What Is a Contingent Worker in Field Service? A Complete Guide

A contingent worker in field service is a temporary or project-based professional hired to handle specific tasks or periods of high demand. They’re crucial for providing flexibility, specialized skills, and cost efficiency, allowing companies to adapt quickly to changing business needs.

Our research finds that 74% of mobile workers say that customer expectations are higher than they used to be. But field service is facing a shortage of skilled workers, exacerbated by the retirement of seasoned technicians, a drop in job applications, and the rising demand for specialized skills. Contingent workers help fill this gap by providing the necessary skills and flexibility to meet fluctuating demands and adapt to new technologies like AI agents from Agentforce.

In this article, we highlight the importance of contingent workers in field service, the benefits they bring, and how Salesforce’s field service management software can help you manage them effectively.

• Contingent worker defined
• Types of contingent workers
• Benefits of hiring contingent workers
• Challenges with contingent workforces
• 5 contingent worker examples
• Future trends in contingent labor
• What is contingent workforce management
• Learn how Salesforce can help you manage contingent workers

A contingent worker is a professional hired on a temporary, freelance, or contract basis rather than as a full-time employee. These workers are typically engaged for specific projects or seasonal needs, allowing businesses to scale their workforce dynamically. In field service management, contingent workers provide specialized skills and flexibility, helping organizations meet fluctuating demands without long-term employment commitments.

Contingent workers vs. contractors vs. employees

Understanding the differences between contingent workers, contractors, and full-time employees is critical for workforce planning in field service:

• Contingent workers: These individuals are hired temporarily to fulfill specific business needs. They can include freelancers, gig workers, contractors, and temp agency employees. They do not receive company benefits and often work on a project basis.
• Contractors: Independent contractors are a type of contingent worker, but not all contingent workers are contractors. Contractors are self-employed individuals or businesses providing services under a contractual agreement. They often have more control over how they perform their work compared to other contingent workers.
• Employees: Full-time or part-time employees are directly hired by a company and receive benefits, regular salaries, and legal protections under labor laws. They have more job security and typically follow a more structured work schedule.

Contingent workers come in various forms, each serving different business needs in field service:

• Contractors: These are individuals or companies hired on a temporary basis to handle specific tasks or projects under a contractual agreement. For example, a contractor might help with window installations for a new condo complex.
• Gig workers: They are individuals who take on short-term jobs, like an on-demand field service technician who can fix a homeowner’s broken fence. They’re available for immediate tasks and can be called upon whenever needed.
• Freelancers: These independent professionals offer specialized services, such as IT technicians or repair specialists. Freelancers are self-employed and can work on a project-by-project basis.
• Temporary workers (temps): Temps are hired through staffing agencies for short-term assignments providing temporary customer support to fill gaps in the workforce. For example, a temp might cover for a dispatcher on parental leave.
• Part-time or seasonal workers: These workers are hired for peak seasons or specific projects, such as selling Christmas trees or removing snow. They work on a part-time or seasonal basis to meet increased demand for customer service or handle specific tasks.
• Consultants: They are experts who provide strategic advice or specialized knowledge for a limited time. For instance, a safety consultant might come in to ensure that field service operations comply with safety regulations and best practices. They offer their expertise to help companies optimize their operations and meet regulatory requirements.

Hiring contingent workers provides several advantages for field service businesses, including:

• Cost savings: Businesses save on full-time salaries, benefits, and overhead costs.
• Flexibility: Companies can quickly scale their field service workforce up or down based on demand.
• Access to specialized skills: Contingent workers can bring expertise in areas such as field service automation or field service AI without long-term commitments. They can help bring other workers up to speed in these areas.
• Faster hiring process: Businesses can quickly onboard contingent workers compared to traditional employees.
• Reduced administrative burden: Employers avoid complex HR processes related to permanent employment.

Despite the benefits, managing a contingent workforce comes with challenges, but Salesforce can help mitigate them.

• Compliance risks: Misclassification of workers can lead to legal and tax issues. Field Service ensures proper classification and management of workers, reducing the risk of legal and tax issues through robust worker profiles and compliance tracking.
• Limited loyalty & engagement: Contingent workers may not be as committed to company goals as full-time employees. Field Service enhances better commitment from contingent workers by facilitating real-time communication through channels like Slack for Field Service, making them feel more connected to the team.
• Training & onboarding: Ensuring contingent workers are adequately trained can be time-consuming. Salesforce’s Trailhead offers free online learning, and the Serviceblazer Community on Slack provides a space for collaboration and best practices in field service management.
• Data security risks: Contingent workers may have access to sensitive information without long-term accountability. Field Service provides granular access controls and audit trails, ensuring that temporary workers have access only to the information they need and that their actions are monitored.
• Coordination & communication: Managing a hybrid mobile workforce of employees and contingent workers requires seamless communication strategies. Field Service facilitates seamless communication and coordination through integrated scheduling, real-time updates, and collaborative tools, making it easier to manage a hybrid workforce and provide exceptional customer service.

Here are some real-world examples of contingent workers in field service:

1. HVAC repair specialists: Independent contractors are often brought in for seasonal maintenance projects like checking refrigerant levels or changing spa filters.
2. Delivery drivers: Many logistics companies rely on gig workers to manage fluctuating delivery demands, such as those created by the holidays, which can cause a significant spike in delivery and transportation needs.
3. Construction workers: Temporary laborers are a big help when it comes to meeting project-based workforce needs, especially during busier times of the year, like the summer when new construction projects kick off.
4. Medical personnel: Hospitals hire temporary staff to handle increased patient loads during natural disasters and other crises.
5. Dispatchers: Businesses use seasonal dispatchers during peak times, such as major holidays when there is a surge in delivery requests.

These use cases illustrate how contingent workers are crucial for managing fluctuating demands and peak periods in field service industries.

The contingent labor market is evolving, with several emerging trends shaping its future:

• Increased gig economy participation: More field service professionals are gravitating towards flexible, project-based work, driven by the desire for autonomy and work-life balance. The Serviceblazer on Slack community is a great resource for sourcing gig workers.
• Technology-driven hiring: AI agents like Agentforce are revolutionizing the recruitment and management processes, making it easier and more efficient to find and manage contingent workers in field service. Agentforce can help with recruiting contingent workers in field service by offering streamlined tools for managing the hiring process, from sourcing and onboarding to scheduling and deployment.
• Greater regulatory oversight: Governments are increasingly focusing on worker classification laws, aiming to protect the rights and benefits of contingent workers and ensure fair practices.
• Blended workforce models: Companies are adopting more integrated approaches, seamlessly blending full-time employees with contingent workers to create a more flexible and responsive workforce.
• Enhanced workforce analytics: Data-driven decision-making is becoming more prevalent, allowing organizations to optimize workforce planning and improve overall efficiency and productivity.

Contingent workforce management in field service involves the strategic planning, coordination, and oversight of temporary, part-time, or contract workers who are brought in to support field operations. This includes tasks like scheduling, training, and ensuring that these workers have the necessary skills and resources to meet the specific needs of the business, especially during peak periods or unexpected surges in demand. Effective management of a contingent workforce helps companies maintain flexibility, control costs, and ensure consistent service quality, even when faced with fluctuating workloads.

Salesforce provides robust solutions to manage contingent workforces effectively. With Agentforce for Field Service andField Service, your business can:

• Automate dispatching: Agentforce Resource Management helps dispatchers to easily assign tasks to contingent workers based on their availability and specific skill sets.
• Enhance scheduling: Enhanced Scheduling and Optimization in Field Service automates scheduling for contingent workers, while aligning with priorities, constraints, and service-level agreements.
• Monitor performance in real-time: Gain valuable insights into contingent workforce productivity through Field Service Intelligence, allowing your managers to make data-driven decisions and address any issues promptly.
• Respond to urgent work requests: Work Capacity lets you prioritize tasks for your contingent workers based on location, work type, and timeframe, ensuring you meet SLAs and revenue goals.

Plus, your contingent workers can access all Field Service functionalities, including Visual Remote Assistant, Appointment Assistant, and knowledge management directly from their mobile devices, even without internet access.

By using Salesforce, your business can enhance workforce agility, improve operational efficiency, and maximize the benefits of contingent labor in field service.

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