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While the gig economy is changing the workforce, it is not changing the fundamentals of good recruitment. Regardless of their status as a traditional full-time employee or a contractor in the gig economy, workers still need an effective onboarding process.
Contract and freelance work is no longer a result of misfortune; instead, it's gaining popularity for its flexibility and the new opportunity that freedom around work brings. As the workforce fragments into piecemeal contracts, managers are tasked with fostering relationships across varying worker types.
Lasting relationships with gig economy workers will set up a company for success as the landscape of business shifts. Managers will find that classic techniques with a new perspective will develop meaningful relationships that companies need.
Onboarding essentials
Onboarding is not easy to define. Some organizations limit it to a simple orientation process while others go further to include company culture. Onboarding, however, is so much more. It is a systematic method that enables employers to hire the best employees and align them to the company vision. It also provides employees with necessary tools, helps them assimilate, and speeds up their training process.
Gig workers are coming to companies from various backgrounds, and a successful new employee may look much different than those in previous hiring pools. An older professional looking to make a career change, for example, could have the expertise needed to complete a short-term job. A recent grad may hpnefit from a shorter contract to gain industry experience.
Removing traditional bias from hiring opens companies up to a different type of employee. Infusing a company's workforce with a diverse pool, both in background and skills, fosters mutually beneficial partnerships.
When hiring a new worker, it is not enough to just walk her through the office, hand her paperwork, and ask her to read manuals. As her manager, you must make her feel welcome to alleviate anxiety and help her acclimate.
The first step to doing that is contacting the new employee after she is hired. This can be with a welcome letter or phone call. Help your new employee get excited to be a part of the organization. Send the handbook and any paperwork that can be completed early. Digital or smart forms can make this process easier...