like those used by MBO Partners make it easier for companies to create job profiles, onboard new hires, define their brand strategies, and align workforce plans with their business goals—all while enhancing the candidate experience. Additionally, analytics provide enhanced visibility into workforce needs and offer valuable insights into program performance.

Independent contractors can also be a great way to gain valuable consumer insights and trends. Through crowdsourcing ideas and solutions, companies can easily collect feedback on product concepts, learn more about specific consumer demographics, and understand target audience perspectives on future innovations.

Learn more: How Independent Contractors Can Help Solve Business Challenges and Drive Innovation