Contractor, Temp and Intern Onboarding: A Real-World ERM Use Case
The term “onboarding” is most often associated with the process of providing new employees (as indicated by a quick Google search; see below) with everything they need to perform their jobs from day one.
And as noted here previously, the enterprise request management (ERM) approach to employee provisioning is very effective for coordinating and automating new employee onboarding processes.
But not all hiring is for permanent employees. Many enterprises also hire for shorter or variable periods of time, including:
- Contractors, who may provide ongoing services in a range of areas from office cleaning to R&D. They may also be hired on a project basis, for help with an initiative like a marketing campaign or developing a software application.
- Temporary employees, who may work in a variety of positions on a seasonal basis, to handle unusual demand spikes, or to fill in for employees on leave from work.
- Interns, who gain valuable real-world experience while helping out in nearly any area of operations and providing the organization with a pool of potential future employees.
The ERM approach can be just as effective at provisioning these types of workers as it does permanent employees, while also automating the offboarding process when contracting services are changed or temporary assignments end.
These non-permanent workers have many of the same needs in onboarding as permanent employees, but may not need all of the same equipment, supplies, and services, depending on their specific roles.
Mapping the onboarding needs of various types of temporary staff may look something like the table below (examples only—by no means exhaustive):
|Email account||No (Usually)||Maybe||Yes|
Contractors, moreso than either temporary employees or interns, will generally use their own equipment and software, and may work at their own offices. For certain types of projects, however, their need for company-issued equipment and access to facilities and technology may be similar (though only for a defined time period) to that of a permanent employee.
Temporary employees may or may not need certain types of physical and systems access depending on their role and length of expected service. Interns often have most of the same needs as regular employees, though they generally don’t receive benefits beyond a salary.
With an ERM system, a hiring manager can specify what type of help is needed and for long, then be presented with options specific to that type of arrangement.
Likewise, different types of temporary employees may use the request portal, but only see products and services relevant to their specific situation. (Contractors in most cases likely won’t have access to the portal at all.)
And when an intern’s time or a temporary work arrangement is ending, the ERM system can automate tasks like assuring the return of company property, deactivating security badges, and terminating systems access.
For more information on how an ERM implementation can simplify and automate onboarding processes for temporary and contract help, download the ERM Overview white paper.