Workforce Management
There are many factors involved in managing your independent workforce. Whether you work with independent contractors, freelancers or consultants, contingent workers must be engaged and managed differently than traditional employees. There is a distinct level of compliance risk associated with this pool of talent and the needs and desires of contingent workers are unique. A…
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Five tips for leveraging and engaging top independent talent for your business.
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With each passing year, the nature and culture of independent work is growing more complex and sophisticated. Today, more than 41 million Americans work outside of traditional employment as independent contractors and consultants, statement-of-work-based laborers, and freelancers who provide services to corporations on a regular basis. Companies are increasingly relying on a particular sub-sector of…
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Independent professionals are a growing part of the workforce for many leading organizations. They offer companies the ability to bring a valuable set of skills to a project for a specific period of time, helping to minimize employment costs with this type of flexibility. But as the demand for independent workers grows—especially the demand for…
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Why You Need a Written Contract When engaging independent contractors, it can be tempting to review the work you need done, come to an understanding, and get started as quickly as possible. However, oral agreements can be dangerous and lead to legal headaches for both your company and the independent contractor you are working with.…
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Today’s business leaders are experiencing pressure to improve service, move faster, and find new skills in their workforce. With a need to shift strategies to better meet business goals, enterprises are increasing their dependence on contract, freelance, and gig workers—adopting a flexible workforce that is comprised of both full-time and independent talent. Today, there are…
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Best-in-class organizations thrive from building a deep bench of talent. Yet many companies today continue to rely on traditional methods without taking the current workforce landscape into account. Work arrangements have shifted to include both traditional and independent work, and so too should talent recruitment and engagement methods. Your next top-performing worker may very likely…
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The modern workforce includes 41 million independent professionals—contractors, freelancers, consultants, and more who work with small, medium, and large organizations. Including these contingent workers as part of your workforce strategy comes with many benefits including specialized expertise, staffing flexibility, and lower costs. In order for an independent workforce program to be successful, however, internal staff…
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The independent workforce—freelancers, independent contractors, gig workers, statement-of-work based laborers, etc.—are changing the way we view and understand work. Today, 7.4 million Americans report working full-time providing professional services to corporations on a contingent or contract basis, up from 4.5 million in 2011. The large majority of these workers have chosen this path of independence…
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Companies today can build their workforce in a variety of ways. Increasingly, businesses are relying on the independent workforce—the 41 million Americans who work as contractors, consultants, freelancers, side-giggers, and more—to fill talent needs. In fact, more than 60% of senior executives say the external workforce is important or very important in increasing organizational ability,…
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