Embed Size (px)
Citation preview
Welcome
to
The Gig Economy Then and Now: What You Need to Know to Maximize the
Benefits of a Flexible Workforce
October 17th, 2017
archumancapital.com
B.L.U.F. Bottom Line Up Front
1. We know how to do talent acquisition - how we acquire THIS talent is a little different
2. Don’t leave it (solely) to purchasing or hiring managers because these are “vendors”! This is an opportunity to prove the strategic value of engaged, connected HR
3. Having enough of the right talent can be a competitive differentiator
archumancapital.com
B.L.U.F. Bottom Line Up Front
4. This talent has a little different wants and needs then regular W-2 employees
5. A few things will be different about how you'll work with this talent
6. We need to develop leaders capable of leading this blended workforce
7. In the end you may make a bigger impact with a few strategically applied “gigsters” then twice as many regular/W-2 hires in tactical roles!
AGENDA
Agenda
1 Then and now…
2 Definition & size
3 Contingent labor’s place in a SWP
4 Sample companies
5 Freelancer needs, traits, expectations
6 Tools to source& manage freelancers
Agenda7 Easing into contingent labor use
What skills/talents would it be nice to have access to in your organization, regardless of how often you needed it, or how easy it’d be to recruit?
Then…and now…
You’ve come a long way Kelly Girl!
• 1946 – Detroit MI
• William Russell “Russ” Kelly started Russell Kelly Office Service
• Initially having typing service performed at his office by his secretaries
• Then to meet customer demand, started performing admin. work at customer sites
• 1957 “Kelly Girl Service”
• 1966 renamed Kelly Services, Inc. Marketing, technical, and light industrial services …and MEN!
Working the
graveyard shift as
a “temp” in the
early ‘90’s!
Decorating the Hard Rock Café in Orlando, Florida for
Christmas!
The gig economy of
2017!
archumancapital.com
So…. What IS the gig economy anyway?
The gig economy is “a way of working that is based on people having
temporary jobs or doing separate pieces of work, each paid separately, rather than working for an employer”
- The Cambridge Dictionary
The size of the gig economy
“Up to 30% of working age people in the US & western Europe are engaging in independent work, either as their primary or a supplemental source of income.”
-Susan Lund
Partner, McKinsey60M
162Mtotal
Strategic Workforce Planning (SWP)The 6Bs and OD to Close Gaps
How do you make “Borrowing”
work?
1. Develop a network of trusted partners2. Analyze what skills can be borrowed vs. needed internally3. Manage outsourcing and “borrow” projects carefully4. Transfer knowledge internally
• It’s about gaining advantage through strategic use of external expertise
• But organizations aren’t set up for it!• You need “expertise on tap”• “Respond effectively to the
challenges”:• Build more agile organizations• Deliver better results than
competitors
• Use of agile talent is a strategic decision, not a reactionary one!
• It’s about developing or enhancing organizational capability (or level of expertise).
• It’s a planned part of the SWP!• Beware of “separate not equal”. That
belongs in the “then”, not the “now”!• The Kelly Girls & my temp jobs did NOT
develop the organization’s capability!
The agile economy at work: Small scale
The agile economy at work: Large scale
Anthropology: the study of human races, origins, societies,
and cultures
A bit about the Freelancers…• Own their careers
• Strong level of focus & intent
• Have a dynamic professional life
• Want to be seen as themselves
• Know their value is their availability & skill
• Live for the challenge of RIGHT FIT WORK
• Sensitive to bias against them/want to be
part of the team, not outsiders
• Slow bureaucracy frustrates them
Amber Chamberlain, M.EdCamael Consulting
“Today more than one in three US workers are freelancers – a figure expected to grow to 40%
by 2020.”
Top 3 challenges to managing contingent workers:
1. Legal/regulatory uncertainty
2. Unreceptive corporate culture
3. Lack of leadership understanding
“Today more than one in three US workers are freelancers – a figure
expected to grow to 40% by 2020.”
Top 3 challenges to managing contingent workers & ways to deal with them:
1. Legal/regulatory uncertainty –
2. Unreceptive corporate culture –
3. Lack of leadership understanding –
Advocate/collaborate with legal
Build business case/Change management
Provide Training/Change Management
“… Multinational accountancy firm PwC has their own platform
to connect freelancers to positions or projects in their
firm. Unlike the typical one time jobs found on some freelance
platforms, PwC’s Talent Exchange fosters long-term
relationships with hires, including after-project
assessments and networking opportunities”
“Talent Exchange”1) Develop/Foster long-term
relationships2) Continuously considered
for matching roles3) Receive project delivery
scores4) Establishes Community
standing5) Networking across the Co.
“Talent Network”1) Makes finding, hiring, &
deploying freelance writers easier
2) Editors can post assignments3) Freelancers can pitch story
ideas4) Only experienced journalists
accepted, so anyone in the pool is vetted/qualified!
“LinkedIn Just Joined the 'Gig Economy.' Here's How”Inc. Magazine August 2016
“At a high level, we’ve seen a growing number of
freelance/gig professionals on our platform – a nearly 50%increase over the past 5 years – who are looking for short-term gigs or new business leads.”
-Kenly WalkerLinkedIn Spokesperson
“Find Trustworthy Freelancers”“Take your project from to do, to done”
• Massive expansion of popular site feature to win new business on the platform.
• Freelance marketplace• Connects Consumers & Small businesses• Professional services – design, writing, editing, accounting, real
estate, career coaching• 450M members - 200 countries• Quality of endorsements & testimonials!
What are some otherplatforms for freelance talent
sourcing & management?
One SpaceUp WorkPeople per hour
Ease into it…
• A change in mindset
• Coordinate, Collaborate, Evaluate
• Try small scale first
• Network!
• Understand your internal challenges and external freelancer expectations before you begin…
& prepare for them!
What skills/talents would it be nice to have access to in your organization, regardless of how often you needed it, or how easy it’d be to recruit?
archumancapital.com©2017 Arc Human Capital. All rights reserved
Questions?
archumancapital.com©2017 Arc Human Capital. All rights reserved
Want a copy of the slides & other goodies?
Bring up your business card!
archumancapital.com
Adam R. Calli
MSM, SHRM-SCP, SPHR
Principal Consultant
Arc Human Capital, LLC
703-615-2085
Human capital gets you to the peak of your arc.
We keep you there.
Thank you!
©2017 Arc Human Capital. All rights reserved
http://bit.ly/2hPUqiL@HRNole1
