When you bring in a contract hire, you expect them to be able to hit the ground running, but they aren’t mind-readers. There’s a lot of ways onboarding can go wrong. Have your contractors been bogged down by minor details and micro-managed with constant oversight? Or are they being asked to build something they’re not qualified for?

Projects move fast, and nobody’s got time for missed deadlines or projects that don’t meet requirements. That’s why it’s essential to find a win-win for all parties! As a manager, take charge and set your contract employees on the fast track to success.

What systems can you put in place to help your IT contractors ramp up quickly and excel in their role?

Put it in writing

Remove all doubt by outlining their roles and responsibilities on paper. This gives them a guide to use on a day-to day basis. Have them sign off so it’s clear that they read and understand what you expect.

Set them up for success

As part of your onboarding process, keep these tried-and-true tactics in mind:

  1. Be prepared. Do the work before they get to work. Have their employee agreement written ahead of time, so it’s ready to go on day one. This way, you can meet with your new hire, outline all expectations, get their buy-in and let them hit the ground running!
  2. Outline expectations. Make sure to start with the end in mind! What are they responsible for? Which tasks do they own? Include the standards you need them to meet, and deadlines you need them to hit.
  3. Share the environment and culture. Right from the beginning, let your contractors know what it’s like to work within your walls. Is it whisper-quiet, or do employees engage in open dialogue to problem-solve throughout the day? Is it more formal or informal? Share any tips that can contribute to their success on the job.
  4. Follow up. Keep the lines of communication open. Creative, hardworking minds often have questions, need feedback or want to brainstorm better ways to solve problems. Keep an open mind and an open door and meet at least once a week for project status updates and to see how things are going.
  5. Work with your recruiter. Your recruiter and their team are in your corner when it comes to making the most of a contract hire. Beyond knowing your business inside and out, recruiters will be receptive to your questions and concerns and find solutions that work. That’s why good communication with your recruiter is a great way to ensure contracted employees get the information and training they need.

Looking to expand your team with contract hires?

RightWorks can help! We’ll work with you to understand your IT staffing needs and find employees that fit. To learn more, contact us today!