by Charlotte Gurney
More than 40% of the average modern workforce is made up of non-employees. This - plus the impact of recruitment during the pandemic - has put contingent talent front and center when it comes to effective workforce management. Today, there is a significant need for improved flexibility, being able to adapt to changing environments and integrate technology to ensure the business continues to thrive and grow. Working with contingent talent can help any organization to optimize operations as long as you have strong success-driven strategies in place.
Maximising productivity and value from contingent workforce management
Prioritise the benefits of agility. 81% of businesses today are looking to be more agile and strong contingent workforce management can make this a possibility. It’s essential to focus on promoting agility as one of the key advantages of working more effectively with contingent talent, from the benefits that this has for planning to those that arise within strategy, responsiveness and control.
Establish flexible thinking across the business. The past 12 months have created huge shockwaves in business and perspectives have shifted significantly. Flexible thinking is an essential part of making contingent talent a more effective part of any workforce as it creates opportunities to optimize this resource. This flexibility should apply to the way that work is done as well as working with contingent talent in a way that elevates depth and quality over costs and budgets.
Overcome any internal resistance. Identify all the stakeholders involved and take the time to inform and educate when it comes to the benefits of contingent workforce integration for the business. There could well be internal resistance, especially if this is a new shift for the enterprise. That resistance could put the success of projects and goals at risk so it’s essential that getting stakeholders on board is part of the process of focusing on a more contingent workforce.
Acknowledge that the world has changed. Even before COVID-19 we were beginning to see much more focus on agility, remote working and contingent talent. Over the course of the past year this has intensified considerably. Success in contingent workforce management requires acknowledgement that the landscape of business and recruitment has changed and that there is a need to focus on, and manage, the convergence of agility, talent and technology in order to get the most from it.
Approach change in phases. It’s an exciting moment when you suddenly realise just how much more your business could achieve by making a big shift, such as a more contingent workforce. However, there may be many steps between where you are now and the ultimate vision that you have - and plenty of people who need to be convinced too. That’s why a phased approach is so important. Not only will this allow time for adjustment but it will also give you the opportunity to tweak plans so that you stay on track for the goals that you’ve set.
Successful contingent workforce management is not rocket science - from switching to flexible thinking to focusing on overcoming internal resistance there are many different factors involved.