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Client of Choice
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Not long ago, but long enough that it can feel like “once upon a time” to many people, the enterprise-worker relationship was simple, a straight line from employer to employee. Processes, procedures, and policies were built for this straight line and talent management strategies revolved around it. Around the beginning of the century, things began…
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The legal risks associated with hiring independent talent are a common topic in business media. There are resources available for enterprises to tap in order to ensure that the engagement of independent contractors is in compliance. But even though you may understand when to classify workers as independent contractors and how to avoid common misclassification…
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In today’s talent market, in part because of the Great Realization, top independent professionals have a lot of choices in their client base. Offering skillsets that are in high demand, they look beyond pay rate to the quality of working environments and benefits that can help them grow their businesses. Being a Client of Choice…
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As more and more companies move toward a blended or optimized workforce—a combination of full-time employees and contractors—the need to attract and continue to engage high-value independent talent has become strategically significant. When an enterprise finds excellence in the workforce, whether in an employee or a contractor, it wants to retain it. How can an…
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Independent labor has become mainstream in the American workforce. According to MBO’s 12th Annual State of Independence Report, 2022 was another year of big growth for this market segment as the total population increased to 64.4 million, one-third of which are Full-Time Independents. As more and more companies move toward a blended or optimized workforce—a…
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The nature and culture of independent work is growing more complex and sophisticated. Today, millions of Americans work outside of traditional employment as independent contractors and consultants, entrepreneurs, and freelancers who provide services to all different industries on a regular basis. Companies are increasingly relying on a particular sub-sector of the independent workforce—a growing group…
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Developing strong relationships with the independent contractors you engage is a key part of keeping those workers coming back. Over the past few years, employees have left their jobs in droves and started working independently. This group of workers provides enteprises with a highly skilled pool of talent that is well-suited to project-based work. But…
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Building long-term relationships with contingent workers is a key component of a long-term workforce optimization strategy. The COVID-19 pandemic has caused many changes and adaptations to the way we work. Many organizations are allowing for remote working arrangements and as reopening continues, companies are adjusting how they manage their workforces moving forward. Companies that already…
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When enterprises engage independent contractors, they can choose to implement a variety of strategies ranging from highly restrictive engagement processes to full engagement. How enterprises choose to engage independent workers can impact the willingness or preference of contractors to work with them. Over the past several years, the independent contractor-client relationship has seen some dramatic…
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One of the many new ways companies today are able to reach corporate goals is engaging and re-engaging top independent professional talent, and attracting top independent talent is key. MBO Partners’ Client of Choice research has examined why and how independent professionals select the clients they choose to work with. “For businesses to effectively compete…
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