Three top tips for off-boarding your contractors

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Three top tips for off-boarding your contractors - Hays career advice

For many corporations, when a everlasting worker leaves for pastures new; the standard exit interviews, congratulatory speeches, goodbye celebrations and continued contact by way of firm alumni programmes are par for the course. However, this isn’t all the time the case when contractors depart.

As non-everlasting workforces all over the world develop, and such a versatile working turns into the brand new regular for many companies, it’s essential that your inner course of, specifically your off-boarding technique, doesn’t get caught up to now. Your insurance policies should evolve and hold tempo with the altering world of labor, in any other case you danger your popularity amongst short-term and contracting employees, damaging your future expertise pipelines.

Your popularity amongst this group can be constructed upon what former contractors need to say about you when speaking to recruiters, associates, household and so forth. Your contracting alumni additionally gained’t be afraid to take to on-line boards, freelancer market locations, in addition to social networks like Fb and LinkedIn, as a result of they know that that is the primary place different contractors will go to conduct their analysis on future employers.

The best way your contractors are handled, proper up till their final day, is essential to your popularity as an employer. You could have a selection between letting the contractor quietly slip away with out a lot as a thanks or goodbye, or off-boarding them with the grace that you'd a everlasting worker.

So, listed here are my top three tips for making certain an efficient exit with your contractors:

1. Talk their departure

This may sound apparent, however at first, it’s essential to let individuals know the contractor is leaving prematurely of their departure, no matter how lengthy this contractor has been with the enterprise. If their final day comes round with out anyone noticing, you’ll danger them feeling invisible, underappreciated and like they have been by no means actually part of the staff. On a sensible degree, their colleagues gained’t have the prospect to correctly say their goodbyes, supply up their contact particulars for networking functions, or ask for some additional coaching on a sure space of the contractor’s experience earlier than they depart.

So, let fellow group members know when the contractor can be leaving – if you do, reiterate the talents which they delivered to the group, the important thing position they've performed in necessary tasks, and above all, publicly thank them for their arduous work. Even easy gestures similar to a card, a leaving lunch or a small present can go an extended away. The purpose is to let your contractor know that they have been valued and guarantee your group extract as a lot worth from them as they will.

2. Get their suggestions

As I alluded to at first of this weblog, exit interviews are simply as essential for contractors as they're for your everlasting staff. They're an opportunity to get an actual perception into what it’s wish to be a contractor working for your enterprise. Attempt to gauge the under, and use the solutions as tips about the place you possibly can enhance your on-boarding technique, off-boarding technique and the whole lot in between:

Many of those elements are key to office satisfaction, and tellingly, are additionally typically used within the scoring standards on on-line evaluate websites reminiscent of Glassdoor. Subsequently it is important that you simply take any adverse suggestions on board. Even when the contractor felt that that they had a nasty expertise with you, they may on the very least respect the chance to air their views, notably if one thing is completed about it to make sure this doesn’t occur once more.

three. Hold the connection open

It’s essential to keep in mind that contractors are successfully operating their very own enterprise, and can recognize any steps you'll be able to take to additional their probability of securing future roles.

So, be environment friendly in offering the contractor with constructive suggestions by way of the recruiter who positioned them, in addition to a radical reference. A contractor’s key asset is their community of contacts, and in case you are able to make introductions to helpful connections, then achieve this. Keep in mind to additionally join with them by way of their skilled social profiles and endorse them for any expertise and achievements that they've listed right here. If your door is all the time open and you're completely happy to welcome them again for future roles, then allow them to know.

On the planet of contracting, phrase spreads shortly, and the effectiveness of your exit technique might nicely decide simply how variety these phrases are. Subsequently don’t make the deadly error of dashing your contractors out of the door as quickly as their assignments are up. As an alternative, make investments time in making them really feel valued, listened to, and like they've enhanced their future employability; and little question they'll depart your enterprise singing your praises because the contractor’s employer of selection.

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Tags: #Contractors #effective leadership skills #talent management #workforce planning