Why hiring contingency workers with qyiik can be the best (and easiest!) solution for your temporary and contracted job roles
The term “contingent worker” includes everyone from traditional temps and agency workers, and newer types of gig worker and zero-hours worker, through to higher-paid consultants and independent contractors. The meteoric rise of this group of workers is down to a few factors, such as changing economic and market conditions, skills shortages and a shift in general working patterns.
Companies are embracing contingent workers because they crave the flexibility to engage people with specific expertise to work on discrete projects for fixed periods of time, as opposed to employing them on an open-ended basis.
What trends are we seeing with contingent workers?
There is consensus among our interviewees (and many others) that the use of contingent workers has grown significantly in recent years.
Contingent workers accounted for 20% of workforces in 2017. This is a significant increase on the 15% share in 2014 according to Staffing Industry Analysts research.
Benefits of a contingent workforce
The contingent workforce is an increasingly important component of an integrated workforce strategy. Some of the benefits that come along with these types of workers are: flexibility, cost savings and increased productivity. In addition, companies hiring contingent workers for special projects are able to choose from a broad pool of skilled, experienced specialists to maximize project efficiency.
Flexibility is also important for individuals. Those with skillsets that are in high demand want to be able to work when they want, for whom they want and on the specific projects they are interested in. Matthew Taylor’s report for the UK Government (Employment Practices in the Modern Economy) suggests that well over half of gig workers want to work on this flexible basis, which is why he is not recommending wholesale bans of various flexible workforce models (including zero-hours contracts).
There are many benefits for businesses that hire temporary workers seasonally or on a project basis, allowing them to flex their workforce to meet demand. They save money by outsourcing all the labour involved in recruiting, screening and interviewing job candidates. And in some instances, especially those labelled as “temp-to-hire” positions, the temporary employee’s time on site can serve as a “trial” period in which the business can see if that worker is a good fit – in terms of skill sets, ability and professional work habits before potentially hiring her full time. The employer can avoid sinking training and benefits costs into workers who potentially won’t stay or aren’t a good match for the company. According to the Bureau of Labour Statistics, these workers account for about 26% of the workforce and are expected to grow 23% through 2020 – that’s about 631,000 jobs.
Challenges of a contingent workforce
Despite these advantages, without effective hiring and on boarding, contingent staffing can create certain disadvantages. The challenges that come along with contingent workers may include finding employees that can not only perform the job, but also are engaged and interested in your organization’s corporate culture and goals.
How Do I Find Contingent Workers?
In the past, the best way to engage these candidates was to use a recruitment marketing automation tool, which gives candidates a quick and easy way to show interest in your company, however, the qyiik application eliminates the need to pay for potentially expensive software fees, as it accommodates the ability for employers and job seekers to connect on a very intimate basis with minimal cost and effort.
To be ready to hire a contingent workforce you will need a warm pipeline of employees who can not only perform the job, but who are also engaged and interested in your organization’s culture and goals. For contingent workers who are always looking for the next opportunity, qyiik facilitates the ability for them to highlight what their skills are, so on the flip side, the hiring process becomes much more targeted as our algorithms handle the difficult side of connecting the right people with the right role.
How to Maximize the Contingent Worker
To receive maximum benefits from contingent workers, you must closely align the onboarding practices used for regular and contingent employees while still delivering a unique experience suitable for the individual circumstance.
For contingent workers – the focus is usually on onboarding speed rather than employee satisfaction or engagement. Many companies focus on elaborate onboarding plans for permanent hires but do not have a strategy for onboarding contingent workers.
Because contingent staffs have inherent problems with engagement and loyalty, companies must cultivate relationships and deliver personalized experiences before the contingent employees even start.
How to use qyiik to hire and onboard quickly and efficiently
The hiring and onboarding processes for contingent workers are critical. You must empower your employees to hit the ground running by providing resources that introduce them to your company’s culture, and let them know how they fit into the big picture. qyiik offers quick and efficient onboarding functionality straight from the user’s profiles, where they can upload all of the documents required by the recruiter. Recruiters can send all relevant information about company values and standards through the connect feature and maintain dialogue with the applicant.
There are major benefits and opportunities in having a flexible workforce. With a solid commitment to engage new employees, sound employee onboarding processes, and technology tools to help you keep track of it all, you can get new employees up to speed quickly, maximize efficiency, and shorten the learning curve.