Onboarding, Engaging, and Retaining Temp Hires
In today’s dynamic workforce, temporary talent is more than a stopgap. With 27.6 million full-time independent workers in the U.S. in 20251, they are an essential contributor to business success. Independent/temporary workers often operate on short-term contracts, but if nurtured well, they can leave a lasting impact. Yet, many organizations struggle to integrate these professionals into their culture, leaving them feeling disconnected and undervalued. The results can include lower engagement, reduced productivity, and missed opportunities for repeat placements or long-term retention.
Conversations with temp hires shed light on what these workers truly value and where they struggle. Flexibility remains the biggest draw, offering autonomy and control over schedules, yet instability and lack of benefits continue to be major pain points. Many workers also report feeling disconnected, struggling to align with company culture when treated as outsiders. Above all, respect and transparency matter most.
Building a culture that embraces temporary workers represents more than good ethics; it’s good business. Here’s how employers can build a culture of inclusion and appreciation to onboard, engage, and retain temp workers as part of the broader team.
Step 1: Onboard Like You Mean It
Onboarding helps set the tone for the entire engagement. Treat it as more than paperwork and make it an experience.
Start Before Day One
Build trust early and send a welcome email or kit that includes company values, mission, and practical details like start date and reporting manager. Make a social connection by connecting on LinkedIn and sending a welcome message.
Set Clear Expectations
Share how their contributions impact broader firm goals. Define responsibilities, performance metrics, and milestones. Clarity and clear expectations can boost confidence and relieve stress.
Provide Role-Specific Training
Offer condensed but comprehensive training on tools, processes, and policies. Consider using a digital onboarding portal to make resources accessible at any time for anyone.
Assign a Buddy or Mentor
Connect temp hires with experienced team members to provide guidance and amplify integration. This fosters a sense of belonging, reduces isolation, and can benefit the mentor by strengthening leadership and coaching skills.
Inclusion Starts With a Simple “Hello”
Schedule a welcome meeting or a casual chat to help new temp hires connect with the team. Ask your team to introduce themselves, not only breaking the ice for new staff but also strengthening team bonds.
Step 2: Engage Beyond the Basics
Engagement can be inclusive. Temp workers thrive when they feel respected and looped in.
Share the Bigger Picture
Help employees and temp hires understand the companywide goals and how their work contributes to it. Purpose drives engagement.
Foster Inclusion & Belonging
Virtual coffee breaks or team-building activities go a long way. Brief interactions create a sense of community.
Offer Professional Development
Short-term workers appreciate learning opportunities, including smaller micro-training sessions. It signals respect and investment.
Step 3: Retain Gig Workers Through Culture
Retaining gig workers isn’t so different from retaining full-time employees. Both thrive on positive engagement.
Prioritize Inclusion Holistically
When inclusion, gratitude, and transparency are woven into the fabric of the organization, culture transforms into an authentic experience that people can feel.
Culture Starts at the Top
Strong workplace culture is rooted in leadership. When leaders consistently demonstrate positive values, those behaviors set the tone and ripple throughout the organization.
Foster Open Communication
Create channels for feedback and dialogue, such as anonymous surveys, open office hours, or team forums. Build trust through transparency.
The Bottom Line
Temporary talent isn’t temporary in impact. By investing in onboarding, engagement, and cultural integration, organizations can unlock productivity, loyalty, and advocacy, not only from short-term hires, but the organization as a whole. In a world where flexibility rules, creating a welcoming culture for gig workers could be a part of your competitive advantage.
Talent Shift Can Help
Whether you are an organization looking to fill temporary roles or are in the marketplace for contract work, Talent Shift is here to help.
