Thank you for your question. I look forward to working with you to provide you the information you are seeking for educational purposes only.
Unfortunately, you cannot just "try employment" without paying unemployment
tax and workers compensation
insurance and making proper deductions
from their pay for social security.
Furthermore, I am afraid that even though you now call them independent contractors, they may really be employees anyhow, which could cause you a bigger issue. In order to determine if they are employees, the IRS and Department of Labor
look at your control over their work, such as providing tools, equipment for them to work, or if you direct their work hours (time of work, where they work). So right now they may already be employees, even though you are calling them 1099 independent contractors. See: https://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-Self-Employed-or-Employee
See also: https://www.irs.gov/taxtopics/tc762.html
You need to seriously evaluate your employee/contractors to make sure you are not improperly classifying them, that is the first step.
If they are truly independent contractors, then leave them that way, because you trying what you mention above you cannot do without taking proper taxes and paying workers compensation. If you find your workers really should be employees and you have misclassified them, you need to fix it and not ignore it because if you are caught misclassifying it could cost you significant money in fines and penalties to the IRS and to the Department of Labor.