Some specialist temporary workers set up in business on their own account. You should ensure that the contract reflects the reality and that you are not unwittingly giving employment status to a contractor through the degree of control exercised over their time and method of work. They will also need to provide insurance cover.
Depending on the category there are varying employment protections and legal considerations to be aware of. Advice should be sought from HR on how you can best resource your needs appropriately bearing this in mind.
If applicable*, you will need to log your contractor on the HR&ICT Servicedesk. Guidance can be found here.
*There may be some external projects that do not require a contractor/consultant to be logged with the Servicedesk i.e. if they are not considered part of our workforce.