One of the most important issues we help our clients address is the need to match their workforce to a changing workload. One way to do this is to use workforce analytics and scheduling technology to make data driven decisions about how to deploy talent. That talent often consists of a mix of full time, part time and contingent (temporary) workers. The chart here from Harvard Business Review notes that the different categories of temporary workers represent a significant portion (31%) of the US workforce.
The rise of the freelance economy has been predicted frequently in the last 15 years or so. When I worked at talent management vendor BrassRing (now IBM Kenexa) years ago, we frequently discussed whether the resume was dead, whether the internet would remove the role of the recruiter altogether, and whether the freelance economy would replace the traditional model of employer-employee. While the resume is still with us, social tools like LinkedIn have made it easier than ever for recruiters (yup, still with us) to find great talent. And yes, the freelancers continue to become a more important part of the overall workforce.
In a new blog post on Harvard Business Review, Workforce Institute board member David Creelman and his co-authors John Boudreau and Ravin Jesuthasan write about the emergence of talent platforms that help organizations hire and manage freelance workers. The examples in this article are focused on creative talent for project-based work at ad agencies. Read on to learn about how some of these new talent platforms are enabling the connection of freelancers and those who need their services in “Tongal, dLance, and Topcoder Will Change How You Compete”. The question the article raises is how easily this model could be extended to other types of freelance work.
What’s going on in your organization? Do you use a lot of freelancers? Do you use talent platforms like the ones mentioned in the HBR post to engage and manage them?