Contingent Staffing in the Post Pandemic World

 

As a result of the COVID-19, the usual ways in business took an unusual yet sudden detour. Whether it was travel restrictions, or the supply chain disruption, or even a business slow-downs or even shut-downs which led to employee unemployment and layoffs, it took the greatest detours. Towards the end of 2020, Pew Research found that twenty-five percent of US adults had reported that either they or someone in their family had lost a job, and thirty-two percent of them reported a diminution in hours or pay due to the pandemic. Of the several HR trends, some of them represent a speeding up of the current shifts. The other shifts are novel impacts which haven’t been previously discussed in our blog on Contingent Staffing.

What Do We See?

The first most important trend to be concerned about is that employees are reflecting on the different possibilities of life and work while the pandemic rages on. Sixty-five percent of them say that the pandemic has made them reorganize their work-life balance. However, fifty-six percent of them understand that has made them want to bring more value to society.

 According to a research made by the Staffing Industry Analysts, eighty-four percent companies have qualified cost savings along with managed services programs (MSPs). Additionally, seventy-six percent are cost savings possessing vendor management systems (VMSs)

Going Hybrid-a New Yet Old Concept to Become Popular

While the way we worked shifted or changed both; Hybrid and remote work are both becoming gradually more popular. Hybrid model occupies a combination of remote and onsite work. Whereas the remote work stands for the work that people perform from within their own homes. What this means for you is that this can notably impact on how you hire your contingent workers. The facts to be considered here lie in, the reasons for hiring them or locate them.

 

One of the biggest means in which hybrid work models influence a contingent workforce is that they force companies need to think harder about proper location of or pool for sourcing their talent. Whether they are sourcing them locally or farther out for the required skills, are considered.

Hybrid work model harmonizes that flexibility that might enable you to have more options. This is done in the way you don’t have to feel connected to a single method of outsourcing, and that the arrangement is implicit so as to be flexible and impermanent.

Why The Hybrid Model?

Two of the major reasons being:

Nature of The Work That Employees Perform

PWC in a recent report has stated that eighty-seven percent of its employees have said that team collaboration and relationship building are two major reasons  for being onsite. However, according to Caaglar; those employees who have to spend four to six hours at their desks (analysts poring over Excel sheets or content personnel and more) can easily work from home or elsewhere.

Generations

Members of Generation Z, normally prefer being in the office. A variety of surveys have shown that this generation is comparetively new to the professional work world, having a social life is frequently is entwined with work. A poll by  Fortune-SurveyMonkey conducted on 2,802 adults in July 2017-21 found that members of the aforementioned generation are more liable to report that their productivity has gone down since working from home.

Conclusion

Contingent work is expected to be an exceptional understanding for all to be involved, as long as lucidity is prioritized. You can therefore, expand your talent pool in large number ways you might not have considered likely.