Do you know the value of contract talent? Here's how to recruit the right person for your needs.
Have you had issues with contract employees? Do you question the dedication of contractors to the job and your company? Do you get frustrated when only mediocre talent replies to your contract postings? Does it annoy when contractors decline to return for new projects and opportunities?
Many business owners and managers exclusively view contractors as low-cost, emergency solutions or interchangeable, short-term options. This attitude leads to a cycle of finding, training, losing freelancers, searching, re-training, more contractor losses, and on and on. It also creates a self-fulfilling prophecy where, because contractors do not feel appreciated at work, they leave these companies as quickly as possible and choose not to return.
Contract talent can be an essential part of a working team and business plan, but only if business owners and managers are committed to making it work.
“If someone fails to understand the joint responsibility to making a contract work situation successful, then, even with the best freelance hire, the engagement will underperform or fail,” said Elizabeth Eiss, Founder and CEO of the talent curation and freelance recruiting platform ResultsResourcing.
These misplaced attitudes toward freelance capabilities often lead businesses to misuse or underutilize contract talent (which may bleed over into other staff as well).
“A company’s culture, attitude, and leadership are what builds great teams of people. So, if a manager or organization doesn’t trust and embrace its employees' full potential, it will not trust and fully leverage contract expertise. That’s a culture and leadership issue,” said Eiss.
To change the experiences that a company has using contract talent, it may be necessary for business owners and managers to rethink their company’s commitment and culture.
“When I meet with managers who are wary of contractors, I use my very own company as an example. I built ResultsResourcing with a core team and the help of quality contractor professionals, which continues successfully to this very day. We were committed to a blended talent strategy culturally and operationally. We followed principles and processes that we help our clients apply to their businesses,” said Eiss.
“Our goal is for the client and the contractor to be equally invested in each other’s success.”
Optimize your results by signing up to our newsletter and staying informed with the latest insights, tips, and news on meeting your talent needs.