The future of the job market lies in the contingent workforce. According to a recent study conducted by Fieldglass (a software company) on hiring trends, the number of workers hired as freelance, contract workers, or temps has risen in the past two years, and is expected to continue to increase. According to this study, 95% of businesses believe that these type of workers are essential to success and development in businesses, which will affect the types of hires we will see in 2016.
“As of 2015, the average business’ workforce consisted of 20 percent contingent workforce and 54 percent traditional full-time employees. The other 26 percent are a grey area of people who fit into both categories; perhaps remote workers or part-time employees. Fieldglass predicts that by 2017 that will change to 25 percent contingent and 41 percent traditional workers, while the remaining 34 percent will exist in that grey area.”
Utilizing a flexible workforce can help organizations achieve its constantly adapting and changing goals. An external workforce can be beneficial if an organization is focused on keeping down costs, interested in finding the highest quality workers for projects, or are under time constraints. Instead of having internal employees work on something they might not be interested in or qualified for, short-term hires can do the work better and faster.
Because of the speed at which technology is advancing and things like online hiring platforms are available, it is easier than ever before to access contingent workers. And when organizations take advantage of this, and are able to figure out the ins and outs of managing non-traditional employees, they are able to derive additional value from the wealth of skillsets and talent that is available on-demand in today’s marketplace.
Ultimately, the full-time workforce is not at risk. But using external workers “affords companies access to pre-screened, pre-trained workers with niche skills, who can get to work quickly and stay on only for as long as they are needed. And, as a company’s needs change, an external workforce can be scaled up or down quickly.” If companies readjust and optimize talent management strategies to sync with these hiring trends, they can reap great benefits.