Most companies use a contingent workforce in some way. Yet, while permanent hires are often rigorously checked, many consultants and contractors aren’t held to the same standards.  

It’s a curious one, isn’t it? These professionals are being brought in to deliver on key projects – perhaps even highly-confidential ones – and lead mission-critical work. Yet their credentials aren’t always thoroughly verified. One missed issue could grind a project to a halt, cost millions or damage your reputation.  

The immediate value of thorough compliance is obvious: reduced risk and peace of mind. But there are valuable extra benefits for leaders who extend your verification processes to contingent workers too.

Better visibility

Many organisations can’t easily answer “How many contingent workers do we have, and who are they?” But a consistent verification process applied to everyone coming into the organisation creates a reliable dataset. In lieu of other workforce management tools, it’s a great starting point. And a jump off point for better workforce planning too.

Faster conversions

If a contractor proves to be a great fit for a permanent role, having verified credentials and background checks already in place speeds things up. It also and avoids the potential embarrassment of red flags surfacing during permanent onboarding after that person had already been in the business for weeks or months as a contingent worker.

A better brand experience

A smooth, secure onboarding process for contingent workers sends a positive message about your organisation. It stands out compared to the inconsistent, clunky experience that can happen when multiple manual steps and third parties are involved. When top contingent talent is in-demand, it pays to make a great first impression.

Next time you’re reviewing workforce compliance, make sure you include every part of it — permanent, contingent, and everything in between. The payoff goes far beyond risk mitigation.