The modern workplace is always in flux; it’s a fluid dynamic that’s ever-changing. As we move into the digital age, the alternative workforce is going mainstream.
More companies are relying on the alternative workforce to contribute to organizational growth while bridging the skills gap.
However, while the alternative workforce is rising in its importance to traditional models, managers are slow to embrace its value. A mindset shift on the subject is well-past due; alternative workers are here to stay.
Organizations need to start to examine how they can leverage the skills of these individuals. A recent study from Staffing Industry Analysts (SIA) shows that global spending in the gig economy is worth around $4.5 trillion, as of 2018. That figure will continue to rise in the future steadily.
The Untapped Value of the Alternative Workforce
Over recent years, the alternative workforce continues to develop across talent pools, increasing the scale and depth of talent available.
With the coming skills gap facing organizations being a significant challenge for the industry, the alternative workforce offers organizations an untapped source of talent.
Explore New Models for Managing Your Organizations Talent
Most organizations have minimal processes when managing alternative workers. In most companies, HR manages the permanent employees, while procurement handles the contract or contingent workforce.
In many cases, contingent workers create rogue spending, leading to low visibility, high-risk, and poor management associated with gig workers.
Evaluate your onboarding, learning, and recognition systems to include alternative workers in your culture. Integrating the management of your organization’s talent requires different departments in the company working closely in the hiring process.
Think About Compliance Issues and Financial Implications
In recent months, the regulations and working conditions surrounding the alternative workforce are under fire. Both businesses and governments are working together to find a solution that’s a win-win for both employer and employee.
With California passing the Assembly Bill 5 legislation, organizations are due for a shakeup in how they treat their alternative employees. AB5 recognizes alternative gig workers as full-time employees, should they meet specific criteria.
Most companies feel lost in trying to find ways to work around the legislation. With many employers using gig workers as a cost-savings strategy for the company, the new law will stop the exploitation of the alternative workforce.
Introduce Technology Systems that Support the Alternative Workforce
If you want to optimize your success with leveraging the alternative workforce, you need to use technology that supports communication and collaboration between teams in your organization. These solutions should address any employee needs, allowing you to focus on your employee concerns.
Organizations need to take advantage of automated solutions that predict when companies might require the use of gig workers from the alternative workforce.
The automated AI system could then source, hire, and manage these workers, complete on-demand payments, and create labor pools of gig workers that meet specific criteria.
It’s possible to achieve all of this through an intuitive mobile app, forming the backbone of your employee experience. As a manager, it’s your job to provide all of your employees with a revenue-worthy experience, requiring a different method of using systems to manage your people.
