ATR International has been a trusted staffing supplier for over 30 years. Working with people is at the heart of our business and the importance of maintaining strong relationships with our contractors has been central to our success as a company. Which is why it is so important to have a strong and efficient contractor care program for checking in with your contract employees on a regular basis. With recruiters usually busy sourcing and screening new candidates, it can be overwhelming for them to also keep in contact with every contractor they have working with them. Our contractor care program was implemented in an effort to give contractors a way to provide steady feedback on how they think we are doing, bring up complaints, and work with me to solve everyday issues that they may have with their job or contract.
The program also acts as an effort to increase the retention of our contractors and their satisfaction level. It is very costly to find replacements for good employees who end up leaving. Which is why we feel that the best approach is always to nurture those relationships that ATR has already established with the contractors. When you have high contractor turnover, due to dissatisfaction or a misunderstanding in the job they are being hired for, it leads to increased stress on the recruiters as they have to work extra hard to find replacements and then successfully get them through the lengthy onboarding process.
Work as a Contractor Care Specialist
As a contractor care specialist, it is my job to dig in and get to the root of any problems contractors may be facing that our recruiters may not be able to address immediately. This helps alleviate potential problems that could be looming in the back of a contractor’s mind, and opens up more leeway for recruiters to focus on hiring. Through these efforts, it is our sincere hope that we can provide them with the help and support needed. Satisfied contractors lead to a successful business!
On the other hand, my job as a contractor care specialist is important because of the potential consequences of dissatisfied contractors over the long-term. It takes a significant amount of time, money and effort to get someone hired and then processed for a background check. The length of time needed just to get a new hire through this process could range from as short as 1 week to as long as 6 months, depending on the client. Back when I first started out in recruiting, I saw multiple hires who were sometimes able to start within a couple of days of receiving an offer. For other hires, it took around 6 months to clear a background check due to things like government security clearances needing approval. High turnover is its own form of a business debt that can be a serious drag on a company’s bottom line.
The moral of the story here is that you can’t rely on continuously replacing contractors to run a successful business. Some job skills are just too niche and require highly specialized training, so it is hard to find replacements for these types of roles.
Through our contractor care program, we have the ability to let our contractors voice their concerns and get help with their problem. It allows contractors a way to establish a deeper connection with our company through more than just working with their recruiter. With ATR being a family-owned business, we want to always remember that our contractors are members of our family as well, so providing the best possible experience for them is very important to us. Staffing is a business of relationships after all!
Interested in working with ATR and our dedicated team of recruiters? Send us your resume here.