how to engage your contingent workforce: three key considerations.

The rise of the gig economy, the implementation of total talent management models, the increasing skills gap and the digital transformation are prompting employers to rethink their talent approach.

Spurred on by these market dynamics, the contingent workforce is growing – enabling employers to access resources more quickly, adapt more effectively to business needs, and reduce costs. As a result, it’s more important than ever to develop a compelling engagement strategy to attract the best contingent talent.

According to the 2023 Executive Survey by Dayforce, 80% of respondents reported that their organisation employs contingent workers, with 65% predicting an increase in their use within the next two years.

Hiring contingent workers offers numerous advantages but requires unique engagement strategies. For example, the benefits that attract permanent employees may not resonate with temporary staff, making it crucial to customise your employee value proposition (EVP) to align with the gig workers' requirements. By understanding and supporting their preferences, you can build a loyal and sustainable pool of temporary talent.

To optimise engagement with your contingent talent, focus on these three areas:

• a good onboarding experience
• an inclusive workplace
• effective communication

An effective strategy for strengthening each of these areas will help to make you an employer of choice for contingent workers.

1. a good onboarding experience 

Properly onboarding contingent workers will benefit your business by strengthening employee engagement and brand alignment, as well as boosting worker productivity. Consider these key steps:

• establish a structured onboarding process for contingent workers.

• provide a comprehensive orientation covering the company's mission, values, and culture to help contingent workers feel integrated into the organisation

• specify roles and responsibilities

• equip contingent workers with the necessary tools, technology, and resources from day one

• conduct training sessions on company policies, guidelines, and any specialised skills required for the role

• assign a mentor from the permanent staff to offer guidance and support

• schedule regular check-ins to address any issues, provide feedback, and recognise achievements

 Key findings from Randstad’s 2024 Talent Trends Report show that a large number of employers continue to face growing skills gaps, despite the large pool of currently available workers. By providing a good onboarding experience, you can increase engagement with this important resource.

2. an inclusive workplace culture

Contingent workers play a crucial role in creating a flexible and adaptive workforce, deserving equal treatment and attention alongside permanent staff. In order to foster an environment of inclusivity and belonging, it is essential to actively engage contingent workers in various facets of the company culture. Encouraging their participation in networking events and team functions not only promotes integration but also nurtures a sense of shared purpose.

Furthermore, integrating contingent workers into decision-making processes and long-term planning demonstrates a commitment to maximising their potential and ensuring their continued engagement and satisfaction. By providing opportunities for interaction and collaboration, employers can bridge the gap between contingent and permanent employees, creating a cohesive and unified workforce.

3. effective communication

Effective communication with contingent workers is essential for their integration and productivity within the organisation. It is therefore imperative for employers to establish regular and transparent communication channels, ensuring contingent workers are well-informed and valued members of the team.

Encouraging feedback and providing platforms for their input fosters a sense of involvement and empowerment. In addition, keeping contingent staff updated on organisational changes or developments maintains transparency and trust. An open-door policy further encourages contingent talent to seek assistance or raise concerns when needed. 

By prioritising effective communication with contingent workers, employers can enhance engagement, satisfaction, and overall success for both the individual and the organisation.

The market for experienced, skilled workers is exceptionally competitive, and your business should not consider contingent talent as disposable. Instead, nurture these relationships for the long term, and make sure your recruiters consider them first for any permanent position. This may save you time and money since you are already familiar with this talent pool.