For employers struggling to recruit talent into their organizations, many are turning to alternative forms of employment to help fill the void. One such group is that of the contingent variety. If you’re looking to create a contingent workforce, keep reading.
While contingent workers can make organizations nimbler, they can also create risks for the brand and employee trust. Many times, decisions around contingent workers are developed as a matter of expediency. A lack of detailed planning in developing a holistic workforce strategy that protects, if not enhances, an organization’s brand can have long-term repercussions, including a negative perception from full-time workers.
“Organizations need to be transparent about the policies, practices, and methods they use for contingent work,” says Heather Ryan, Principal in Mercer’s Career business. “Given contingent workers are a growing part of the employment ecosystem, this is an unavoidable trend.”
In fact, according to Mercer’s 2019 Global Talent Trends Survey, 79% of executives expect that contingent and freelance workers will substantially replace full-time employees in the coming years, so ignoring this option means losing access to a critical part of the talent pool. Read more here…
Source: HR Daily Advisor