Contingent workforce management is the way companies treat those who work from the outside. These employees don’t receive the same benefits as people with a full-time job. Employers that work with contractors shall provide them the support they need to feel part of the company. Thus, they need to make sure to make them feel welcomed by the staff.

Now, another thing that contingent workforce management deals with is the budget provided to these employees. Like this, they will offer them better incentives, staff services and the help they sometimes require. Also, this type of management handles how long they will stay in the company building. Most of the time, they tend to hang around the workplace for shorter than their full-time counterparts.

It might seem evident, but recruitment and employer brands can highly benefit from giving their contingent workforce an excellent employee experience. If they feel like part of the company, temporary workers will feel motivated to come back, becoming a fine addition to the talent pool. Thus, giving them recognition for the time they’ve worked there is crucial. Contingent work managers shall make sure that their workforce’s experience is worth their while.

When it comes to how to handle contingent workforce management, there are two ways to approach it: inclusively and exclusively. The former, as the name implies, includes the contingent workforce in their HR practices, treating them as if they were part of their full-time staff. This approach makes sure to provide a good experience for everyone involved.

Exclusive management is a whole other story. When using this approach, companies treat their contingent workforce as a different group. Therefore, Human Resources can easily skip a few steps in the average cycle. However, separating them from the HR cycle prevents them from increasing their performance. Many companies combine elements from both methods when possible.

Performance is often handled differently for contingent workers. More often than not, companies don’t measure their performance data as they would with their full-time staff. However, this is important when it comes to proving how much they contribute to the workforce, especially if they have transferable skills that make them an invaluable asset. Also, capturing performance data is crucial for succession planning, which is when a company hires a contractor with high production value, increasing the company’s profit and allowing them to develop their talents since they sometimes become part of the full-time staff.


Ruby Rich