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When do Contractors currently on assignment start looking for their next role?

By Courtney Jones

The contingent workforce is a dynamic ecosystem that can change at any moment. It’s a universe comprised of many moving parts and one that’s becoming more and more attractive to organizations that are seeking workers with specialized skills on an as-needed or project basis. By 2017, contingent workers, including Independent Contractors, statement-of-work-based labour and freelancers will account for almost 45 per cent of the world’s total workforce.

Top talent is always highly sought after, but once you’ve hired a Contractor, have you ever wondered when they’re thinking about leaving your assignment for their next one? Well, we asked over 1,888 of them; here’s what they had to say:

 

So, how do you keep temporary talent from jumping ship?

The first mistake businesses make is the assumption that contingent workers are happy to wait until their current contract expires to discuss a new deal. Wrong!  Are you doing everything you can as a business to keep contingent workers engaged? Try these tips for reducing turnover of contingent staff:

  1. Next steps discussions

Like every type of employee, contingent workers desire certainty, and if they don’t have it with their current employer, they will look elsewhere for security. When a contract begins, automatically set up “next steps” discussions at the midpoint and subsequent midpoints until the contract expires. At each discussion provide details about upcoming opportunities, and be clear as to whether or not there is a possibility that the assignment would be extended.

  1. Recognize their value

Inclusion is key. Appreciating the unique needs of a contingent worker involves an up-front effort to ensure inclusion in the workplace. Although they can’t be identified and treated as full-time employees, avoid creating subcultures between full time staff and your contingent workforce. A Contractor knows his or her position may be eliminated at a given time, and their salaries and any other perks are pre-determined compared to those of full-time employees; they’re not as incentivized as the rest of the staff. As an employer, businesses can’t be careless or apathetic when dealing with a contingent workforce. To remain motivated, productive and inclined to stay or return for future projects, contingent workers need to feel as though they are part of the team and not just temporary bodies in a seat.

  1. Develop and maintain close communication with your staffing agency

Staffing agencies are your third party connector, and they make it their business to know yours, as well as their Contractors. Ask to be kept in the loop with their surveys within the labour pool, so you can have feedback as to what you can do or do differently to hold on to your talent in the future. Do some companies invite their contingent staff to company events and Christmas parties? These perks can increase engagement, word-of-mouth referrals and inspire intention to return for future projects.

 At the end of the day, when it comes to the contingent workforce, there’s a clear correlation between the basic human regard awarded Contractors and their subsequent intention to stay for the duration of their entire assignment, perform at their highest level and return for future projects. Treating temporary staff in line with the true value they contribute to your business will pay off by way of retention.

 


by Courtney Jones

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