Reconnecting With Top Talent: 5 Stress-Free Strategies

Reengaging independent talent you’ve worked with before is a smart and strategic move. These professionals already understand your company’s systems, expectations, and culture—so they can contribute right away. Your managers know what to expect, and projects tend to move faster and with fewer bumps.

Working relationships with independent contractors take time to build, and there’s always a learning curve. But when you bring back trusted talent, you skip the ramp-up and get right to what matters.

The Right Ways to Bring Back Talent You Trust

1. Optimize Your Onboarding Process

According to SHRM, formal onboarding programs lead to a 50% increase in workforce retention and a 62% boost in productivity within the same group. When it comes to returning contractors, they already know your expectations. While you’ll still need to verify their qualifications, having their information on file can streamline the process and save valuable time.

Be sure not to overlook important details like insurance documentation and other requirements. Different projects might require different levels of coverage, so it’s worth discussing with a workforce expert about creating a convenient path for bringing back familiar talent. 

Check Out: 7 Ways to Onboard Contractors Easier and Faster 

2. Develop a Strategic Outreach Program

If contractors had a positive experience with you before, they’re much more likely to want to work with you again. Why not create something like an opt-in database that allows you to reach out about new opportunities and helps talent stay connected with your company? 

The goal here is to stay on their radar in a positive way. Find meaningful ways to keep in touch when they’re between projects with you, turning what could be just a one-time gig into an ongoing professional relationship. 

Read: Talent Redeployment: How to Build a Team You Can Trust 

 3. Provide Value for Your Top Returning Talent

Try sending a monthly newsletter with industry updates and upcoming opportunities. Virtual events—like webinars—or the occasional in-person meetup can also go a long way in helping independent professionals feel connected and appreciated.

These simple touchpoints send a clear message: you see contractors as more than just temporary support. When you invest in their growth and keep the conversation going, you build a talent pool that’s genuinely eager to work with you again.

Learn More: Investing in Your Workforce: Strategies for Success 

4. Review Your Work Environment

Independent professionals typically have clear expectations. They want helpful feedback, respect, and the freedom to manage their work in their own way. Your goal should be to maintain—or even improve—the positive experience they had when they worked with you previously. 

To do that, it’s important to think about your culture. Develop an environment that recognizes the unique value these contractors bring. Treat them like they’re truly part of the team, even if they’re only with you temporarily.

See: 6 Ways to Show Your Company Values Independent Work 

5. Position Your Company As a Client of Choice

Top independent talent can be highly selective about who they choose to work with. A positive past experience doesn’t automatically mean they’ll return. To stay competitive, it’s essential to understand what motivates them and align with their evolving professional goals.

A recent Gallup study found that less than half of employees (47%) strongly agree they have the skills they need to excel in their current role. Offering independent contractors challenging, skill-building assignments can be a powerful way to encourage repeat engagement. This could include opportunities for growth, mentorship, or projects that help them expand their capabilities.

Explore: How to Attract Top Independent Talent: Tips on Becoming a Client of Choice 

Additional Tools and Resources for Building the Perfect Workforce

Creating an environment that values and challenges independent talent can help you build a network of professionals who are excited to work with your company time and time again. 

Need more insights on building a strong talent pool and gaining access to top independent talent? We’ve got you covered. Check out our resources for guidance on how to attract, engage, and retain high-value professionals for your upcoming projects. Whether you need short-term expertise or long-term partnerships, the right talent strategy can make all the difference.