What’s the best way to work with skilled contractors?

Bright Ideas by ColorVizion Lab is the go-to newsletter for people leaders transforming the talent experience. We answer the tough questions people leaders face daily—with straight talk and real solutions. Cassandra Cassillas, Senior Consultant at CVL, answers this week’s question.

❔Question of the week: “What’s the best way to work with skilled contractors?”

The classic 9 to 5 isn’t the endgame for as many people anymore. With the flexibility of remote roles and the unpredictable U.S. economy, more workers are redefining their career paths to embrace new forms of employment.

Let’s look at Gen Z – about 53 percent of these workers are now freelancing full-time and moving away from traditional single-employer jobs, according to SHRM. 

Why be tied to one desk and one company when you can maximize your earning potential through contract work?

Career paths in non-full-time work vary widely from person to person, encompassing freelancers, independent contractors, gig workers, and fractional employees. While their titles differ, there are some common threads in how they work with companies:

Most work fewer than 40 hours a week, don’t receive employer-sponsored benefits, and typically operate under contracts that allow them to set their own terms.

This level of autonomy has a strong appeal for many workers.

In 2023, 64 million Americans performed freelance work, an increase from 60 million in 2022, according to an Upwork report. These numbers are expected to be higher by the end of 2024. 

Here’s what’s driving this shift for employees:

⚖️Flexibility and autonomy: With many companies pushing for RTO, contract roles allow workers to design their schedules and choose projects that are more aligned with their interests.

📑Future-proof, diversified resume: Gig work seems more appealing since it gives people an opportunity to sharpen their skills and build experience across different industries while getting a feel for what they enjoy doing. 

🤝 Networking opportunities: Contracts allow workers to build a broader network with people who have different roles and responsibilities. 

But what’s making contract work appealing for employers?

💸Cost efficiency: In an uncertain economy, cutting overhead costs like benefits and office space is key. Hiring contractors gives companies the flexibility to scale up or down quickly.

📊 Focused expertise: Companies can bring in highly skilled workers for specific projects without having to provide extensive training. These may also be vetted specialists who aren’t available for full-time work. 

🌏Tapping into global talent: Expanding the talent pool brings innovation and fresh perspectives without long-term commitments. Not having to conduct dreaded layoffs is also a bonus. 

As companies lean further into contract, part-time, and fractional roles, people leaders face a unique challenge: 

How do you maintain performance and engagement when a chunk of your team isn’t fully invested long-term?

Let’s dive in.

❌ The downside of moving to more contract, part-time, and fractional roles

Bringing on more contract workers definitely has its perks, but let’s not ignore the flip side: Contractors can often feel like they’re on the outside looking in, which can really put a damper on collaboration. 

If team members don’t feel connected to the company culture, it can create silos that hurt teamwork and slow down productivity.

Having a mix of contractors with different backgrounds can also lead to inconsistencies in quality since everyone approaches tasks in their own way. 

Then there’s the risk of losing valuable insights when these contractors move on. They come in with fresh ideas and expertise, but once they leave, that critical knowledge often walks out the door with them.

Cassandra Cassillas, Senior Consultant at ColorVizion Lab, shares her experience working at a hybrid tech startup that hired fractional roles to help build a product roadmap. These part-time workers were brought on to multiple teams to help speed up development.

“The company gained incredible expertise and moved fast, but noticed team unity slipping since about 10% of their workforce were contractors,” Cassandra says.

The solution was setting up dedicated intranet resource hubs and ensuring contractors had access to all of the same perks, like all-hands meetings, happy hours, and team contests. Opening communication channels was also key to rebuilding a sense of community that included both full-time staff and contractors.

Now, let’s get more in-depth about other strategies people leaders can adopt to create a work environment that welcomes and supports non-full-time employees. 

🌐How people leaders can create a high-performing culture that engages contractors

As more companies embrace independent contractors, people leaders have a unique opportunity to build a vibrant culture that engages everyone.

Here’s how to make that happen:

Inclusive onboarding: Every team member, no matter their role, should understand the company’s mission and values. Give them access to the same resources and tools as full-time staff. If there’s sensitive information that temporary workers don’t need, consider creating a dedicated intranet space just for them.

Clear expectations: Create a solid plan outlining what’s in scope and what isn’t essential. Define roles, responsibilities, and performance goals from the start so everyone knows what to expect. Establish guidelines for communication and deliverables to avoid any confusion down the line.

Collaboration: Make sure contractors are plugged into the same communication channels like Slack, Google Drive, Asana, etc., so they can communicate seamlessly with the rest of the crew.

Inclusion: Don’t forget to invite contractors to company events and key meetings, like all-hands and town halls. Include them in recognition programs, and offer feedback and growth opportunities to keep them engaged.

“I once partnered with a design agency that was integrating more freelancers into their projects,” Cassandra says. “This shift created some tension, especially among the creative team. To smooth things over, we launched a mentorship program pairing contractors with seasoned employees. This approach not only built a cohesive team environment but also empowered both sides. Full-time workers gained fresh perspectives while contractors learned about the company’s processes and culture.”

Cassandra suggests a few more considerations for people leaders:

Implement strict protocols to protect sensitive information and be mindful of how bringing in contractors might affect existing employees’ morale and job security. And don’t forget to stay updated on labor laws and regulations around contractor classifications – they’re changing rapidly.

Remember, you’re fostering a culture that’s flexible and open to change. Balance short-term needs with long-term goals to maintain sustainability.

🧩Finding the right fit when hiring skilled contractors 

Cassandra breaks down the best approach to finding skilled and trustworthy contractors who vibe with your company culture.

1. Create compelling job posts

Craft a job description that’s not just a list of requirements, but more of an invitation. Be clear about your values, what skills you’re looking for, and how they will make a significant impact at your company. 

2. Leverage your connections

Your next contractor could be a referral away. Tap into your employee networks, professional circles, and social media followers to ask for recommendations.

3. Choose the right platforms

There are tons of online platforms specifically calling for independent contractors, like Upwork. You can also join niche networks, forums, and newsletters to share your job posting.

4. Look at the candidate’s experience as a whole

When you get to the interview stage, don’t just tick the technical skill box. Ask questions that reveal how they approach collaboration, time management, and communication. You’ll want to make sure they align with your values and mesh well with your existing team.

5. Review their past work thoroughly 

Request portfolios, case studies, or examples of past work to see what they can do in action. Pick a project you admire and ask them to share their thought process behind those pieces. 

6. Try a paid trial project

Before making any long-term commitments, consider starting with a paid trial project. This gives both sides a chance to assess compatibility. Just make sure everyone knows it’s a trial and clarify expectations around deliverables and payment.

Since the gig economy is only growing, finding skilled workers isn’t enough – people leaders must create an environment where everyone can contribute their best work. That means being transparent about your values, fostering genuine connections, and building a culture that emphasizes collaboration. 

It’s also crucial to recognize and appreciate the unique contributions each contractor brings to the table to help them feel motivated and connected to your mission. That’s how you build a cohesive, innovative team.

📞 Ask us anything! Submit your anonymous questions

People leaders, do you have questions about recruitment, culture building, or employee engagement that no one’s talking about?

Our team wants to hear! Submit your question here and we may dive into it in an upcoming newsletter.

📰 Story of the week: More employees are venting about their jobs online. How should HR handle this?

Everyone complains about their job, but not everyone takes it to a public audience that could reach millions of people. 

Over a third of workers and half of Gen Zers admit to posting about their job or employer negatively on social media, according to an Owl Labs survey. This leads to an important question: Should companies create a policy to reduce online complaints? How can HR get a handle on this? 

Read the full story here.

📩 Create a winning strategy to recruit and engage  top-tier contractors

Securing quality contractors requires a strategic game plan. At ColorVizion Lab, we’ll help you write compelling job descriptions, create targeted recruitment campaigns, organize events, and train your team to properly vet, onboard, and manage contract talent. 

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