D
Catalyst | Dexterity
Adding contingent workers into the mix when
looking for the right people with the right skills in
the right place – and in a global labour market – is
undoubtedly complex. The sheer range and variety
of regulation and law surrounding the employment
classification and tax status of independent workers
can be mind-boggling – with clear penalties for getting
it wrong. Unsurprisingly, perhaps, more and more
companies are relying on external organisations and
platforms to help them mitigate such regulatory risk.
Holistic approaches
But whether contingent-worker recruitment is
outsourced or managed internally, organisations
are increasingly embracing more holistic approaches
when it comes to putting in place the structures and
cultures needed for contingent workers to thrive. The
concept of total talent management, for example,
encourages organisations to break down barriers
between their permanent and non-permanent
workforce, enabling employers to focus on the value
a worker can provide to the business, rather than
their employment status.
And HR teams will inevitably have a crucial role to
play, leading on processes for recruiting, onboarding
and performance management that need to be
“Physical location has
become less of a barrier”
framed in the same way as for permanent employees.
These need to be multi-faceted, covering everything
from clear communication around job roles, purpose
and cultural expectations through to compliance
requirements around security, safety, confidentiality
and privacy. Codes of conduct which set out the
expectations of both parties in a contingent working
relationship can be a good reinforcer.
As with all employees, introducing flexible
workers to the right people, sharing vision and
ethos and providing the tools and opportunities
for communication and feedback are also key.
Given that so many contingent workers are part of
wider communities of like-minded professionals,
recommendation can be crucial; ideally, they
should be active brand ambassadors. Training and
development can provide competitive advantage, in
terms of performance and when it comes to attracting
contingent-worker talent in the first place.
Issue 4 - 2020
37