Leverage new work arrangements to boost agility and productivity
In recent years, many organizations have tapped into the contingent workforce, but the future of such work arrangements is uncertain. Organizations want to know, “How important will the contingent workforce be over the long-term?” and, “If it is here to stay, how should we efficiently and effectively manage the hiring and onboarding of contingent workers?” Having a long history of supporting companies onboarding their contingent workforce, WorkBright was delighted to sponsor hr.research in their investigation of a range of issues in order to build this informative infographic.
Why Do Organizations Employ Contingent Workers?
Companies most commonly employ contingent workers to reduce costs and boost skill levels. Companies use contingent workers for a variety of reasons. The most commonly cited reason is to reduce costs (42%), followed by the need to boost skill levels (37%). One reason for this may be tight labor markets leading to skills shortages. Sometimes companies need the addition of certain skills for short periods. On the other hand, about one-quarter (27%) use contingent workers to vet potential full-time employees. Agility is also a major factor. Thirty-five percent use contingent workers to boost agility and help them maintain a nimble business model. Such workers can especially help companies that have unpredictable or seasonal workloads and need to manage peaks and valleys in their business. Agility is, of course, often associated with speed, and 23% say they use contingents to increase the speed of the hiring process.
Did you know 40% of workers now have contingent jobs?
As reported by Forbes there is a newly discovered report by the U.S Government Accountability Office, 40.4% of the U.S. workforce is now made up of contingent workers. The contingent workforce was reported through subgroups that included:
- Agency temps: (1.3%)
- On-call workers (people called to work when needed): (3.5%)
- Contract company workers (3.0%)
- Independent contractors who provide a product or service and find their own customers (12.9%)
- Self-employed workers such as shop and restaurant owners, etc. (3.3%)
- Standard part-time workers (16.2%)
Hiring and onboarding a contingent workforce?
WorkBright has been a long time onboarding solution for many employers who utilize a contingent workforce making it easy to complete hiring forms remotely before the employee’s first day. Some of the features of WorkBright include:
- Streamline complex forms like I-9
- Snap photos of documents
- Automated reminders
If you would like to find out more about what we can do to help simplify your onboarding process, please reach out we would be happy to schedule a Demo or just discuss your needs to see if we might be a good solution for you.