Build your brand reputation with your contingent workers

If you're using contingent workers, no matter what industry you're operating in, you might not have considered that those workers are a sub-section of your customer base.

In the same way, you would with any other type of customer, it's important to make sure they receive excellent service throughout every interaction with your company.

Fail to treat them well and you could soon find it even harder to hire and retain contingent workers in key areas. In an already crowded marketplace, this could be damaging.

On the other hand, get it right and you could harness the power of a satisfied contingent team - working efficiently, building a strong bond with the company, and becoming brand advocates in the process. And the best thing: it's all really quite simple to achieve.

The first step is working with a recruitment specialist and improving your processes perhaps using a Managed Services Provider (MSP) such as TRS Workforce Solutions to streamline associated recruitment, supply chain management, admin, and HR. This combination approach helps you get things right in various ways.

Get the simple stuff right

People work best when they feel valued, there's no secret there. That's why good communication can be the foundation of building your brand - when you're responsive, people feel assured that they are not just one in a long line of contractor candidates or contingent workers. They never want to feel as though they are a lower priority than your permanent staff.

Simply making sure everyone is paid on time can go a long way. Their wages always being accurate and social security and tax being handled properly also does a lot to put your company in a good light with contingent workers. Similarly, when everyday tasks like logging timesheets and booking holidays are hassle-free, you're building a positive experience.

When you have the technology of an MSP driving these processes, you're sure to have a satisfied contingent workforce.

You can build on that satisfaction even more by showing you truly understand the needs of contingent workers in more complex areas.

A key concern is compliance. Contractors are being handed the burden of navigating more regulatory red tape, renewing more permits, and updating more contracts. If you take care of these tasks, they can focus on the job you hired them to do - minus the compliance hassle. Making an effort in this way can transform someone's experience of working with you.

Increasingly, contingent workers may also have ethical concerns - particularly around supply chains in certain global industries. If you can be transparent about processes and show that you're working to be more sustainable, this can help build satisfaction and brand respect among contractors.

Get an actual satisfaction reading

Why just guess what contingent workers are thinking when you can ask them? With proper surveys, you unlock data that can be used to improve your service levels and overall satisfaction.

We measure their Net Promoter Score (NPS) and gather comments that can drive action - so you can consciously do more of the good and less of the bad. It's crucial to understand your contractors' thinking, not just seeing a number on a scale.

In addition, you can use tailored surveys every so often to take a temperature check on certain issues, such as Health and Safety or hybrid working.

Get real insights on the contingent market

With regular surveys, you hear directly from workers on what matters most to them. You also get insight from us, which could help you get ahead of the curve on employment trends. Take hybrid working, for example - what are expectations now? Are competitors really shifting to four-day weeks? We're on the inside track to answer these questions. And when you know what contingent workers really want, you can attract the best people.

You could be the contingent engager of choice. Contractors have even more options than employees when it comes to where they work, so why not work with your MSP to create a meaningful value proposition for this group of workers? Their motivations are often different from those of employees, and speaking directly to them could reap rewards.