Katharine Henley, a workforce transformation expert at PA Consulting, discusses how to engage a contingent workforce as part of a wider talent strategy.
The article explores the complexity of the current job market, pointing out that contingent workforce should not be overlooked by HR managers.
Katharine believes that the solution may lie in a blend of departments rather than single ownership: "The capability to recruit gig economy workforces requires active skills-matching and a database of workers. Artificial intelligence enables us to quickly identify a match, location and availability. But to secure talent quickly organisations will need to have a way of communicating projects or roles in a compelling way."
She adds: "Innovative sourcing enables access to, and onboarding of, contingent workers in an agile way while plugging skills gaps and enabling more fluid working patterns."
Katharine goes on to say that whatever the approach, the world and the workforce are changing shape and if organisations don't have a strategy for engaging contingent labour, they are likely to lose out. She explains: "As we get nearer to the cliff edge of the ageing population, and the social movement for work/life integration builds strength, organisations that don’t respond are likely to lose out on critical skills and talent."
She goes on to explain that there's a real opportunity to engage with the gig economy in a way that works for both the organisation and the individual. Katharine points out: "This will especially be the case in the search for new and scarce skills – made scarcer for organisations that do not adapt to the everyday realities of today’s workforces".