Flexible Workforce
A flexible workforce shouldn’t surprise anyone. We live in a flexible on-demand world. If we can’t get to the grocery store, they will deliver. If we can’t get to mall, we order on Amazon, and it will be delivered. It shouldn’t surprise anyone that in the current economy, contingent workers are an integral and growing part of the workforce.
Contingent Labor in All Skillsets
Today’s flexible workforce consists of freelancers, consultants or contract workers. Contingent labor of all skillsets is in high demand. For many organizations, contingent workers are the fastest and most effective way to augment their current workforce. As well as respond to rising talent demands, staff large strategic projects, to add new skills and expertise and to accelerate growth.
Contingent Labor is Growing
According to a U.S. Government Accountability report, 40 percent of the U.S. workforce is made up of contingent workers. The average organization has about 18 percent of their workforce employed on a contingent basis. It is estimated that by 2050, 50 percent of the U.S. workforce will be made up of freelancer or contingent workers.
Millennials
Millennials were raised in a digital age, and, as a result, expect to have access to a variety of modern tools and new innovations. Because millennials have been consistently exposed to an “on-demand” world. So, engaging these younger professionals requires a varied set of strategies from social media, to sourcing talent on freelancer forums.
Recruitment Marketing
To reach the best candidates, organizations need to reach out to them where they are. Pew Research has found that 41 percent of adults have used a smartphone at some point in their job search. Companies recruiting contingent workers should create mobile-first application experiences. Content should be re-purposed from desktop websites to fit the mobile-first design of smart phones and apps.
Protect Your Brand
Companies should also be mindful of their branding. Job seekers now have more power than ever to affect an organization’s reputation. A negative review from current and former employees will likely turn away contingent talent. Also, Companies should check job boards and review sites to see what employees have to say about working for them. Then be sure to address common issues and complaints to improve their employer brand.
The Cardinal Culture – Since 1994
We understand there will always be daily challenges. That’s why we remain flexible to the needs of our valued clients and candidates. We are your Best-In-Class staffing partner since 1994. Contact us Today!
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