As recruitment and engagement methods shift to align with the needs of the ever-growing independent contractor workforce, competition for top talent is increasing. Independent contractors provide unique access to specialized, industry-specific skills, and are a valuable alternative to investing in a full-time resource.
Building a virtual talent bench is quickly becoming key to being a best-in-class organization. A virtual bench is a pool of independent contractor talent you’ve identified, vetted, and developed relationships with over time. Tap into your virtual bench for specific projects, or when you need to scale quickly. Here are 6 ways to build your virtual talent bench.
Identify independent contractors with in-demand skills and expertise. Your virtual talent bench should include contractors who are experts in their field, and who have proven that they really are great at what they do. Utilize these contractors to execute key organizational objectives and goals. The skills of these contractors may even inspire you to develop a new line of business or invest in new markets because they can provide the specialized expertise needed to bring your vision to life.
When contractors are in-between projects, look for ways to continually engage them. Keep lines of communication open to nurture relationships. This will help to position your organization as the first choice when a new project comes up.
As more organizations begin to develop ways to successfully source top independent professionals, the war for talent is becoming more competitive than ever. Becoming a Client of Choice starts with understanding what independent professionals are looking for in a client relationship, and then creating an engagement program that caters to these needs so your organization becomes the first choice for top talent.
Having a defined internal performance assessment process for your independent contractors can help to provide a clear record you can reference. Have hiring managers or project stakeholders provide feedback on contractor work to create a review process that covers the elements most important to your organization. This may include the quality of the deliverable itself as well as communication, execution, or timeliness. By creating a flexible engagement process and contractor-friendly environment, you can position your company to attract the kind of talent you want.
As you hire and work with independent contractors, keep an eye out for those who seem to fit your culture. Even if the work they are doing is off-site, contractors will likely work better with managers or internal project teams if they seem to be a natural fit for the culture of your organization. If the project does not require regular interaction with employees, this metric may not apply.
Take a step back and assess the efficiency of your process for engaging and retaining independent talent. If you see areas for improvement, consider using engagement solutions and technology to help identify and manage talent. Solutions like MBO Connect™ can redefine the way you engage independent talent, allowing you to quickly and easily post open projects and fill opportunities with trusted independent talent from your virtual bench. These solutions can help reduce time-to-fill, ensure compliant engagements, and save costs by re-engaging talent.
By curating a virtual bench of trustworthy, qualified talent, you can more easily retain, track, and re-engage these resources. Need help building your virtual talent bench? Contact us today for more information.
Looking to manage, gauge, and measure the success of your independent contractors? Here’s how.
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.”