Seven ways organizations can capitalize on the free agent workstyle trend
 

Seven ways organizations can capitalize on the free agent workstyle trend

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This ebook shows seven ways how organizations can capitalize on the free agent workstyle trend.

This ebook shows seven ways how organizations can capitalize on the free agent workstyle trend.

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Seven ways organizations can capitalize on the free agent workstyle trend   Seven ways organizations can capitalize on the free agent workstyle trend Presentation Transcript

  • 7waysorganizationscan capitalize onthe free agentworkstyle trendJocelyn lincoln and Megan M. raftery
  • 2 | seven ways for organizations to capitalize on the free agent workstyle trendintroduction Build a strong workforce with agile talent In 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 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 3 | seven ways for organizations to capitalize on the free agent workstyle 01 ensure free agents are included in your overall workforce strategy Develop an employment model the required skills. This will ensure that includes a purposeful mix of minimal down-time between projects, traditional and free agent talent. The streamlined processes, and the added model should include a core staff of benefit of a constant influx of new traditional workers who are responsible ideas and expertise. 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 tip: You can use internal and external labor supply and demand data to manage your workforce ahead of market trends.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 4 | seven ways for organizations to capitalize on the free agent workstyle 02 gain visibility into all free agents working on your behalf how many free agents do you have? The answers to these questions can help you gain visibility into your free how are they being used? agent talent pool. But it’s not always where are they being used, and easy to get the complete picture. With which projects are they supporting? so many workers having access to your company, it is vital to know exactly who how much does your organization is working on your behalf. spend on free agent talent? 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.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 5 | seven ways for organizations to capitalize on the free agent workstyle 03 evaluate departMents, positions, and proJects within your coMpany to see how they would benefit froM free agent talent Are there areas in your organization Free agents (e.g., recent retirees, that require highly specialized skills, alumni) can also be useful in functional have constantly changing business areas such as employee training and demands, or involve project-based mentoring, as workers with years work assignments? If so, these areas of knowledge about your company may be ideal for free agents. culture, mission, and business goals are the best equipped to pass along that knowledge to new hires. establish a strategic advantage Many 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.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 6 | seven ways for organizations to capitalize on the free agent workstyle 04 understand the iMportance of your eMployer brand who’s watching who? How do free agents perceive your employer brand? Review your career Remember, free agents are evaluating site, job ads, and recruiting collateral your reputation just as closely as to be sure you are emphasizing you may be evaluating them. Social what’s important to free agents networking sites and employer rating (e.g., interesting work, flexibility, and recommendation sites such as opportunities to build skills). It may be glassdoor.com™ make it easy for necessary to tweak your messages to workers to share everything—positive capture the attention of the free agent and negative. audience.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 7 | seven ways for organizations to capitalize on the free agent workstyle 05 develop options for current eMployees It’s very possible that you have experienced pool of talent. These developed a solution for an insurance traditional employees who are seeking programs offer many benefits, client that taps into their vast retiree more flexibility in their careers. By including high-quality hires (since database to respond to catastrophic developing free-agent type career you know in advance the skills and events like tornadoes and hurricanes. paths for current employees, you give competencies of the individual) and When the need arises, retirees are workers another option to stay engaged expedited time to hire. And because ready to be deployed to the troubled with your organization. these individuals know the culture area within hours. This program and processes of the company, they gives the client access to a qualified, Sophisticated companies are can add real value more quickly than experienced talent pool, and it allows increasingly leveraging the intellectual traditional hires. the retirees to be “back in the action” capital of alumni and retirees by while maintaining the freedom and implementing programs to engage case in point: retirees flexibility they desire. these talent pools. These programs to the rescue make it easier for companies to Kelly Services® works with many clients manage future risk and uncertainty to develop programs for alumni and by having access to a qualified, retiree talent pools. For example, wehoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 8 | seven ways for organizations to capitalize on the free agent workstyle 06 know the iMportance of properly classifying free agent workers Employee misclassification is risky Be sure you understand the business. Period. 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.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 9 | seven ways for organizations to capitalize on the free agent workstyle 07 evaluate your workforce solutions partner Do you have a business partner that Your workforce solutions partner can offer advice and insight into the should be an expert in the growing free agent population? free agent population. Working together, you can create a sound Does this business partner have workforce strategy that includes proven experience helping companies innovative ways to access and optimize leverage this growing talent pool? your entire pool of free agents to meet your business objectives.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • 10 | seven ways for organizations to capitalize on the free agent workstyleconclusion Final thoughts Today’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.hoMe introduction 01 review your 02 gain visibility 03 evaluate 04 understand 05 develop 06 classify 07 evaluate conclusion get the workforce opportunities your eMployer options properly workforce whitepaper strategy brand solutions partner
  • want More inforMation? Download our whitepaper, Free Agents: How “Knowledge Workers” are Redefining the Workplace, for more information. DOwnlOAD YOur free cOpY TODAY.ABOuT The AuThOrsJOcelYn lIncOln is vice president of recruitment Operations for theAmericas region of Kelly services, Inc. In this role she is responsible for candidatesourcing and recruiting strategies. she holds a master’s degree in marketingfrom the university of Detroit-Mercy and a bachelor’s degree in advertising fromMichigan 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 humanresource-related experience. she is responsible for research and businessintelligence concerning employment trends, workforce solutions, and thefuture of work.ABOuT KellYKelly 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-classstaffing 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 MeThODOlOgYThe 2011 free Agent research was conducted online by Inavero on behalf of Kelly servicesamong a representative sample of adults active in the u.s. workforce. kellyservices.comAll trademarks are property of their respective owners. An Equal Opportunity Employer © 2012 Kelly Services, Inc. W1155 eXit