Contingent Workforce Meets Changing needs of Organizations and Candidates

Demand for talent is fierce.  When you can’t find the right FTE, contingent workforce is likely where you might turn.

​According to University of Oxford’s Platform Sourcing report, talent is now the single most important competitive differentiator for organizations of all sizes. Organizations are forced to adapt or lose talent to competitors who are willing to allow employees to be judged on potential rather than silo-ed experience. Those who can’t find flexible and exciting opportunity as an FTE have been turning to more flexible opportunities like gig work and temporary jobs.
Work is changing and the desire for flexibility is increasing, now all we need to do is keep up.  Easy, right?

Tackling Emerging Channels

Talent acquisition is entirely dependent on the channels known to recruiters. Having a deep understanding of the best uses for public online staffing platforms (Upwork, WorkMarket), specialty talent clouds (HIRED, Shiftgig, and Toptal), and crowdsourcing options (Gigwalk) can make all the difference in the quality of talent. According to the Oxford Internet Institute these channels have shown an increase of 26% in demand for talent between 2016 and 2017. With so much available on these channels it’s necessary for talent acquisition to build a profile of worker they will be looking for ahead of time. The needed skills and experience should fit perfectly with the rest of the work being done.

Crafting a Talent Ecosystem

Finding full-time employees that are a good fit is a lengthy process that some businesses can’t afford when rushing to fill a position. Hiring a contingent worker is a quick fix, but not always the best one. Without an efficient talent system already established, contingent talent acquisition may be making quick and uninformed decisions. Snapping up talent fast is easy enough, but finding the right match is a feat that needs to be taken more seriously. It all comes down to setting up an ecosystem of technology, strategy, measurement and business insights to find find the type of worker that will help you accomplish your goals. This will help you find workers that can accomplish a single task while in partnership with those who have longer tenure at the company. Allow your ecosystem to help respond to the needs of the candidates and the leadership team. ​

End the One-Stop-Shop Mentality

Data makes a difference. Once non-employee workers has been acquired, analyzing data is key to measuring the worth of the investment. Gathering the opinions of those that work with talent is central in finding the perfect match. Feedback will always be the best way to build a healthy ecosystem. Finding out what doesn’t work will just make your organization stronger in the long run. It's unlikely one platform will fit all your needs. Shopping around for multiple sources will bring in stronger talent for your niche investments. ​

Looking Ahead

he main takeaway is that companies need to find the right mix of contingent workers with the right mix of technology to create programs that help people go from cost center to business partner. What’s essential:

• A clear understanding of the company’s needs, based on the current state
  
• One or more leaders to spearhead the testing and adoption of new methods and technologies
  
• Clear measurement for business benefits, and a system to rigorously measure and analyze the changes in those metrics
  
• Program stakeholders who can communicate the benefits of the chosen methodology to demonstrate value and generate demand

What's Next?

Interested in learning more about the shifting sands of contingent talent management?  Read our latest paper, “Widening the Talent Pool: Practical contingent workforce management in a changing world.” If procuring non-employee workers is in your job description, we’re confident that you’ll get a lot of this insightful paper.