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Contractor Playbook: How Is It Integrated Into the Larger Business?

Business owners and human resources managers can tell you: Without the right approach, hiring temporary and contract employees can be a crapshoot. In every industry, horror stories abound of companies swinging and missing on freelancers who quickly prove to be high-maintenance and low on professionalism. You need a contractor playbook.

So often, however, these miscalculations are due to a lack of communication about expectations between employers and employees, as well as under-developed contingent labor programs on the part of the hiring organization. At PeopleCaddie, our Contractor Playbook addresses these issues – and more – making hiring an independent contractor a less risky, more rewarding experience.

The Contractor Playbook is more than just a traditional employee manual. It sets expectations about all aspects of contract work between a contractor and a hiring organization. It informs the policies and procedures that lay the groundwork for a symbiotic relationship between a business and its contractors, dramatically increasing the probability of positive outcomes.

With the Contractor Playbook and the PeopleCaddie application’s contractor feedback system, businesses can “hack” the contingent labor equation, resulting in happier clients. It simplifies invoicing and payment, and removes the submission of disparate payment requests across the contingent workforce. With this information, businesses can evaluate each temporary employment or contractor engagement to determine if the return on investment into temporary or contract labor is being maximized, or if adjustments have to be made.

For example, a freelance CPA can download and install the PeopleCaddie application, then select and apply for a particular position at a financial firm. When the application comes in, the firm can evaluate the feedback from the freelancer’s prior engagements and make a hiring call based on the information at hand.

Once on board, the CPA begins work, standing firmly on the foundation created by the Contractor Playbook and the relationship between PeopleCaddie, the hiring organization and the contractor. Clear expectations for the employee are more likely to be delivered on. The hiring organization has wasted no time with a freelancer who doesn’t fit or a disjointed process that isn’t reflective of the factors that go into onboarding a freelancer. The contractor is supported by PeopleCaddie and their recruiter throughout the process. From the time they apply to the time they are engaged with the business – whether it’s invoicing, updating benefits or something else – the Playbook ensures that the relationship between client and contractor is transparent and beneficial to both sides.

PeopleCaddie takes a holistic approach to managing the hiring organization’s contingent labor force, ensuring that a client’s employee culture, hiring process, workload, feedback and accounts receivable process are all supported by the application and the contractor’s dedicated PeopleCaddie recruiter. This all but guarantees a more mutually beneficial relationship between employer and employee – and a greater, more predictable return on investment.

If PeopleCaddie can help you manage your contingent workforce, contact us.

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