How to Use an On-Demand Workforce to Make Better Staffing Decisions
Supply chain management has greatly improved the health and efficiency of many companies, but it is no longer just a technique to bolster competitive advantage. Now, smart supply chain management is a must-have if an organization is to compete at all. In searching for new ways to streamline workflows and hedge for risk, many employers need to rethink their workforces as strategic tools.
Valuing the flexibility it offers, many workers today are very attracted to the gig economy. Employers must think about how they can structure projects to appeal to these individuals. Here lies the need for an on-demand workforce: A flexible strategy allows businesses to scale based on need, and it provides workers with the project-based flexibility they desire.
Managing a typical workforce is complicated enough, but an on-demand workforce generates addition concerns. Fortunately, talent management technology enables employers to easily realign their workforce strategies to reduce inefficiencies, save on overhead expenses, and create more productive teams.
When managed properly, an on-demand workforce can become an integral part of an optimal staffing strategy.
Finding the Right Talent, Faster
Locating the right person for a job is a hiring manager’s greatest struggle. Finding and onboarding qualified full-time workers can be a long, drawn-out process.
Making the shift to an on-demand workforce can streamline the process and save considerable time while still delivering the skills an organization needs. According to a recent Upwork report, HR managers find it is twice as fast to find a freelancer and get them actively contributing than it is to fill a role with a full-time employee.
Following a great (or poor) experience with a flexible worker, the company can then flag that person for the future, saving additional search time when the same skill-based need arises again. Flexible staffing eliminates the cost of maintaining unnecessary staff because the number of people working at any given time is dependent on the flow of business. Moreover, companies can tap a more diverse pool of candidates with great ease when they remove geographical limitations and embrace remote workers.
A Flexible Workforce Requires Smart Tech
It’s no surprise that many people shy away from hiring nontraditional workers. They do not know how to manage these workers effectively, especially in addition to existing, traditional employees. Fortunately, nearly all management-related concerns can be controlled and optimized through the right talent management technology.
Overseeing Worker Performance
A centralized interface can help managers communicate with and keep track of flexible workers. Furthermore, today’s tech often allows managers to automate tedious tasks like scheduling and payroll. This frees managers up to focus on more important strategic work.
Metrics are also key, and many talent management tech solutions allow managers to track each flexible worker’s productivity. This gives managers insight into which workers excel in which areas – critical information when it comes to maintaining beneficial relationships with flexible workers. Similarly, budget reports can help managers make smart decisions about where to hire flexible workers versus full-time staff.
Worker Compensation and Compliance
With payment management tools, neither employers nor workers need to worry about the compensation-related risks often associated with freelance work.
Payment software solutions allow timesheets and reimbursement requests to be submitted virtually and appropriate payment to be sent automatically. If the payment solution is integrated with a talent management solution, managers can run ROI analyses to determine whether a worker’s productivity is worth their pay. The results of such analyses can be invaluable in making decisions regarding the company’s future relationship with a worker.
Compliance with labor laws can become rather complicated, with companies having to juggle local, state, and federal policies to determine a worker’s status. Many talent management solutions available today can handle this by determining employment status and classifying compensation accordingly. As needed or desired, these solutions can also manage other compensation, like benefits and healthcare.
At a time when many managers face major skill gaps and struggle to hire qualified workers, companies can utilize nontraditional talent to meet their needs. They can save money and boost productivity by scaling their workforces in accordance with new insights provided by streamlined talent management systems. Smart managers must learn how to adjust their people to their business, versus the other way around.
Glenn Laumeister is the CEO of AllWork, a talent-matching platform for brands and retailers.
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