How Do Organizations Create a Virtual Talent Bench?

By MBO Partners | March 19, 2021

consultant advising img

A virtual talent bench—a group of independent talent who have already performed all onboarding steps prior to a role being offered—can help organizations remain flexible and competitive. Establishing a group of reliable talent allows for simplified, rapid deployment, minimizes the risk of worker misclassification, and helps attracts top talent with the prospect of getting to work quickly and easily.

While there are many factors to consider when designing your own virtual talent bench, there are a few important components that apply to the majority of enterprises. Here are six things to consider when designing a compliant, cost-effective virtual talent bench.

1. Start with a Transparent SOW

A clear Scope of Work (SOW) outlines the details of a project, including budgets, timelines, deadlines, and deliverables. A transparent SOW helps to minimize risk and set realistic expectations for both enterprise manager and independent talent. A good SOW will help projects move quickly and smoothy by setting expectations and establishing a process for change management upfront.

2. Don’t Forget About Background Checks

Background checks are an important step most organizations will need to take before offering a role. Creating a streamlined onboarding process that includes a quick and easy background check process will help talent get to work quickly and protect your company from a legal perspective.

3. Create a Process for Work Arrangement Validation

Depending on the industry your company is in and the type of role you are looking to fill, you may have specific work arrangement requirements. For example, certain compliance measures might need to be met depending on what state talent is working from, or if talent sits on your virtual bench for a certain amount of time without a project, they may require work arrangement re-evaluation. Establishing processes for work arrangement specifications will help support flexibility for talent, and help talent get to work faster when you need them.

4. Build a Positive Experience

Having a fast and efficient contracting and onboarding process—including having automated systems to limit paperwork—is an important factor that influences the clients top independent talent choose to work with. The better experience you can make for talent, the happier they will be, and the more likely they will be to stick around.

5. Review Equipment Requirements

If the roles your company is looking to fill require the use of specific software or laptops, it is important to establish procedures for deployment and use of this equipment. By maintaining a stock of equipment and set rules for use, talent will be able to get to work quickly.

6. Complete Ethics and Compliance Training

Many organizations will require independent contractors to complete ethics and compliance training before starting work. Requiring your virtual talent bench to complete this training even if they are not currently working on a project (and compensating them accordingly) will help create an efficient and streamlined onboarding process.

Want to learn more about creating a virtual talent bench at your organization? Schedule a consultation today.

The information provided in the MBO Blog does not constitute legal, tax or financial advice. It does not take into account your particular circumstances, objectives, legal and financial situation or needs. Before acting on any information in the MBO Blog you should consider the appropriateness of the information for your situation in consultation with a professional advisor of your choosing.  

Related Posts

Team made up of employees and independent professionals

7 Best Practices for a Scalable Contingent Labor Workforce Program

A blended workforce, combining full-time and independent talent, offers strategic opportunities for business growth. Staffing flexibility, the ability to compete for in-demand skills, and improved speed to market are some of the results that can be achieved with a well-integrated contingent labor program. It’s not unusual for a company to start small when integrating independent…

Leading a meeting

How Big and Small Companies Can Innovate During A Recession  

Open innovation answers all the leftover problems that companies can’t solve during even the best of times. Economic downturns flash a light on the need for these solutions. Companies are most familiar with attracting employees and contingent workers. However, problem solvers can fit into those gaps left by a traditional workforce. Large corporations are more…


6 Ways to Boost Independent Contractor Retention

Employee retention is an important part of maintaining a streamlined, productive workforce. Enterprises want to hold on to their top performers—the same strategy should apply to independent contractors as well.  More than ever before, companies are relying on independent talent for the in-demand skills and professionalism they provide. Independent contractors bring on-demand expertise, staffing flexibility,…




Learn more about the MBO Platform


Start, run, and grow

your independent business with MBO


Engage, scale, and optimize

your independent workforce