As technical contract work becomes a standard part of business, traditional nine-to-five office jobs are no longer the only option. In fact, demand for technical contract workers on the Hired platform has more than tripled in the last two years alone.

For many companies, having more contract workers means having greater efficiency, as contractors often bring specialized expertise. They empower organizations to scale up quickly and execute on time-sensitive projects. This eliminates the time and cost of training while minimizing the risk of subpar work created by employees working outside their area of expertise.

So, in a world where the talent holds the power, what can staffing firms do to ensure they’re finding and hiring the right people for the right job or project as well as for their own internal needs?

Here are some tips:

Scope and schedule. You want contractors who have the most relevant experience. But they’re often juggling more than one client or project at once, thus affecting their availability. As such, providing a clear scope of the project and deadline up front is a must.

Pay a fair rate. They know what their skills are worth, so when determining how much money to offer, look at objective, third-party data that takes experience, geographic location and skill set into account. For example, activity on Hired’s platform shows that contractors with one year experience or less earn an average of $55 per hour, while those with more than 15 years of experience bring in $116 per hour. Make sure your customers understand this as well. If they push for lower rates, they risk receiving subpar talent.

Stay connected. According to Formstack, 83% of remote workers report their project status to their managers online. Scheduling regular check-ins can help ensure the project is being completed in a timely fashion and will ultimately meet your expectations. However, don’t micromanage. People choose to be contractors for the flexibility and control over their hours, and the companies that hire them should trust them to do their job well. This is where the agency might need to step in on a regular basis.

Long-term potential. Contract positions can allow companies and candidates to feel each other out and determine if the arrangement is a good, long-term fit. Activity on the Hired platform shows that 16% of contract workers ultimately accept full-time roles from a company they contracted with first.

Communicate clear feedback. Evaluate your contractors’ work the same way you would that of a full-time employee. Because a lot of contract workers are remote and email feedback has the potential to be misinterpreted, schedule a phone call or in-person meeting. This will enable you to present clear feedback and answer any pending questions, in real time, while the project is still in motion. After the project is complete, you can focus on what they did well and what they can do better next time. After all, communicating what you think of their work will improve their performance in the future and deepen the relationship in the long run. As a staffing firm, make sure you are communicating the feedback to the client and forwarding their input as well.

Contractors will continue to be a major part of the workforce and organizations will need to learn how to work with contractors effectively. In the end, it can be a big benefit for the talent and the staffing firms or customers that employ them.