Alright, let's talk about something that probably gives most small HR teams a collective groan: onboarding contractors. You know the drill, right? Contractors are absolutely essential for filling skill gaps and scaling quickly. But actually getting them from 'hired' to 'productive' often feels like navigating a maze blindfolded. It doesn't have to be this way, though. Think about the typical gauntlet. It usually kicks off with a hiring manager sending an email, maybe attaching a Word document with some details. Then HR steps in, reviews the request (manually, of course), checks off a mental list of things. If it gets the green light, you're chasing down approvals, often playing email ping-pong across departments. Then it's coordinating with the contractor themselves to get their W-9, their signed agreement, maybe some background check consent. After that, you're nudging Accounts Payable to set them up as a vendor, hoping they get the right tax ID. ...
For the modern HR leader whose core systems can't keep up. A blog on bridging the gaps with agile workflows and practical automation.