Managing a contingent workforce in today’s dynamic labor market involves a host of daily challenges. From sourcing candidates to ensuring compliance, HR and talent acquisition teams handle a wide range of responsibilities. As we enter 2025, these are the pressing contingent labor topics your team should prioritize for improved efficiency, engagement, and compliance.
30 Discussions Your Management Team Should Have About Your Contingent Workforce
Candidate Sourcing and Recruitment
Sourcing top talent remains one of the most time-intensive aspects of managing a contingent workforce. Your team needs strategies to meet hiring goals efficiently without compromising on quality.
1. Manage High-Volume Job Requisitions in a Tight Labor Market: Utilize robust candidate databases, referral networks, and technology tools like Applicant Tracking Systems (ATS) to manage requisitions effectively.
2. Identify Top Contingent Talent Quickly: Prioritize clear job descriptions and pre-defined screening criteria to streamline selection. Partnering with a Managed Services Provider (MSP) can enhance access to qualified talent pools.
3. Attract Passive Contingent Candidates: Build relationships through networking events and online engagement. Employer branding plays a crucial role in appealing to passive candidates.
Workforce Planning and Scheduling
Fluctuating workforce demands, especially during peak periods, can create bottlenecks without proactive planning.
4. Tackle Last-Minute Workforce Needs: Develop an on-call talent pool and pre-approved supplier list to address urgent hiring.
5. Create Flexible Schedules: Offer adaptable shifts and work arrangements to accommodate worker availability and boost engagement.
6. Leverage Workforce Analytics: Use data to predict hiring trends, avoid overstaffing or understaffing, and ensure resource optimization.
Compliance and Risk Management
Compliance is non-negotiable, but it can be daunting to manage day-to-day legal and operational requirements for contingent workers.
7. Avoid Worker Misclassification: Train managers on the differences between employee classifications and partner with experts to ensure compliance.
8. Manage Background Checks and Screening: Standardize processes to protect the organization while reducing delays in hiring.
9. Stay Updated on Labor Laws: Monitor state and federal regulatory updates regularly or rely on MSP expertise to avoid penalties.
Vendor and Supplier Management
HR teams must keep supplier relationships efficient and performance-driven to ensure smooth workforce operations.
10. Streamline Communication with Staffing Agencies: Establish clear communication protocols and point-of-contact systems to resolve issues quickly.
11. Track Supplier Performance Daily: Use metrics like candidate quality, time-to-fill, and compliance adherence to evaluate vendor effectiveness.
12. Address Vendor Non-Compliance: Maintain a structured escalation process for non-performing suppliers, ensuring issues are resolved promptly.
Onboarding and Offboarding
Efficient onboarding and offboarding processes ensure contingent workers are productive quickly while maintaining compliance.
13. Create a Seamless Onboarding Experience: Use checklists to align expectations and provide access to necessary tools and resources from day one.
14. Protect Data During Offboarding: Implement strict data security protocols and require the return of company assets to minimize risks.
15. Ensure Compliance in Documentation: Standardize all required paperwork to simplify auditing and reduce liability.
Technology and Tools Management
The right technology tools make contingent workforce management more efficient and transparent.
16. Troubleshoot Common Issues in Vendor Management Systems (VMS): Provide ongoing training and clear escalation paths for technical problems.
17. Maximize Workforce Analytics Platforms: Use analytics to monitor trends, track performance, and forecast labor needs.
18. Simplify Timesheet Approvals and Tracking: Automate these processes to save time and improve accuracy.
Worker Engagement and Retention
Happy workers are productive workers, even in a contingent setting. Engaging temporary staff can reduce turnover and boost performance.
19. Foster Inclusion in a Blended Workforce: Create team-building opportunities that include contingent and permanent employees.
20. Engage and Retain Temporary Workers: Offer perks such as flexible schedules, training opportunities, and recognition for achievements.
21. Handle Feedback Effectively: Regularly solicit input from contingent workers and address concerns promptly to build trust.
Performance Management
Effective performance tracking ensures contingent workers meet organizational standards and stay aligned with goals.
22. Set Clear Performance Expectations: Define deliverables, timelines, and metrics during onboarding to avoid confusion.
23. Track Productivity Metrics: Use real-time tracking tools to evaluate worker contributions and identify areas for improvement.
24. Address Underperformance: Provide constructive feedback and support to help workers meet expectations, or partner with suppliers to find replacements if necessary.
Budget and Cost Management
Balancing cost efficiency with workforce quality is a core responsibility for HR teams.
25. Keep Workforce Costs Under Control: Negotiate competitive supplier rates and monitor budgets using expense tracking tools.
26. Eliminate Hidden Costs: Review vendor agreements regularly to identify unnecessary fees or inefficiencies.
27. Use Data for Budget Planning: Analyze historical spending to create realistic projections for workforce needs.
Communication and Collaboration
Smooth communication ensures alignment between stakeholders and reduces misunderstandings in workforce operations.
28. Improve Communication with Vendors: Regular check-ins and clear expectations can enhance collaboration with staffing firms.
29. Enhance Manager-Worker Relationships: Train managers to provide clear instructions and encourage open dialogue with contingent workers.
30. Manage Full-Time and Temporary Staff Dynamics: Address any tensions by fostering mutual respect and teamwork.
Struggling to Tackle All These Points?
The success of managing a contingent workforce lies in addressing both strategic and operational challenges. By focusing on these critical topics, HR and talent acquisition teams can not only optimize their processes but also enhance worker satisfaction and overall organizational efficiency. With year of experience supporting contingent workforce management teams, Panther Workforce Solutions is at the forefront of providing workforce guidance and solutions that our clients tackle these conversations with confidence.
Prepare your team for 2025 by tackling these topics head-on and staying ahead of industry trends. Contact our team for more details or to schedule a consultation.
