Since the Great Recession, the contingent workforce has continued to expand. Many companies meet their staffing needs not only with full-time employees, but some combination of freelancers and independent contractors as well. I recently read an article from Staffing Industry Analysts that sheds insight on how companies are using non-employed workers.
Staffing Industry Analysts and ERE Media issued a joint report on the topic of companies using varying types of talent. The most common "non-employed" workers are freelancers, consultants, independent contractors and temporary workers.
The use of non-employed workers is varied, but the report shows that on average companies are using them to fill 16 percent of their staffing needs. Some companies use a combination of non-employed workers to meet as much as half of their staffing needs. Despite this, the report notes a lack of understanding surrounding the skills, motivation and productivity of these workers, with only 10 to 20 percent to respondents having taken steps to start tracking these categories.
The report, titled "Total Talent Management – Towards an Integrated Strategy for the Employed and Non-Employed Workforce," highlights important considerations for companies using temporary workers. Organizations should have a strong centralized policy toward contingent workers, including how they are managed and to what degree they are necessary.
Factoring non-employed staff members into the talent management equation is necessary to ensure that they are compensated appropriately, integrated with the rest of the workforce and that they are contributing to the bottom line. As companies continue using the wide range of available options to meet their staffing needs, it will be important to have a firm grasp on contingent workforce best practices.