12 Tips for Enhancing Your Contingent Hiring Strategy

By Stuart Brooke, Lead Recruiter

In today's dynamic business landscape, mastering contingent hiring is essential for maintaining competitiveness and agility.

Whether you're a multinational corporation or a burgeoning startup, refining your approach to hiring contingent workers can yield significant advantages.

Drawing on our extensive experience as contingent recruiters, the team at IGA Talent Solutions has curated 12 invaluable tips to assist you in enhancing your contingent hiring strategy. With a diverse client base spanning various industries and regions worldwide, we bring unparalleled expertise to the table, offering insights honed from practical experience and sector-specific knowledge.

Maximising the effectiveness of contingent hiring is imperative for businesses striving for agility and adaptability in the fast-paced modern world. Our 12 expert tips, distilled from years of experience as contingent recruiters at IGA Talent Solutions, provide actionable insights to refine your hiring strategy.

From strategic recruitment focus to fostering transparent communication, these tips are tailored to help you navigate the complexities of contingent hiring successfully.

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1.????? Collaborate with Recruiters on Bids: Foster collaboration with recruitment partners during the bidding process to secure work for your projects. Transparency with candidates is key to building trust and maintaining positive relationships. This collaborative approach can open new business opportunities and enhance your contingent hiring strategy.?

2.????? View Contractors as Team Extensions: Consider contractors as extensions of your team rather than temporary hires. Cultivating ongoing relationships with a pool of contractors fosters collaboration and minimizes transactional interactions.?

3.????? Map Out Time-to-Hire: Streamline your hiring process by mapping out the time-to-hire timeline. From receiving the initial briefing to candidate interviews, screening, onboarding, and onsite placement, aim for a target timeframe of 15 working days, subject to client internal processes.?

4.????? Offer Long-Term Contracts: Attract top talent by offering contracts of 6 months or more. Include a flexible notice period of 1 to 4 weeks within the contract terms to accommodate project fluctuations or early terminations.?

5.????? Understand Laptop Lead Times: Be aware of the lead time required for procuring laptops for contract workers, as delays in this area can hinder project timelines. Addressing this issue proactively can prevent unnecessary delays.?

6.????? Navigate IR35 Regulations: Understand and comply with IR35 regulations to determine the employment status of contractors. Consider the commercial implications of inside IR35 versus outside IR35 roles and adjust rates accordingly to optimize cost-efficiency.?

7.????? Streamline Interview Processes: Conduct streamlined interview processes to expedite decision-making. Aim for one-stage interviews whenever possible, or complete two-stage interviews within a 24-hour timeframe to minimize delays in hiring.?

8.????? Align Hybrid Working Policies: Determine whether contract workers will follow the same hybrid working policy as permanent employees. While remote contracts are popular, offering a hybrid approach can accommodate the preferences of most contractors.?

9.????? Conduct Necessary Screening Checks: Determine the screening checks required for contract workers, such as DBS, credit checks, and right to work verifications. Ensure compliance with client requirements and industry standards to mitigate risks.?

10.? Minimize Rehiring of Former Employees: Reduce disengagement risks by limiting the rehiring of ex-employees who have worked for your company in the past five years. Doing so can help maintain a fair and unbiased hiring process and prevent perceptions of favouritism.?

11.? Avoid Zero-Hour Contracts and Fixed-Term Arrangements: Steer clear of zero-hour contractual arrangements, especially at the SC/M/SM level, as they are generally poorly received in the contract market. Prioritize stability and clarity in contract terms to attract and retain top talent.?

12.? Avoid Bench Hiring: Minimize the practice of maintaining a bench of idle contractors, as it can lead to unnecessary resource drain and inefficiencies. Instead, focus on targeted recruitment for specific projects and bids to align your workforce precisely with current needs.??

Implementing these expert tips can revolutionise your contingent hiring strategy, driving success in today's competitive business landscape.

At IGA Talent Solutions, we're dedicated to helping businesses like yours navigate the intricacies of contingent hiring with confidence. Partner with us to unlock the full potential of contingent hiring and propel your business towards unparalleled success.

For further information and to discuss your recruitment needs, please contact Lead Recruiter Stuart Brooke: [email protected]