The idea of a contingent workforce is on the rise not only in the United States, but worldwide. The New York Times is reporting that more than half of all new jobs created in the European Union since 2010 have been through temporary contracts. The contingent workforce is now estimated to comprise up to 30% of procurement spend for some companies. This means more and more companies are hiring individuals on a non-permanent basis; whether that means contractors, freelancers, or independent professionals. It allows for more variety and more control over one’s career path.
But, workers aren’t the only ones benefiting from the perks of contingent work - companies are too! They often use contingent workers as a means of cutting overall costs and being able to supplement lost workplace talent quickly. Despite these perks, actually engaging and managing with contingent workers isn’t always the easiest of tasks. So, what’s helping these employers? The answer is simpler than you might think.
Let’s dive a little deeper into what challenges employers are facing when it comes to engaging and managing contingent workers. Since workers are now more independent, they are in control. No more taking a job just to make money. These individuals work for companies that prove to have the environment and employer brand they are looking for and will further their career. This makes it harder for employers to grab their attention and prove that you are, in fact, the best company for them.
Managing and possibly keeping them attracted to your company, can pose another challenge. Contingent workers want variety, they don’t usually want to work for the same company over and over again. However, if you happen to find “the one,” you may want to try and convince them to continue to work for you. David Brown, a partner of Consulting at Deloitte (UK), explains it best when he says,
“...what the better employers are doing is trying to create a stickiness – while they will use contingent workers, they still want them to stay connected to their organisation, so that after moving on to another gig, they will keep coming back.”
In a study by Ardent Partners, 92% of enterprises surveyed indicated non-traditional staffing was a vital to the moderate facet of their overall corporate strategy. So, what’s the solution to these major issues facing contingent employers? It lies in technology. Technology and software systems offer a way to organize both processes and workers, making it easy to know who you’ve contacted and who’s working where and for how long. This aids in the ideal flexibility contingent workers are looking for, creating more substance for workers to come back to your company. Technology makes the hiring process easier and faster, so you can fill positions and offer work on the spot. Plus, it showcases your company brand by expressing knowledge about the workforce and your willingness to adhere to their demands and preferences.
Technology is advancing quickly and offers opportunity for an easier, more productive workforce. Why not let it help with contingent workers as well? Want to see how PeopleTicker can help you stay on top with these latest trends? Chat with our professional consultants today.
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