
Contingent Talent Management Strategies are no longer just a cost-saving tactic, they’re a strategic priority for companies competing in a modern, fast-paced marketplace. As businesses adapt to shifting workforce needs and economic changes, managing a contingent workforce effectively has become essential to staying agile and competitive.
According to a January 2024 analysis by Actalent, contingent workers now make up 35% of the U.S. labor force more than double the rate from a decade ago and that percentage is expected to continue growing in the years ahead (Actalent Report). With this surge, companies need scalable, strategic contingent talent management solutions that deliver measurable results, not short-term fixes.
At Suna Solutions, we’ve seen firsthand how smart strategies can make a major impact. Below are key practices that help organizations take control of their contingent workforce management and get better outcomes across productivity, compliance and cost control.
1. Build a Centralized Program Around Visibility and Control
One of the biggest challenges in managing a contingent workforce is a lack of visibility. Without a centralized program, hiring managers may rely on separate vendors, inconsistent processes and spreadsheets that don’t tell the full story.
An effective contingent talent management strategy starts by unifying all contingent labor through a single system, whether that’s a Managed Service Provider (MSP), Vendor Management System (VMS) or a combination. At Suna, our approach centralizes data across suppliers, spend and performance. That gives leaders the control they need to make smarter hiring decisions and uncover cost-saving opportunities.
2. Prioritize Compliance From the Start
Worker misclassification can result in serious legal and financial consequences. A key part of contingent workforce management is ensuring each worker is engaged through the correct classification, whether they are W-2, 1099 or working under a Statement of Work (SOW). Companies should implement consistent vetting and onboarding processes, including background checks, eligibility verification and classification audits. By partnering with compliance-focused staffing providers like Suna, organizations reduce risk while maintaining speed and scalability.
3. Use Data to Inform Supplier Performance
A strong contingent talent management strategy includes ongoing supplier evaluation. With the right technology and reporting tools, companies can track time-to-fill, quality of hire, attrition rates and costs per requisition, then benchmark suppliers based on real results. Instead of spreading spend across dozens of vendors, strategic organizations consolidate partnerships based on performance. At Suna, we provide clients with transparent scorecards and insights to drive continuous supplier improvement.
4. Create a Talent-Centric Candidate Experience
Too often, contingent workers are treated like transactions instead of valued contributors. That disconnect can lead to poor engagement, high turnover and reputational risk. The best contingent workforce management strategies elevate the candidate experience through clear communication, structured onboarding and responsive support. For example, providing prompt feedback, streamlined timesheet approvals and access to support services fosters long-term loyalty and boosts productivity. Suna’s client teams focus on making the candidate journey a seamless one from initial contact to final assignment.
5. Plan Ahead with Talent Pools and Market Intelligence
Relying on reactive hiring leads to delays and inflated costs. A forward-thinking contingent talent management approach includes building proactive talent pipelines and using labor market insights to stay ahead of trends. Our team at Suna helps clients forecast needs and build pre-vetted talent pools tailored to specific skill sets, industries and locations. We also provide market rate benchmarking so companies can stay competitive without overextending budgets.
Why It Matters Now More Than Ever
The shift toward flexible work is accelerating across every industry. Companies that implement Contingent Talent Management Strategies as a core part of their workforce planning not just a short-term solution, gain a powerful edge. They respond faster to change, access critical skills and improve workforce outcomes without sacrificing compliance or cost efficiency. Whether you are scaling operations, launching new projects or trying to navigate complex labor laws, effective contingent workforce management is the foundation for workforce agility.
At Suna, we help companies build results-driven programs that streamline contingent labor, drive performance and reduce risk. From strategic sourcing to compliance audits to supplier performance management, we’ve got the expertise and tools to make managing a contingent workforce easier and more impactful.