9 reasons why onboarding contractors should be best practise

3 min read

On-boarding is considered important for new permanent headcount. But what about new contract hires?

Ensure first-day readiness to maximise contractor productivity

 

“First-day readiness” ensures they make a fast start and increase the likelihood that they will see your project through to a successful conclusion.

Handled correctly, on-boarding makes people excited to join your team. And that’s one of the key reasons why organisations outsource the recruitment of contractors and other contingent staff to a Managed Services Provider.

Getting a quality contractor through the door is just the start. Without proper on-boarding, they may walk straight out again! That’s why even the most successful companies can experience unacceptable levels of contract staff attrition. Proper on-boarding also means contractors are “first-day ready”, able to work to maximum capacity from the start of the engagement. If time is wasted because their security badge is not ready for collection or they are not set up in email and other systems, you will not get full value.


Quite simply, a well thought-through on-boarding programme makes for happier and more motivated contract staff – and therefore more satisfied employers. Giving new starters a warm welcome and minimising the administrative hassle also provides a unique opportunity for you to project your brand values, which will enhance your reputation as a great place for contractors to work.


However, current employees usually do not feel that they have time to on-board new contractors, while managers who have typically been at the company for a while are generally unaware of what new hires know and don’t know. Entrusting this to an MSP is therefore an attractive option.


On-boarding should not only communicate key processes to new contract staff (although that is very important) but also the company’s values and “vibe”. We therefore customise each on-boarding process to the client, right down to the last detail, based on discussions with in-house HR and TA professionals (if available) and the relevant hiring departments. It also needs to be flexible, i.e. adaptable according to the specific role and the individual hire.

 

 

On-boarding suppliers

MSP programmes involve the management of one or more recruitment agencies, so that the end client only has to deal with a single point of contact but is assured an optimum supply of suitably qualified and motivated contingent staff.


Suppliers also need to be on-boarded. This essentially involves ensuring that they meet the agreed quality standards, pricing and other commercial parameters.


At M3S any supplier that we consider must complete a supplier profile form. Their information is then verified by our Supplier Management team and Compliance department before they can qualify to join the MSP programme.

Once accepted into the programme, supplier orientation is conducted using a supplier engagement process developed by M3S team and all supplier staff are trained on the programme’s business rules, KPIs and service level agreements. Thereafter, M3S holds regular checks to ensure that the agreed standards are being adhered to.

Both employee on-boarding and supplier on-boarding require a firm grasp of both the strategic big picture and the finer details!

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