Unlocking the Power of the Contingent Workforce: Strategies for Optimising Flexibility, Cost Savings, and Engagement

Unlocking the Power of the Contingent Workforce: Strategies for Optimising Flexibility, Cost Savings, and Engagement

In recent years, companies have increasingly turned to contingent workers to optimise their workforce and save costs. These workers, who may work as independent/temporary contractors, seasonal workers, freelancers, consultants, workers provided by contract firms, on-call workers, and interns across all work disciplines, do not have an implicit or explicit contract for ongoing employment.

Businesses that hire temporary workers seasonally or on a project basis can greatly benefit from the increased workforce flexibility that these workers provide. By outsourcing recruitment, screening, and interviewing, companies can save a significant amount of money. Temporary positions can also serve as a “trial” period for potential full-time hires, allowing employers to avoid investing in workers who may not be a good match.

Although contingent workers provide many benefits, this type of employment also presents some challenges. For instance, it can be difficult to find workers who are engaged and interested in the company’s corporate culture and goals. Recruitment marketing automation tools can be useful in addressing this issue as they can help engage potential candidates and build a pipeline of qualified workers for future openings.

To maximise the benefits of a contingent workforce, companies must align their onboarding practices for regular and contingent employees. It is crucial to deliver a unique onboarding experience that is suitable for individual circumstances, with a focus on onboarding speed, employee satisfaction, and engagement. Along with standard onboarding elements, there should be personalized elements specific to the employee’s department, function, and/or location. These personalized elements may include department culture, the function’s role in the company strategy, measurable goals, and custom learning/development plans.

It is critical to provide resources that introduce contingent employees to the company’s culture and help them understand their role in the big picture. An online onboarding portal for new hires can serve as an online orientation and enable employees to review and complete essential forms online before their first day. Automating processes and utilising a reporting system can help companies take advantage of statistics on form completions and orientation to ensure that new hires are ready to work quickly, maximise efficiency, and shorten the learning curve.

The Bureau of Labor Statistics reports that contingent workers make up approximately 26% of the workforce and are expected to grow by 23% through 2020. As the workforce continues to evolve, companies that adopt the contingent workforce and implement effective onboarding practices will be better positioned to succeed in the competitive global marketplace.

21st May 2015

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