Independent contractors, freelancers, and contract workers are a valuable source of high-quality talent but managing dozens, if not hundreds of IC contracts, invoices and more, is a full-time job for several of your people.
Learn how to simplify the process, streamline and reduce the complexity of managing your freelancers, consultants and contract workers, and start to benefit from a positive ROI on your efforts.
The contingent workforce has grown significantly over the past decade, and, according to research from Ardent Partners, currently sits at around 41.5 per cent of the average company’s overall talent pool.
In fact, the contingent workforce has grown by roughly 2.5 times over the past decade due to several important factors, according to the same body of research, including:
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The way organizations operate has changed significantly in the past few years. The biggest change for the majority of businesses is a transition to project-based roles over full-time positions, which has sparked a seismic shift in the workforce.
When it comes to acquiring top talent in today's market, organizations are now required to be innovative if they are to stay competitive. This goes beyond simply filling full-time positions or accessing the contingent workforce to augment, or even replace, parts of your company’s permanent workforce.
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Three in four companies (75 per cent) believe that using workforce analytics is “important”, but, according to a study from Deloitte, just 8 per cent believe that their organization is “strong” in this area.
Talent analytics is particularly hard when it comes to contingent workforce management, where gig workers, staffing suppliers, managed service providers (MSP) and managers all create millions of data points for your organization.
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