Workforce management can be complex, especially with the growing popularity and prevalence of contingent workers. That said, these contract technicians are excellent resources for onsite IT deployments. By using contractors, you can offer specialized services, service more customers and even save money. Before you jump into contingent workforce management, though, let’s take a look at some important Do’s and Don’ts.
1. Vet contingent workers’ job site credentials and qualifications.
Before hiring a contingent worker, take the time to verify their job site credentials and qualifications. This step makes sure they (and you) are compliant with laws or regulations unique to the country or city in which the work is being done. Likewise, doing your due diligence ensures that you’re working with people who are truly qualified. By taking the extra step to vet their credentials, you can save yourself headaches later in the project.
2. Understand how contingent workers are classified.
The recent changes to California's labor laws bring up a good point: managed service providers and IT services companies need to understand how their state differentiates contract workers from traditional employees. Understanding this definition ensures you’re giving workers the correct benefits which, in turn, creates a good working relationship. Further, staying up-to-date on all labor regulations, and then evaluating your business and its practices, confirms that you’re operating well within the law.
3. Have proper documentation in place.
One of the most important pieces of paper to a contingent worker is their contract. Before you bring them into a job, you need to ensure you’ve completed all proper documentation. This includes contracts, non-disclosure agreements, statements of work, and any other official documentation that keeps the contractors and company on the same page. It’s also important that you both have access to these documents as needed.
4. Leverage a field service management platform.
A field service management platform is a tool that streamlines workforce management. These platforms have many different features, from real-time location tracking to document storage. You can digitize and store paperwork where all relevant parties can access it. That means your field technicians have access to customer agreements and can submit documentation of their work while they’re on the job. This helps you communicate with your team and with customers more effectively.
1. Don’t forget to share the company’s values and mission.
It is easy to view contractors as outsiders. They’re often only brought in on a project-to-project basis and may not be around for very long. However, you will likely have a better working relationship if you treat them as if they’re part of your team.
When bringing on a contractor, you certainly don’t need to take them through your whole onboarding process, but it’s a good idea to give them some background information on your company. People are often motivated by mission and values, so by sharing that information, you can help them feel like they’re part of the team.
2. Don’t set your managers up for failure when bringing on contingent workers.
Many managers aren’t prepared for managing a contingent workforce. Train your managers beforehand, so they understand the differences in managing contractors versus full-time employees. As mentioned before, the differences between the two are becoming more strict, so helping them understand the various requirements is important.
3. Don’t try to do this on your own.
It might be a good idea for your company to work with a procurement partner. Especially if this is a newer endeavor for your team. They might not know how to bring on contingent workers. Oftentimes this means different paperwork, more frequent hiring, and perhaps even a different rhythm of payment. Depending on the size of your HR department, it might be better for your company to work with a third party who can handle the contingent workforce logistics smoothly.
So now you know some of the most important Do’s and Don’ts of contingent workforce management. Do you already use contractors, or are you planning to do so now? Make sure you follow these tips for a stress-free experience. And if you’re interested in implementing a field service management platform but are unsure where to start, contact Kinettix. We have years of experience helping managed service providers and IT services companies leverage these platforms and make the most of their contingent workforce. We also help you locate, source, and vet appropriately skilled technicians for retail IT deployments, break/fix issues, and more.