Most companies work diligently to create an effective onboarding process for their permanent staff. However, they don’t always exhibit the same level of care when bringing new contract employees onboarding.
If you want your contingent workers to thrive, having an efficient onboarding process is a must. Otherwise, they may not have the tools and information they need to hit the ground running, impacting overall productivity. Here are some steps that can help you create an onboarding process for your newest contract hires that is both quick and effective.
Craft a Formal Process
When you formalize the onboarding process for your contract employees, you create a framework that ensures all vital procedures will be followed. Essentially, it guarantees that the steps are consistent for every single new contract hire, decreasing the odds that a point will accidentally be overlooked.
Create a Thorough Introduction
Contract employees need more than just an overview of their positions when they start in a role. Providing them with insight into how the business operates, its broader goals and mission, any available facilities, and key team members they will be joining increases their level of familiarity, making them more comfortable and aware of any available resources.
Make sure your onboarding process covers these critical areas. That way, the introduction to your company is thorough, and they have crucial details as quickly as possible.
Start Before Day One
You don’t need to have an employee on-site to launch the onboarding process. By making sure that certain steps are completed before their first day, you can increase the efficiency of the process and ensure they can reach full productivity as rapidly as possible.
For example, arrange to have their access to critical systems handled in advance. Gather any equipment or tools they will need before their first day and have it all available at or near their workstation. If specific paperwork is required, see if the new contract employee is open to completing the documents before they arrive on their first day, allowing them to be turned in electronically in advance or brought in when they come in to begin in the role.
Any step that can be finished ahead of their arrival streamlines your process. Consider what needs to be handled and identify which parts do not require their physical presence to complete, giving you the ability to expedite the onboarding process.
Communicate Your Goals and Expectations
Whether a contract employee will be with you for only a few days, several months, or longer, make sure you clearly communicate your goals for the position and any expectations you have regarding their performance or duties. This can include details about their schedule, which projects need to be completed and when, and an overview of their core responsibilities.
By discussing your goals and expectations, you are giving the contract hire insights into what they need to do to succeed in the role. Not only does this reduce any confusion on the part of the contingent worker, but it also ensures you are both on the same page regarding priorities and performance standards.
Create a Check-In Schedule
The onboarding process doesn’t just occur on a single day. It takes time for a new hire to get comfortable with the environment and their duties, and they will likely have questions along the way.
With a formal check-in schedule, you create an opportunity to optimize their performance. It allows you to provide guidance with ease or delegate new tasks as they complete their assignments as well as serves as a chance for the contract employee to ask questions without having to track someone down. Ultimately, it helps keep the communication channels open, making it easier for you to engage with the worker and vice versa.
Learn More from the smRTpass Team
By following the tips above, you can craft an efficient process for onboarding your new contract hires. If you’d like to know more, the team at smRTpass can help. Contact us to speak with one of our knowledgeable staff members today and see how our onboarding and contingent workforce management expertise can benefit you.