How Are You Effectively Onboarding and Upskilling Contract or Agency Hires While Maintaining Compliance Boundaries? I’m interested in learning how other organizations are managing the balance between effective engagement and compliance when working with contract or agency hires. Specifically: 1. What strategies or tools do you use to onboard and upskill contingent workers without blurring the lines of employment? 2. How do you ensure they’re aligned with your culture, processes, and performance expectations while maintaining an arms-length relationship? 3. Are there any best practices or lessons learned you can share around managing this workforce segment at scale?

Hi Lorenzo,  Our approach is
 
Compliance training is a mandatory first step.  All contract or agency hires complete essential compliance modules (data privacy, information security, etc.) before they’re granted access to internal systems or platforms. 

Core Values briefing in focussed session periodically.

Hi Lorenzo. This is an interesting challenge as we move to an agile workforce that has more contract, labour and casual hire contracts within the organisation. 1.Our approach is to have a reduced essential online compliance training modules to be completed which is different to our 'employed' workforce. 2. our standards of behaviour and values are clear in induction, their feedback is sought in engagement and culture surveys but a different survey link is sent to keep them identifiable as a group, and performance expectations are recorded in a different way (out of our online system) 3. I feel that a lesson we are learning is our ability to easily identify this group of workers is essential and we are currently working through this process using a legacy system that doesn't allow a huge amount of flexibility. Definitely room for us to improve and I'd be interested in other peoples feedback.