What are the most common HR challenges we’re helping our clients solve today? Read our Q&A with Kim Rummler and find out!

Help wanted signIf you’ve recruited recently, you can probably confirm that the “war for talent” feels real. Finding the talent your organization needs is proving more difficult than ever. What can you do to attract the candidates you need?

Two creative strategies gaining traction are the growing remote workforce and the gig economy. Both have a common thread: the revised attitudes about work and how it can get done effectively. The underlying theme is that traditional work methods may not always be required, and there appears to be a growing pool of talent actively seeking non-traditional or alternative work.

The Remote Workforce Strategy

The remote workforce strategy is growing due to technologies that remove barriers such as:

  • Where we work
  • The time of day we work
  • How we collaborate and connect.

For some roles (for example, Marketing, IT, Sales, and Finance) the talent you need may not be located in your backyard, but could be contributing from anywhere in the world. Offering work to remote workers can widen your talent net considerably, and can also save you big dollars in relocation fees and office space.

Tapping into the Gig Economy

The gig economy is another growing pool of talent companies can tap. This group of independent contractors and freelancers are looking for short-term engagements that offer flexibility, work/life balance, supplemental income, or simply the enjoyment of a diverse plate of project-type work. This arrangement can work well for key projects that need to be completed quickly, or to fill talent gaps for in-demand skillsets.

KMA HR Consultant Cassandra Jones recalls her time leading a large team in the UK, where maternity leaves are one year in length. “We often drew on a highly talented and engaged pool of contract workers that had built their careers around assignments of a temporary or project nature, often to support companies with year-long maternity leavers,” she explains. “They valued shorter-term assignments for the diversity of work, variety of organizations they supported, and for the opportunity to take a break in between assignments to get that work/life balance.”

Tailoring Non-Traditional Solutions

These strategies are certainly not an option for every organization and require careful consideration. There are factors to weigh when leveraging freelancers and independent contractors. Employers need to be aware of state and federal laws and regulations which govern independent contractors. It’s important to ensure any individuals utilized on a temporary or project basis are properly classified to avoid back taxes, back wages, and penalties that may arise from improper classification.

However, when the potential is there, in today’s war for talent, companies that are able and willing to look beyond traditional roles may see a significant return on their investment in the talent they attract.

Looking for More Guidance or Support?

KMA HR Consulting can assist with all your full-cycle recruiting needs, including helping you build a creative talent and sourcing strategy. For more information on the services we provide, contact us today.