While a substantial amount of progress has been made, the pandemic is still impacting the world in significant and, at times, unexpected ways. Companies can’t rely on past data to determine their future workforce needs with the same degree of ease. As a result, maintaining a level of flexibility is essential.
As everyone navigates the post-pandemic world, contingent employees could be a big part of the equation. They provide businesses with unprecedented workforce agility, ensuring they can scale up or down as needed.
However, many companies also have antiquated ideas regarding the use of contingent workers. They assume that they should only be bringing in temporary employees for routine, repetitive, or entry-level work. In reality, contingent employees can offer much more, creating strategic opportunities for continued business growth and heightened competitiveness.
If your company is trying to create a contingent workforce plan, using a multi-faceted approach is essential. Here are some tips that can help you cultivate an effective strategy.
Think Beyond Routine Tasks
Contingent workers can be a boon when companies need to fill many relatively routine roles quickly. For example, bringing in temporary hires to assist with production or warehousing during peak season. It gives you extra hands on deck and ensures your experienced, permanent teams can focus on activities that require their expertise.
However, if you stop there, you’re missing out on opportunities. Contingent employees can be ideal for projects requiring a high level of expertise, particularly if you don’t need a long-term skillset. You can access their experience and capabilities right when you need their expertise most by bringing in temporary hires. As a result, your projects can move forward more quickly and seamlessly, all without committing to a full-time hire post-project.
Start Looking at the Right Time
Many companies are reactionary when it comes to their contingent workforce. They don’t start looking for candidates until the need already exists, making the situation more urgent.
However, many contingent workforce needs are predictable. For example, companies know to augment their teams for peak seasons before demand starts spiking. Similarly, they’re aware of skill gaps that could hinder upcoming projects in the early conceptualizing phases.
By starting candidate searches before you need those employees on-site, you’re giving yourself the gift of time. You’ll be able to cultivate your ideal team for peak season, bringing them in methodically as demand ramps up. For projects, you’ll be able to get the contingent worker involved in the planning, allowing you to tap into their expertise before any work begins.
Ultimately, being proactive about your contingent workforce is beneficial. It allows you to make strategic choices, ensuring decisions aren’t unnecessarily tough or rushed.
Find the Right Provider
If you want to simplify the management of your contingent workforce, choosing the right partner is essential. You want a staffing firm that can act quickly while maintaining quality standards, ensuring you can access top talent faster.
Additionally, choosing a provider with a reputation for providing an exceptional candidate and employee experience is necessary. When a staffing firm treats candidates and workers right, companies have an easier time finding reliable employees for their contingent teams.
If you’re looking for a partner that can make managing your contingent workforce easier than ever before, the staff at The Advance Group wants to hear from you. Contact us today.
