Today’s workplace culture is constantly evolving! It is not just an impact of the pandemic but also because of other factors affecting our lives. Modern workers and professionals have different kinds of priorities and expectations today. They majorly look for contractual collaborations, freelancing, digital nomadism, etc. Modern workplaces are no longer limited to permanent employment or a 9-to-5 desk environment. It is more about finding the best contingent workforce management solutions.

The number of contingent labor companies is rising today because of the increased demand for contingent workers worldwide. In 2022, the corporate world has realized that temporary or contingent workers require the same level of care, acknowledgement, and engagement to stay updated. As contingent staffing is one of the hottest topics in the staffing industry, experts are trying to figure out the best strategies. In this blog, we will talk about the best approaches to how your company can do justice to your contingent staffing agreement.

How Can You Effectively Take Care of Your Contingent Workers?

To make sure you create the most effective contingent workforce management solutions, you need to consider the below tips:

Define and Craft Document Policies and Guidelines Specific to Contingent Workers

Proper documentation is critical when hiring contingent workers. You should make sure that contracts and nondisclosure agreements are correctly signed. Also, onboarding activities must be fulfilled, and the expectations of managers and contingent workers must be clearly defined.

Moreover, hiring managers must always be very clear about permanent employees and contingent workers. There shouldn’t be any hidden line.

For example, unlike permanent employees, contingent workers may not be appropriate to participate in team events or programs unless their contracts exceed a certain number of months. It’s normal. But the contingent workers should know about it before hiring to ensure they don’t feel isolated in the long run.

Make Contingent Workers Feel a Part of the Team

The benefits received by full-time employees are indeed different from those of contingent workers. But it doesn’t mean that contingent workers are not a part of the team. They should know the other members of the team, irrespective of the fact that they are present nearby the permanent in-house team or working remotely.

Educate Your Managers about the Hiring Process of Contingent Workers

Your company should share standard hiring processes and policies throughout the company. It includes the fundamental differences between hiring contingent and full-time employees. One crucial fact that your managers should be empowered with is the process of tracking contingent workers.

The contingent workers don’t necessarily include the employee headcount of a company. So, if there is no defined hiring and tracking process, it will create a hidden workforce. This is not something that you would like to experience. Right?

Trust External Resources to Secure and Manage Your Contingent

Outsourcing your contingent workforce management responsibilities to a best-in-class third-party managed service provider like Rekrooting can help ensure efficient and compliant processes. So, to delegate your work professionally and effectively, you should appoint external specialists who can develop the best contingent workforce management processes for your company.

Ensure Continuous Communication

Successful collaborations at any level comprise robust and transparent communications. Hence, you should include a dedicated communication approach in your contingent workforce strategy for each specific target market from where you plan to hire your contractual staff.

If you communicate throughout, you can hire people within the stipulated period to meet the increasing demand, avoid bottleneck conditions in case of project output, and ensure no burnout among your full-time employees.

Moreover, communication tools and workforce management solutions can further help you avoid any issues in this aspect. This means that you can keep track of all interactions at a global level, no matter where your contingent teams work.

Leverage Innovative Technologies

Making the most of innovative technologies is one of the best ways hiring and managing a contingent workforce has transformed today. The Vendor Management System (VMS) is a cloud-based system which can help manage an organization’s entire contingent workforce. It is recommended that companies and staffing agencies should use VMS software to get clear visibility of your entire contingent workforce, from contracts, time logs, and expenses to performance reviews, payments, and compliances.

The Bottom Line

Hopefully, you are clear now on how to craft the best contingent workforce management solutions. Aren’t you? Make the most of the above tips, and you will have the best contractual workforce.

 Author Bio

Hiren Patel, the VP (US Staffing) of Dash Technologies Inc, is one of the best brains in the Staffing industry and is also one of the core founding members of Rekrooting, the eminent flagship program of Dash Technologies Inc. With an extensive working experience of more than a decade in the US staffing industry, Mr Hiren Patel is an expert in workforce management across different industries. He is also an ardent speaker and writer who loves to express his thoughts, ideas, and knowledge. In his leisure, Hiren loves to explore the latest insights of the US staffing industry and keep himself always empowered.  He is available at:


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