The independent talent economy is experiencing significant growth both globally and in the MENA region. Organizations are increasingly tapping into this unique talent pool, drawn by its agility, cost benefits, and easy access to in-demand skills.
However, many organizations fall short in implementing tailored onboarding strategies for these professionals. Traditional employee onboarding practices are not well-suited to the faster-moving, competitive world of highly skilled independents.
To remain competitive and fully leverage these experts, organizations must shift their onboarding approach. Azeem Zainulbhai, Co-founder and Chief Product Officer at Outsized outlines five common onboarding missteps to avoid:
However, many organizations fall short in implementing tailored onboarding strategies for these professionals. Traditional employee onboarding practices are not well-suited to the faster-moving, competitive world of highly skilled independents.
To remain competitive and fully leverage these experts, organizations must shift their onboarding approach. Azeem Zainulbhai, Co-founder and Chief Product Officer at Outsized outlines five common onboarding missteps to avoid:
1.Not Having a Specific Onboarding Process for Independent Talent
Independent talent requires a distinct onboarding approach, prioritizing speed and efficiency. These professionals need to quickly understand their role and get started without being bogged down by exhaustive company histories or traditional resources.Recommendation: Conduct preparatory work before or during the selection process to avoid project delays. Focus on providing concise and relevant information about their specific roles, necessary tools, and company culture. This targeted approach sensures a quick and effective onboarding process for independent talent.
2.Overlooking Access Planning
When it comes to selecting independent professionals, organizations often assume the hard work is complete when the new hire is made. However, before finalizing contracts, they may find themselves entangled in endless email chains with internal stakeholders. Everything from IT access, building access, HR policies etc. can cause a lot of friction for both hiring managers & new hires. Recommendation: Plan ahead by creating a comprehensive journey checklist that outlines all necessary steps for the independent talent to start work. Identify key contacts in each department and establish access permissions and processes in advance. This proactive approach ensures a smooth start and maximizes the new hire’s potential.
3. Lack of Collaboration
Onboarding should be a collaborative effort involving all necessary stakeholders and clear communication channels. Failure to do so can result in misunderstandings, project delays, and overall frustration. It is essential to establish clear communication from the outset and involve all relevant parties, including the independent talent. Recommendation: Form an internal onboarding team where each member is responsible for specific steps in the process. Clearly define responsibilities and ensure that each team member is prepared to assist. This collaborative approach minimizes onboarding friction and leaves a positive impression on the freelancer, increasing the likelihood of future engagements and recommendations.
4. Paperwork Overload
Independent talent differs from permanent employees in their response to extensive paperwork. While permanent hires might accept lengthy paperwork, independent professionals often find it burdensome, leading to stress and negative first impressions.Recommendation: Streamline the paperwork process and communicate it clearly to the new hire. Consolidate all necessary documents into a single package, making the requirements clear and manageable. This approach eliminates the overwhelming paper trail and facilitates a smoother onboarding experience. Make sure you include all paperwork such as visa requirements, NDAs etc
5. Neglecting Mentorship
Independent professionals are often perceived as outsiders or temporary workers. However, as hybrid workforces become more prevalent, integrating and supporting independent talent becomes crucial for attracting and retaining these professionals. Recommendation: Implement a mentorship system, such as assigning a buddy, to provide the independent talent with a point of contact for questions and support. Regular check-ins with a manager and opportunities for professional development are also important. Providing mentorship and support enhances productivity and fosters goodwill among freelancers. The independent talent economy offers organizations significant advantages, including agility, cost savings, and access to in-demand skills. To fully leverage these benefits, it is essential to implement tailored onboarding strategies that address the unique needs of independent talent. By avoiding common mistakes such as overlooking access planning, neglecting collaboration, overwhelming paperwork, ignoring mentorship, and failing to develop a specific onboarding process, companies can ensure a smooth integration of independent talent.This not only enhances productivity and project outcomes but also fosters positive relationships with freelancers, making them more likely to return for future projects. Embracing these best practices will set organizations up for success in the evolving landscape of independent work.