6 mistakes companies make when onboarding contingent workers.

In the modern work environment, where flexibility and the gig economy are increasingly important to many employers, effective onboarding is just as important for contingent workers as it is for permanent staff. 

This article highlights six common onboarding mistakes that should be avoided to ensure smooth integration of a flexible workforce.

There is no denying the importance of good employee onboarding. According to a recent Gallup report, employees who experience an outstanding onboarding journey are 2.6 times as inclined to report extreme satisfaction with their workplace.

The report also showed that:

• workers who strongly agree they can excel in their job on a daily basis are 3.5 times more inclined to strongly affirm their onboarding journey was exceptional 

• however, only 12% of employees firmly believe their organization excels in onboarding new hires

These figures emphasize the necessity of ensuring new coworkers have a strong and positive start with your company.

For effective onboarding of contingent workers, be sure to sidestep these common mistakes:

1. absence of a structured and consistent onboarding program 

2. failing to create a welcoming atmosphere for contingent workers

3. overlooking the importance of proper technology implementation

4. inability to promote teamwork and communication

5. lack of dedicated support

6. imposing unrealistic expectations

1. absence of a structured onboarding program

A structured and uniform onboarding program helps temporary staff quickly grasp their roles, company policies, and expectations, enhancing their productivity and team integration. Consistency in onboarding also ensures that all contingent workers receive the same level of training and information, promoting fairness and equality. Moreover, a standardized approach reduces risks by ensuring adherence to legal and regulatory requirements, thus minimizing the chances of errors or misunderstandings. For an efficient and streamlined onboarding process, consider using various AI tools.

2. failing to create a welcoming atmosphere for contingent workers

Contingent workers shouldn’t feel that they are coming into your company as an outsider and are simply there to do their contracted tasks as quickly and quietly as possible. They should be welcomed into the business by everyone from senior managers to the team members they will be working alongside.

A recent Randstad survey reveals that a pleasant work atmosphere ranks as the fourth most significant driver for employees, emphasizing the importance of fostering a welcoming environment for contingent staff as well.

Offering a warm welcome helps new arrivals feel integrated and comfortable in the working environment and eager to do their best for the company, which contributes to efficiency and productivity. They will also be keen to return and work for you again in the future, laying the foundations for a long-term, mutually rewarding relationship.

3. overlooking the importance of proper technology implementation

Onboarding technology plays a pivotal role in the onboarding journey for contingent workers. It significantly improves efficiency by automating administrative tasks like document completion, training modules, and compliance tracking, enabling new hires to quickly focus on their roles. Modern technology also facilitates remote onboarding, a critical component in today’s flexible, adaptive workforce. Moreover, advanced software and online tools enhance communication between contingent workers and their supervisors by providing platforms for feedback, progress tracking, and support, promoting a sense of inclusion and engagement.

4. inability to promote teamwork and communication

Cohesive teamwork and efficient communication are key components for success when employing a contingent workforce. It is pivotal to integrate temporary workers into the team from day one, ensuring they participate in team meetings and social activities. Providing opportunities for team-building activities, both formal and informal, can strengthen relationships and foster a sense of belonging. Furthermore, assigning a mentor from the permanent staff can help contingent workers in assimilating and feeling supported. In addition, clear communication is crucial: regularly share team goals, updates, and expectations to ensure everyone is aligned and working toward common objectives.

5. lack of dedicated support

Just like any other recruit, a contingent worker should have access to all resources and avenues of support they need to do their job properly.

One of the most common pitfalls employers fall into when using temporary staff is expecting the individual to get straight to work and deliver what is expected of them, with little dedicated guidance or relevant information. 

An experienced IT contractor, for example, could have all the core skills required to do the job, but might still need a run-down of your company’s software and systems before getting started.

6. imposing unrealistic expectations

You want to gain maximum results from the money you’re investing in your flexible workforce, of course, but it’s important that you’re realistic in what you expect contractors and contingent staff to deliver during their time with you.

Setting goals that are simply unrealistic is likely to result in the worker feeling stressed and unhappy from the start, and the quality of their work will suffer. The same result could arise if they have to work excessive hours to reach their targets, running the risk of burnout and mistakes being made. 

The latest HR and workforce trends suggest that contractors and contingent workers will become an increasingly vital source of skills in the coming years. Adopting positive practices and investing in proper onboarding of contingent staff will help to ensure you gain maximum benefits from this portion of the talent pool.

This is an updated version of an article originally published on 8 June 2020.