In my last blog post, I spoke aboutthe importance of companies on-boarding contractorsproperly and what contractors can do to ensure they are part of the process. Along with a great on-boarding program, companies mustinvest time in off-boardingcontractors. As mentioned before, independent contractors, like employees, can have a significant impact on a company’s culture and brand. They can either be a great advocate for the company or be a negative voice out in the marketplace. With social media sites such asGlassdoorgrowing in popularity as a reference point on whether to join a company, it is vital that companies take the chance to fully understand what the contractors work experience was like during their contract.
As a staffing agency, we have the opportunity to work with many clients and contractors. After recruiters speak with contractors about a new job opening, the contractor often checks their LinkedIn network to see if anyone they know has worked with the client, and even more precise, with the hiring manager. They might also check Glassdoor to see how happy people are with the company. We have had the unfortunate experience of having more than one contractor turn down a potentially great role due to a poor review. Yes, a lot of times the poor feedback is warranted due to difficult projects. But, a number of independent contractors have mentioned that they felt even though their contract was coming to a natural end, they were poorly exited. Often times, contractors sight that the hiring managers were not even around on their last day and they did not know who to pass their technology/pass cards or project notes to! It left many of the contractors feeling they had done bad job even though they met all the deliverables.
Here are some pointers for both client and contractors on how best to off-board a resource/project and maintain a great brand image:
The independent contractor and client should work closely to capture all of the work that has been done during the contract and document important items for future reference.
Communicate to the team that the contract has come to an end and a team member will be leaving. The contractor should pass along contact details if the client needs to reach you for clarification questions.
If the contractor has stakeholder relationships beyond the key team, ensure that the whole team knows of the upcoming departure. Often, business clients are left out of the communication chain.
Conduct an exit interview with the contractor to ensure feedback is received. This exit interview should be done by the hiring manager or by a resource manager/HR. Key questions to ask the contractor (or for the contractor to share) is did you like the work you were involved with and would you come back to work with the manager or the company.
A successful off-boarding program will add value to the company’s brand as well as help control any potential negative feelings being left unsaid and put out into the marketplace. Maintaining a great brand will help clients attract new contractors and more importantly entice past contractors to return.