Navigating Contingent Workforce Management: Strategies and Best Practices for 2024


In 2024's dynamic business landscape, mastering contingent workforce management is key for companies aiming for flexibility and access to specialized talent. This guide explores the essentials of managing non-permanent workers effectively, highlighting the role of innovative solutions like Maidprofit in overcoming common challenges and maximizing benefits.

Understanding Contingent Workforce Management

Contingent workforce management is the strategic approach businesses take to hire and manage non-permanent workers—such as freelancers, contractors, and temporary employees—to complement their existing workforce. This approach enables companies to respond swiftly to market demands, scale labor efficiently, and tap into a vast pool of specialized talent.

Understanding Contingent Workforce Management

Key takeaways:

  • Contingent workforce comprises temporary workers hired for specific projects, seasonal demands, or staffing gaps.
  • Types include independent contractors, SoW consultants, gig workers, freelancers, and temporary workers.
  • Contingent workers typically lack the perks and benefits of long-term employees and may feel isolated from the company culture.
  • Hiring varies by work nature, demand, budget, and talent availability, often through direct hire, job platforms, staffing agencies, or recruiters.
  • Some may transition to permanent roles, but most contracts end once project goals are met.
  • The gig economy and digital platforms have spurred contingent work growth, driven by desires for work flexibility and company cost-effectiveness.

Contingent Workforce in Action: Industry Examples

From tech startups requiring specialized developers for short-term projects to healthcare facilities needing additional staff during peak times, industries across the board leverage contingent workers to maintain a competitive edge. This flexibility allows businesses to adapt quickly without the overhead associated with full-time hires.

Contingent Workforce in Action: Industry Examples

Here are some examples of industries that use temporary staffing:

  • Retail: Retail often hires seasonal workers during peak times like holidays to manage increased demand.
  • Events and hospitality: Events and hospitality sectors hire gig workers such as servers and bartenders for specific events or busy seasons.
  • Healthcare: Healthcare facilities, notably during the pandemic, have extensively utilized contingent workers to fill staffing shortages.
  • Manufacturing: Manufacturing employs contingent labor for tasks like assembly lines and quality checks during periods of high production demand.
  • Construction: Construction projects rely on contractors with specialized skills, including electricians, plumbers, and carpenters.
  • Transportation and delivery: Transportation and delivery services, including couriers and rideshare, predominantly use gig workers for their flexible staffing needs.

The Strategic Advantage: Benefits of a Contingent Workforce

Employing a contingent workforce offers several advantages:

Firstly, they help with fluctuating workloads so your business can manage changing market conditions. For example, when the markets are flourishing and customers are spending more, you may need additional workers to help meet rising demands. Conversely, when the economy is declining and demand is low, you may need to cut back on resources. With contingent workers, you can scale up or down as required. 

You can also hire contingent workers to bridge skills gaps. For instance, you may need specific skills for a particular project or for a limited duration. Hire a contingent worker, and you won’t need to pay for a permanent employee and can still benefit from innovation and continue to grow. 

Moreover, you aren’t obliged to offer contingent workers health insurance, retirement plans, paid time off (PTO), or other benefits. This makes them cost-effective, particularly during difficult times.

Benefits of a Contingent Workforce

Challenges and Solutions in Contingent Workforce Management

While the contingent workforce offers many advantages, it also presents challenges, such as ensuring compliance with employment laws and integrating contingent workers into your team. Effective communication, clear expectations, and thorough onboarding processes can help mitigate these challenges.

Challenges and Solutions in Contingent Workforce Management

Cultivating Success: Best Practices for Management

Managing a contingent workforce effectively can bring flexibility and innovation to your business operations. Here are focused strategies and tips for each aspect of the management process:

Invest Time in Good Talent Acquisition and Vendor Management

Finding the right contingent workers starts with a solid acquisition strategy and reliable vendor partnerships.

Tip: Use specialized recruitment platforms and networks that cater to your industry's contingent workforce. This ensures access to a vetted talent pool with the specific skills you need.

Clearly Outline the Scope of Work and Terms

Clarity from the onset minimizes misunderstandings and aligns expectations.

Tip: Make use of digital contract tools that allow for easy customization and clear communication of job responsibilities, timelines, and compensation details.

Classify and Onboard Contingent Workers to the Right Systems

Effective onboarding is crucial for contingent workers to hit the ground running.

Tip: Develop a streamlined digital onboarding experience that includes access to essential tools, an overview of company policies, and clear guidelines on project objectives.

Keep Them Engaged and Track Progress on Projects

Maintaining engagement and tracking progress ensures project success.

Tip: Implement regular virtual check-ins and use project management software to keep tabs on milestones, facilitating open communication and timely feedback.

Educate and Train Them Properly

Proper training equips contingent workers with the knowledge to perform effectively.

Tip: Provide access to online learning resources and in-house training sessions that cover necessary skills and company-specific processes.

Make an Effort to Connect with Them

Building a connection with contingent workers fosters a more cohesive work environment.

Tip: Encourage their participation in team meetings and informal social events to integrate them into the company culture and build rapport with permanent staff.

Consider External Help or Automate the Process In-House

Leveraging technology can significantly streamline the management of a contingent workforce.

Tip: Explore workforce management software like Maidprofit, which offers features designed to simplify scheduling, communication, and project tracking for contingent workers.

3 Best Contingent Workforce Management Software 

Incorporating technology is key to efficiently managing a contingent workforce

1. MaidProfit 

In the realm of managing a contingent workforce, embracing cutting-edge technology not only simplifies complex processes but also enhances operational efficiency. Maidprofit emerges as a standout software solution, specifically engineered to address the nuanced demands of contingent workforce management. Here’s why Maidprofit is indispensable for businesses aiming to optimize their contingent workforce strategy:

  • Precision Automated Scheduling: Maidprofit transcends traditional scheduling by offering an intelligent system that effortlessly coordinates contingent worker assignments. This feature ensures optimal task allocation based on availability, skill set, and project needs, eliminating scheduling conflicts and maximizing workforce productivity.

  • Accurate Time Tracking and Payroll Integration: With Maidprofit, tracking the hours worked by each contingent worker becomes a breeze, providing a reliable foundation for accurate payroll processing. This integration not only streamlines financial administration but also reinforces trust among your contingent workforce through timely and precise compensation.

  • Enhanced Communication Channels: Maidprofit bridges the communication gap between managers and contingent workers with its robust communication tools. Whether it's clarifying job details, updating task statuses, or addressing queries, this platform ensures that every message is conveyed clearly and efficiently, fostering a cohesive working environment.

  • Rigorous Compliance Management: Navigating the compliance landscape can be daunting, especially with a contingent workforce. Maidprofit simplifies this challenge by keeping businesses informed and compliant with relevant employment laws and regulations, safeguarding against potential legal pitfalls and ensuring a compliant operational framework.

  • Comprehensive Performance Analytics: Understanding the impact and contribution of your contingent workforce is vital. Maidprofit offers detailed performance analytics, allowing managers to evaluate work quality, identify areas for improvement, and make data-driven decisions to enhance team productivity and project outcomes.

Especially, you can use MaidProfit free for one month. If you sign up for MaidProfit’s monthly subscription, you can cancel your subscription at any time without penalty. 

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2. Avature 

Avature is a talent acquisition and management solution. Companies can use its customer relationship management (CRM) tool to manage their contractor pool. Avature also links with other vendor management systems.

It has features such as email, SMS, social media, and WhatsApp to reach out to the talent pool. There’s also a reporting and analytics dashboard so agencies and companies can track progress and gain insights.

Avature helps engage gig workers from the talent pool, but it lacks features such as a work chat, surveys, and more that keep them engaged at work. It also doesn’t have project management tools like time tracking and scheduling.

Key Features

  • CRM capabilities 
  • Applicant tracking system 
  • Social media advertising 
  • Reporting and analytics 

3. SAP Fieldglass 

SAP Fieldglass is the final entry on our list of the best contingent workforce management solutions. Managers or HR teams can use job templates or create a new job requisition by collaborating with stakeholders through the app. Job requisitions can be sent to vendor platforms for publishing. 

With SAP Fieldglass, managers can view candidate profiles by status, such as active workers or active job seekers. Interviews can be held using integration with Microsoft Outlook. 

SAP Fieldglass also offers features for managing contingent workers while on assignment. This includes onboarding, timesheet management, and tracking invoices. 

Lastly, managers can use the app to offboard contingent workers and give them a rating or rehire/don’t rehire tag. However, SAP Fieldglass lacks a centralized document center to store and manage paperwork for gig workers.

Key Features

  • Job requisition templates
  • Candidate profile views, including availability status
  • Timesheet management
  • Invoice and payment tracking

The Future of Workforce Management

As we move forward, the contingent workforce is set to become an even more integral part of business strategies. Staying informed about the latest trends, such as the increasing use of AI for talent matching and the importance of creating an inclusive culture, will be essential for businesses looking to thrive in 2024 and beyond.


Effectively managing a contingent workforce is vital for businesses aiming to stay agile and competitive in the modern economy. By understanding the challenges, employing best practices, and utilizing specialized management software, companies can harness the full potential of their contingent workforce.

Contingent Workforce Management
Workforce Strategies 2024
Best Practices in Workforce Management'
Maidprofit Software
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Chi Linh

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