7 Ways Organizations Can Capitalize on the Free Agent Workstyle Trend Ebook

7ways organizations can capitalize on the free agent workstyle trend

Jocelyn lincoln and Megan M. raftery

http://www.kellyservices.com

introduction

2 | seven ways for organizations to capitalize on the free agent workstyle trend

Build a strong workforce with agile talentIn these uncertain times, the companies with the strongest workforces will be those that adapt to

changing trends and consider a wide array of worker populations to meet their needs.

This may sound untraditional, but it’s becoming reality. That’s because today’s workforce strategies

center around the ability to access the best talent when and where you need it. Many factors—

including economic conditions, an aging workforce, and changing worker attitudes—have led to a

significant shift from traditional employment to more agile “free agent” options such as independent

contracting, temporary and project work, and entrepreneurship.

Our in-depth research shows that the free agent workstyle trend is on the rise. In fact, skilled

professionals from all generations are voluntarily signing up for this new way to work. Forty-four percent

of the active workforce in the United States is now classify themselves as free agents.

So, what can you do today to understand how effectively your organization is leveraging this workstyle?

And if you’re not leveraging it, what can you do to get started?

Following are seven ways organizations can capitalize on the free agent workstyle trend.

hoMe introduction 01 review your workforce strategy

02 gain visibility 03 evaluate opportunities

04 understand your eMployer brand

05 develop options

06 classify properly

07 evaluate workforce solutions partner

conclusion get the whitepaper

3 | seven ways for organizations to capitalize on the free agent workstyle

Develop an employment model

that includes a purposeful mix of

traditional and free agent talent. The

model should include a core staff of

traditional workers who are responsible

for day-to-day operations and standard

workflow. When you experience a

rapid increase in business or seasonal

demands for specialty skill sets, you

can quickly bring in free agents with

the required skills. This will ensure

minimal down-time between projects,

streamlined processes, and the added

benefit of a constant influx of new

ideas and expertise.

tip: You can use internal and external labor supply and demand data to manage your workforce ahead of market trends.

01ensure free agents are included in your overall workforce strategy




05 develop options





how many free agents do you have?

how are they being used?

where are they being used, and

which projects are they supporting?

how much does your organization

spend on free agent talent?

The answers to these questions can

help you gain visibility into your free

agent talent pool. But it’s not always

easy to get the complete picture. With

so many workers having access to your

company, it is vital to know exactly who

is working on your behalf.

tip: A good way to begin your assessment is by comparing your facilities and IT access information with payroll data. Often times, free agents have access to your systems and facilities without being on your full-time payroll.

02gain visibility into all free agents working on your behalf




05 develop options





Are there areas in your organization

that require highly specialized skills,

have constantly changing business

demands, or involve project-based

work assignments? If so, these areas

may be ideal for free agents.

Free agents (e.g., recent retirees,

alumni) can also be useful in functional

areas such as employee training and

mentoring, as workers with years

of knowledge about your company

culture, mission, and business goals

are the best equipped to pass along

that knowledge to new hires.

establish a strategic advantageMany progressive companies have prioritized the workforce needs of areas within their organization that truly drive

competitive differentiation. The goal is to have the most qualified, agile pool of talent available for these core competency

areas. By concentrating on the critical functions and positions that support these key areas, these sophisticated

companies are establishing a strategic advantage by leveraging talent in the most vital areas, at the right time and with

the least amount of risk.

03evaluate departMents, positions, and proJects within your coMpany to see how they would benefit froM free agent talent




05 develop options





who’s watching who?

Remember, free agents are evaluating

your reputation just as closely as

you may be evaluating them. Social

networking sites and employer rating

and recommendation sites such as

glassdoor.com™ make it easy for

workers to share everything—positive

and negative.

How do free agents perceive your

employer brand? Review your career

site, job ads, and recruiting collateral

to be sure you are emphasizing

what’s important to free agents

(e.g., interesting work, flexibility,

opportunities to build skills). It may be

necessary to tweak your messages to

capture the attention of the free agent

audience.

04understand the iMportance of your eMployer brand




05 develop options





It’s very possible that you have

traditional employees who are seeking

more flexibility in their careers. By

developing free-agent type career

paths for current employees, you give

workers another option to stay engaged

with your organization.

Sophisticated companies are

increasingly leveraging the intellectual

capital of alumni and retirees by

implementing programs to engage

these talent pools. These programs

make it easier for companies to

manage future risk and uncertainty

by having access to a qualified,

experienced pool of talent. These

programs offer many benefits,

including high-quality hires (since

you know in advance the skills and

competencies of the individual) and

expedited time to hire. And because

these individuals know the culture

and processes of the company, they

can add real value more quickly than

traditional hires.

case in point: retirees

to the rescue

Kelly Services® works with many clients

to develop programs for alumni and

retiree talent pools. For example, we

developed a solution for an insurance

client that taps into their vast retiree

database to respond to catastrophic

events like tornadoes and hurricanes.

When the need arises, retirees are

ready to be deployed to the troubled

area within hours. This program

gives the client access to a qualified,

experienced talent pool, and it allows

the retirees to be “back in the action”

while maintaining the freedom and

flexibility they desire.

05develop options for current eMployees




05 develop options





Employee misclassification is risky

business. Period.

Be sure you understand the

importance of properly classifying free

agent workers. Fines and penalties

can be significant. Work closely with

your legal team and your workforce

solutions partner to navigate this

complex employment environment.

06know the iMportance of properly classifying free agent workers




05 develop options





Do you have a business partner that

can offer advice and insight into the

free agent population?

Does this business partner have

proven experience helping companies

leverage this growing talent pool?

Your workforce solutions partner

should be an expert in the growing

free agent population. Working

together, you can create a sound

workforce strategy that includes

innovative ways to access and optimize

your entire pool of free agents to meet

your business objectives.

07evaluate your workforce solutions partner




05 develop options





conclusion Final thoughtsToday’s business climate is plagued with an unprecedented pace of change and uncertainty that makes

it difficult to define current—and future—workforce needs. We believe the free agent workstyle trend

holds a key for companies that want to manage risk and respond to business uncertainty with high-

quality, agile talent.

Adapting to the changing employment landscape and fine-tuning your approach to workforce planning

will help you take full advantage of the talent and versatility offered by the free agent workforce.




05 develop options




eXit

DOwnlOAD YOur free cOpY TODAY.

want More inforMation? Download our whitepaper, Free Agents: How “Knowledge Workers” are Redefining the Workplace, for more information.

All trademarks are property of their respective owners. An Equal Opportunity Employer © 2012 Kelly Services, Inc. W1155

ABOuT The AuThOrs

JOcelYn lIncOln is vice president of recruitment Operations for the

Americas region of Kelly services, Inc. In this role she is responsible for candidate

sourcing and recruiting strategies. she holds a master’s degree in marketing

from the university of Detroit-Mercy and a bachelor’s degree in advertising from

Michigan state university.

MegAn M. rAfTerY is senior manager, workforce research and Intelligence,

at Kelly services, Inc. Megan has more than 20 years of marketing and human

resource-related experience. she is responsible for research and business

intelligence concerning employment trends, workforce solutions, and the

future of work.

ABOuT KellY

Kelly services, Inc. (nAsDAQ: KelYA, KelYB) is a leader in providing workforce solutions.

Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class

staffing on a temporary, temporary-to-hire and direct-hire basis. serving clients around the globe,

Kelly provides employment to more than 530,000 employees annually. revenue in 2010 was

$5 billion. Visit www.kellyservices.com and connect with us on facebook®, linkedIn®, and Twitter®.

surVeY MeThODOlOgY

The 2011 free Agent research was conducted online by Inavero on behalf of Kelly services

among a representative sample of adults active in the u.s. workforce. kellyservices.com

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7 Ways Organizations Can Capitalize on the Free Agent Workstyle Trend Ebook