Top Trends For Contingent Workforce


The post-pandemic world seems to be a lot different than the way it was before the pandemic. The way we lived and the way we worked; everything seems to have changed. Now, while some changes were hard for us to accept, others seemed to have comforted us in many ways. Let’s talk about these many positive changes which have impacted our work lives. In the following paragraphs, let’s talk about some of the major trends in the world of the contingent workforce.

Trends in a Post-pandemic World

Recently, in an article posted by Gartner; Brian Kropp, the head of research for Gartner HR Practice has said the following: “It is critical for business leaders to understand the large scale shifts that are changing how people work and how business gets done”. Moreover, he also said that the aforementioned business leaders need to “apply this knowledge” to their particular organizations to modify their strategy consequently.

The Remote Work Era

With the pandemic, businesses turned to remote working, either temporarily or permanently. With the futuristic view, we might rightly assume that remote work is here to stay and is increasingly becoming part of a bigger business plan in many organizations. Various top companies globally are expected to double on their remote working in the post-pandemic era. As a result of the rise in the remote work model, the managers hiring should sequence the digital dexterity as well as digital alliance skills. The HR department needs to consider the milieu of the remote work shifts performance management, predominantly how goals are positioned and how employees are estimated.

Creation of New Talent Pool

The more novel and challenging environment of meeting workforce-related objectives mean that it is even more significant than an organization to initiate novel innovative recruitment plans. Creating a talent pool of potential job aspirants that have previously shown interest in working for the organization,  is anticipated to help a company to bring down talent acquisition costs, find experienced candidates interested in the firm, and pace up the recruitment procedure.

Emphasis on Internal Hiring

Internal mobility in terms of hiring new employees has risen up to 20 % since the pandemic began, as per LinkedIn data. Moreover, 50 % of the respondents to the aforementioned LinkedIn research are expected to see their employing budget to fall in 2021while 66 % of them looking forward to their learning and development (L&D) budget to either increase or stay as it was. Internal mobility programs help in re-skilling initiatives or recruiting contingent talent in place of external hiring.

Bigger Role of Diversity, Equity & Inclusion

With the pandemic having hurt so many of us, organizations are likely to consider diversity, equity, and inclusion (DE&I)a lot more than it was before. This continued focus on the aforementioned diversity, equity, and inclusion for recruiters is principally due to a large number of candidates. Not only is this important that the HR department might distribute an assorted pipeline of candidates, but also must the recruiting department should play a significant consultative role for the hiring managers which they have to support. This could be done via restructuring of the hiring processes to diminish the bias, building miscellaneous interview panels, and permitting data-driven reporting next to diversity goals. 


Organizations that intend to take advantage of the nontraditional workforce will profit from tracking down an important accomplice for unanticipated labor force the executives - one that can work on the assignments that relate with dealing with a variety of if not an enormous number of staffing suppliers, supervising consistency, and planning inside teams.


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