From the digital skills gap and remote working to the widely publicised post-Brexit talent shortages, there is currently a race to establish a more agile staffing approach.
The current state of temporary workers
- 77% of executives believe freelance and gig workers will substantially replace full-time employees within the next five years.
- 32% of organisations are replacing full-time employees with temporary workers as a cost-saving measure.
- Less than half of executives believe their current workforce is adaptable to the new future of work.
The blended workforce
Combining full-time staff with a range of temporary workers enables businesses to be flexible and efficient, as well as sourcing more diverse talent and targeting specific skills. But how do businesses ensure they are implementing this talent strategy effectively? Looking at new research, Indeed Flex has put together your guide to unlocking the power of your temporary workforce.
5 ways Temporary Workers Create a Competitive Advantage
- Accessing talent more quickly
- Reducing staffing overheads
- Increasing flexibility unlocks new strategic possibilities
- Creating a greater diversity of talent
- Plugging the skills gaps
How Businesses are struggling to make the most of their blended workforce
While a successful blended workforce can actively improve the workplace culture and employee experience of an organisation, it’s important to note that there is also a lot of opportunity for friction. Managing the development and deployment of a truly blended workforce involves a number of key factors. According to recent research, one in five employers are currently failing to properly train their temporary workers.7 This generally undoes many of the benefits temporary workers offer, and the onus to provide training puts a burden on organisations.
Using too many suppliers creates friction
It’s harder to keep track of costs across multiple partnerships. According to Staffing Industry Analysts (SIA), 68% of large companies cite ‘consolidation of staffing suppliers’ as a workforce management strategy currently in place in their organisation – and a further 29% said it was a strategy they were likely to seriously explore within two years.
Misalignments between HR and procurement cause problems
Limits visibility of your staffing, creating problems across the entire organisation. Roles may not be filled when they need to be; budgets may be wasted; and employees may end up unmotivated because they aren’t being communicated with effectively.
Managing costs requires careful attention
For many businesses, saving on staffing costs is the single most appealing benefit temporary workers offer. In order to control costs and ensure a blended workforce is economically efficient, a clear financial strategy is necessary.
Strategic vision is vital to make a blended workforce work
To realise the full benefits of a blended workforce, there needs to be an overarching vision for how an organisation’s staffing will evolve. Just 35% of companies currently include temporary workforce as part of their strategic planning.
Four steps businesses can take to unlock greater value from your external workforce
- Leverage technology
- Streamline your providers
- Focus on visibility
- Work on a long-term vision
