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null How to create a competitive advantage from your contingent workers: Key Takeaways

How to create a competitive advantage from your contingent workers: Key Takeaways

Organisations are facing prolonged economic uncertainty, a decline in the volume of available talent and chronic skills mismatches, as the world of work continues to evolve at an unrelenting pace.
In their search for specialist skills and an injection of agility, organisations across all geographies and industries are turning to a common solution: the contingent worker.
As the number of temporary workers continues to climb, we sat down with experts from across Hays to understand:
  • Why the contingent worker is a critical piece of any modern workforce puzzle.
  • The advantages of temporary talent, including the opportunities that organisations can leverage in change management or the implementation of new technologies.
  • The steps that organisations should take before embarking on their contingent talent journey.
In this latest blog, we’ve detailed the essential insights from our experts. Watch the full video for a ‘deep-dive' into the world of contingent workers.

What is a contingent worker?

The contingent, or ‘temporary’ worker, is an individual who is engaged by an organisation to execute work on a non-permanent, per-project basis. They are “badged” in a variety of ways, from gig workers to flexible labour, agency staff and freelancers.
As to why they are soaring in popularity, Mike McNally, Sales Director (UK) summarises:
“Organisations have dramatically increased their use of contingent workers as they struggle with rising labour costs, while also searching for a strategy that enables them to adapt quickly to changing market conditions”.
Carl Piesse, who heads up Enterprise Delivery over in Australia, added that the contingent worker enables organisations to “scale up and scale down rather quickly”, without the costs and risks associated with onboarding permanent hires.
Both agreed that contingent workers offer organisations enhanced access to niche or specialist skills, which has been a key driving force in their growing popularity.

How has the concept of ‘contingent’ evolved?

Bartosz Dabkowski, Executive Director in our Central Europe and Eastern regions highlights the shift in mentality that has enabled the integration of contingent workers.
“If you shine a spotlight on Poland just 10 years ago, the temporary labour market was reserved for unskilled, blue-collar workers.”
There was a shared perception that only employers benefitted from the instability of temporary work, creating an unequal balance of power. Fast-forward to today, however, and the total number of temporary workers has in fact dropped, according to Dabkowski. The value they add to the labour market, however, has increased.
As the volume of highly-skilled specialists engaging on a per-project basis has grown, the balance of power has readjusted. Dabkowski concedes that there is still work to be done, as organisations still fear that they’ll be seen as “taking advantage” when it comes to accessing talent.
For Sophie Vernaet, Business Director, IT Contracting (Belgium), the coronavirus pandemic had a sizeable impact in pushing the boundaries of what’s possible.
“The COVID-19 crisis showed us that actually [contingent working] it’s now a global concept, meaning every company can reach out to experts across the globe.”
Sophie adds that within her specialism (the IT sector), the team is seeing an increase in fully remote roles, as organisations prioritise access to talent over proximity.

How can contingent labour help organisations tackle the challenges they face today, and prepare for the uncertainty of tomorrow?

“Skills shortages continue to be one of the biggest challenges facing organisations.”
For Sarah Stevenson, a Sales Director in our UK business, the surge in large-scale digital transformation projects is “really driving the need to access these hard-to-find skills”. We are partnering with our clients to overcome these challenges by enhancing their contingent workforce capabilities, layering in our Direct Sourcing methodologies, for example, as well as enabling access to our carefully cultivated talent networks.
Maurice Roy, who is part of our team in the Netherlands, also highlighted the impact of digitalisation. Alongside rapid advancements in technology, Roy attributed the changing demographics of the workforce and a shift in employee demands as compounding factors that have encouraged organisations to be more creative in securing access to talent.
With contingent labour engaged as part of a holistic talent strategy, businesses can unlock “the skills and flexibility that is needed” to tackle tomorrow’s challenges.

What advice would you give to an organisation at the start of their contingent talent journey?

From engaging a small number of consultants to the acceleration of your flexible talent strategy with large-scale contingent workforce management, our experts had some vital advice to offer organisations, including:
  • Capture meaningful data at the very beginning of any journey. Full visibility is vital to find the best possible skills for your specific challenges.
  • Take the time to build a clear, cohesive strategy with defined metrics and desired outcomes, ensuring input from key stakeholders, including HR and Procurement, is secured early in the process.
  • Shift your mindset. You don’t want to miss talent simply because they are sourced ‘differently’.

Kickstart your contingent talent journey

“You have nothing to lose. In fact, you’re gaining knowledge. You have support.”
For more insights on the growth of ‘temporary talent’, including the value that a workforce solutions partner can unlock in your contingent talent journey, watch the full video on our YouTube channel.
And if you're ready to explore the benefits of outsourcing your non-permanent workforce strategy, get in touch with the team at Hays, today.


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