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

1. 7
ways
organizations
can capitalize on
the free agent
workstyle trend
Jocelyn lincoln and Megan M. raftery

2. 2 | seven ways for organizations to capitalize on the free agent workstyle trend
introduction 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
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3. 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.
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workforce opportunities your eMployer options properly workforce whitepaper
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4. 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
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5. 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
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6. 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
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7. 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, we
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workforce opportunities your eMployer options properly workforce whitepaper
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8. 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
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9. 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
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10. 10 | seven ways for organizations to capitalize on the free agent workstyle
conclusion 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
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11. 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 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
All trademarks are property of their respective owners. An Equal Opportunity Employer © 2012 Kelly Services, Inc. W1155 eXit