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Now, we’d like to focus a bit more on the contingent workforce, one of the core areas of what we, at Pontoon, refer to as Total Talent– a holistic, integrated approach to talent acquisition.
“Hiring more temporary workers instead of permanent employees was a natural corollary [of the most recent global financial crisis] as everyone dithered in making long-term financial commitments,” say authors Arkadev Basak and Vishal Gupta in a 2017 Everest Group study produced in partnership with Pontoon.
Are you looking to implement a contingent hiring strategy? Here are five areas to consider:
Top takeway: increased visibility on contingent talent will generate efficiencies.
Top takeaway: greater workforce utilization leads to cost savings on external hiring.
Top takeway: to source hard-to-fill roles, partnering with the right suppliers is critical.
Top takeaway: make compliance a priority or risk facing severe financial penalties.
Top takeaway: ignore the cultural fit of your contingent workers at your peril.
As we know only too well, many high-skilled workers are now working as freelancers. If organizations want to improve efficiencies, hire the right quality of people and make cost savings, they must have a robust and unified contingent workforce strategy. I’d love to hear your thoughts on the subject.
To learn more about Pontoon’s contingent talent solutions, click here.
You can also download the Everest Group study here.