The 3 Do’s And Don’ts Of Onboarding Independent Contractors

I’ve been talking a lot about independent contractors both with my clients and in my blog posts recently, and with good reason! As I discussed a few weeks ago utilizing independent contractors can help you fill-in any staffing gaps you may be facing due to the ongoing COVID-19 pandemic (not sure you’ve heard of it). Also in my last post, I focused on why the onboarding of independent contractors is still important even though they aren’t regular employees, before offering a few quick tips on how the onboarding process should be set up.


Now it’s time to address the onboarding process in greater detail. If you’re a business owner that’s wondering what you should do when onboarding independent contractors, and what you shouldn’t, then keep reading because I’m here to help you find the answer.


DO: Sign And Save All Legal Documents

The more streamlined your onboarding process, the easier it will be for your independent contracts to get started. Thereby having templates for all contract and legal documents saved and ready to go will help your contractors hit the ground running and save you time.


DON’T: Wait For Your Contractor To Get Started To Dot The I’s

When working with any independent contractor, a business owner’s goal should be to maximize the time a contractor can spend working on the specific project they have been hired for. Therefore, be sure to request access to any needed technology systems and access, and set them up with your HR and finance teams before their start date, so they can get to work on day 1 of their contract.


DO: Establish Communication Rules

During onboarding, you and your contractor should work together to determine how frequently you should communicate. The result may vary based on the job you're expecting your contractor to do, but in general we recommend checking in more often than not.


DON’T: Leave Your Contractor In The Dark

They may not be full-time employees, but it’s still important you give your contractors a sense of your company’s culture and goals. That way, they can better understand how their work fits into the bigger picture, and gain a fuller comprehension of how their milestones and deliverables will help your business grow.


DO: Ask Your Contractor For Feedback

Most companies today ask their employees for feedback, but many neglect to do the same for their independent contractors. Getting their feedback about what is working and what isn’t will both make their job easier, and allow you to improve your processes in the future.


DON’T: Hesitate To Give Them Performance Feedback

The earlier you give your independent contractor feedback on their performance, the sooner they can start to fully understand your business needs, and provide you with the exact kind of meaningful work you are looking for.


These are just a few small and helpful hints on how to establish a solid onboarding process for your independent contractors. For my assistance on how to best work with independent contractors, or any of your other HR needs, reach out to HRTailorMade today!