Studies show that the independent workforce is continuing to grow year after year—our own research finds that 42 million Americans work independently. Enterprises can benefit from independent talent in many ways, including staffing flexibility, access to specialized expertise, and better control over employment costs.
But as businesses begin to use this valuable pool of talent, they must also evaluate their independent contractor engagement practices to ensure they are truly meeting their core objectives: reducing enterprise manager time, streamlining processes, minimizing misclassification risk, lowering costs, and ensuring independent contractor satisfaction.
Businesses have many options when it comes to independent contractor engagement. From our experience in working with hundreds of enterprises, we have found that independent contractor engagement is typically approached in one of three ways:
Learn more about these three approaches to independent contractor engagement, including the associated time, process, misclassification risk, cost, and level of independent talent satisfaction.
Learn about the costs associated with different independent contractor engagement methods and review a case study to see cost savings in action.
This Self-Assessment tool measures your company's ability to implement a contingent workforce management program. This tool will quantify your risk levels, how your program would be adopted, and other critical factors to implement a successful program.