The needs of the American enterprise are simple: innovate, create, and execute programs and projects with the best tools and talent available. How you get there, however, can be quite complicated. First and foremost, you’ll need to attract the best talent, often in the form of independent contractors. This blog takes a look at the questions enterprises must address in order to be branded as a “Client of Choice.”
Similar to the trends in FMS technology, where the “user-experience,” has become a key factor for success, companies must position themselves as attractive to the top independent talent on the market.
Overall, the Employer of Choice movement is a reality – many candidates may be in high demand, and it is important for companies to position themselves as a “better fit” for new employees. However, are these new strategies to attract (and cater to) fulltime employees potential the same strategies that can be employed to attract the independent workforce? Many companies now strive to appeal to both audiences in their recruitment branding efforts.
A number of considerations must be made when attempting to lure in the best talent. What kind of talent is needed to get the work done? Is an employee better suited for the tasks at hand, or will the independent contractor market have the better skillset and approach? Further:
Do I Want Someone Who Wants to be an Employee or Someone Who Wants to be a Project Worker?
Members of the American workforce choose to go independent, or strive to be employees of a company, for many, many different reasons. It is best to compare these approaches before determining the most suitable type of position for which you wish to find the best candidate.
It is fair to assume there are many overlapping wants from independent contractors and employees: the opportunity to do important work and have an impact, see room for professional growth/new opportunities, and fair pay for work performed as a result of well-done work….these are basic human working needs.
Many independents choose their clients based on the offerings of these potential business partners. There are different work arrangement scenarios, standards, and cultures that may be more attractive to some than others.
For example, is working for Google the same as being a contractor for PwC? What would attract someone to be employed by Google? Contracting for PwC? Why would someone want to be a management consultant as Booz Allen Hamilton? Take time to consider what your company “brings to the table” for an independent consultant if they were to begin working on your project.
When taking a look at the independent contractor talent marketplace, the phrase “reputation is the company you keep” rings true. For example, if your company seeks to recruit a certain independent consultant candidate, and one such candidate has worked for a top tier consulting company, and/or has been associated with MBO Partners, the prestige associated with these names and programs instills a sense of trust.
New FMS technology, including MBO Connect™, has helped make finding those associations easy. Further, MBO Connect™ was created (and continues to grow) with the independent contract in mind. The ease of use and accessibility, along with shaping the needs of the hiring teams, has been put at the developmental forefront to best engage independent contractor talent.
To be the “client of choice” for an independent consultant, you’ll need the tools and mechanisms in place to make your work attractive to the best talent. If the project itself cannot have some allure/appeal to the available talent, then all is lost.
We can help you address this key component of enterprise independent talent engagement, as well as all of the questions above, today – reach out to our team today for a quick introductory conversation.
John Piazza, SVP Solutions Delivery, oversees the design and delivery of MBO’s enterprise client and partner programs, deploying MBO’s comprehensive suite of independent workforce solutions to our enterprise clients as well as building programs that integrate our products with the leading talent management and procurement solutions providers.
Learn about the growing complexities and misconceptions of independent contractor classification.
News and notes for independent professionals and their clients. This is the August 21, 2017 edition.