Building talent communities, flexing your employer brand and thinking long term will lead to better results.
With the global labour market growing increasingly complex, your workforce is likely undergoing its own transformation. Specifically, the use of flexible talent – whether it’s the human cloud, traditional temp staffing or independent contractors – is becoming a more strategic contributor in getting work done.
According to McKinsey, up to 162 million people in Europe and the United States – or as much as 30% of the working-age population – are performing some kind of independent work. In Europe, 82% of executives say they are increasingly using flexible, contingent, intermittent, seasonal,or consultant employees, according to Oxford Economics.
There’s no question that contingent labour usage is growing, spurred on by a number of market dynamics. The rise of the gig economy, the adoption of total talent management models, the widening of the skills gap and the digitalisation of business are all leading employers to think about and view talent in a different way. By employing flexible workers, they can access resources more quickly, become more agile to business needs and reduce overall costs.
Employing flexible workers brings many benefits, but there are unique considerations in how you engage with them. Just as you need to build an attractive employer brand to engage with your permanent employee population, it’s more important than ever to make sure you do the same to attract the best contingent talent. Taking the time to understand their preferences and making investments to address their needs will yield a loyal and sustainable pipeline of flexible workers.
Download our guide and educate yourself on the three key considerations to engage your contingent workforce.