Every so often, your company is going to require the services of someone who doesn’t work within its four walls. This person works for your company but isn’t considered an employee in the traditional sense. He/she would be known as a contingent worker. The savviest of HR leaders include contingent workforce solutions into their overall staff plans.

Some regard the taking of this measure as a last resort, assuming the company’s traditional recruitment efforts have failed. This isn’t necessarily the case. In fact, in many cases, aligning with a great service provider in the early stages of an overall workforce plan ensures top talent is secured to handle necessary jobs. It sure beats having to scramble for help when certain needs arise.

What makes a contingent worker different from a traditional employee?

Generally, contingent workers are no different than contractors. They aren’t necessarily scheduled to remain with a company for a long duration of time. Their jobs are to come in, complete the work quickly, and move on to their next assignments. Unlike traditional employees, contingent workers are not salaried and are not given benefits. Once they are paid for their work, they leave the company.

As Julia Fournier points out on HCMWorks.com, contingent workers are also given more autonomy and freedom than traditional employees. “Contingent workers also have more control over their own work than employees of a company do,” she explains, “They aren’t told how to complete projects or when to work. The company’s focus is not on how the work is completed but rather on the results.”

What makes a contingent worker similar to a traditional employee?

All workers deserve to be treated with respect. And, in many cases, “respect” is defined by equal treatment. As we just outlined, contingent workers don’t receive the same salaries and benefits as traditional employees, however, they are still entitled to the same support system. Contingent workers often look to members of management for assistance regarding the ins and outs of the business, so they still feel they are part of a team.

“The people who are in the office for short periods of time need support from the manager in-charge, and they will feel much more comfortable if they are treated as a part of the company’s family,” reveals Human Resources MBA, “They must know they have been given a place among the family, and they must fit in. Asking the staff to welcome them is a helpful beginning, and the business must treat each contingent worker as if they work there full-time.”

What are the advantages of a contingent workforce?

Business owners enjoy freedom from the financial burden that is deducting taxes from the pay cheques of contingent workers. Since they don’t have to offer them any health benefits, sick days, vacation days or overtime pay either, they save money in those areas as well. Having a contingent workforce also offers employees some flexibility.

Contingent workers can be hired to perform extra work only when it becomes available. When the work isn’t available, no salary needs to be unnecessarily paid out to an employee. A contingent worker essentially performs his/her role on an as-needed basis. As a result, he/she is only paid in the same manner.

Want to learn more about Contingent Workforce planning? Contact Hire Value Inc. for help today!