If you’re not already hiring freelance and contingent talent, you almost certainly are going to be soon.
The use of contract, freelance, and otherwise flexible labor — as against full-time employees — has been on the increase for years.
Partly, it’s a matter of agility: Business moves fast lately , and dealing with contingent talent allows an employer to proportion or down as required at a moment’s notice. Cost savings are another key factor: Contingent workers don’t command salaries and benefits.
The pandemic has further accelerated the trend toward more and more contingent labor within the workforce, with organizations across industries and of all sizes getting to hire more contractors and freelancers within the coming months.
It’s a sensible response to the present economic climate: Employers got to start ramping their workforces copy , but the scars of forced shutdowns linger.
The corporate coffers aren’t as fat as they wont to be, and — as we’ve all learned — you never know when another COVID surge could be lurking round the corner.
Utilizing freelancers can help a corporation revisit up to hurry without the danger — or the intensive effort — of hiring new full-time employees.
Thanks to the low risk and low cost, freelance talent is particularly attractive to small businesses, which may often struggle to afford top-tier talent under the simplest of circumstances, much less within the wake of a devastating year like 2020.
But with organizations of all sizes battling for contingent talent within the post-COVID era, how can small businesses compete?