The Future Workforce Report, conducted by an independent research firm and commissioned by Upwork, explores the hiring behaviors of over 1,000 U.S. hiring managers to show how businesses are adapting to the rapid pace of workforce change. Nearly two-thirds (63 percent) of companies today have remote workers. Find out how companies are embracing a more agile, remote workforce, and what’s in store for the future.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
The Future Workforce Report, conducted by an independent research firm and commissioned by Upwork, surveyed over 1,000 U.S. hiring managers and shows how Millennial and Gen Z managers are redefining the future of work. Forty-eight percent of younger generation managers are director-level or higher already, showing they have a major influence on workforce planning. Find out what the future holds as these younger generations become the workforce majority.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
PwC’s Trends in People Analytics report highlights our recently published 2015 PwC Saratoga US benchmark data, as well as the implications for people analytics functions and key trends for consideration.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
The Press Forward Discussion: Pipeline to Leadership for Women in NewsMcKinsey & Company
Materials from the Women in the Workplace presentation with The Press Forward. Includes the Media and Entertainment talent pipeline, insights on how COVID has influenced representation, and action items for leaders to drive fundamental change.
"Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, the sixth annual study, which surveyed more than 6,000 U.S. workers over the age of 18, estimates that 57 million Americans freelance and that more people than ever see freelancing as a long-term career path. This year’s study also revealed that a 53% majority of Gen Z workers (ages 18-22) freelanced - the highest freelance participation rate of any age bracket since FIA’s 2014 launch.
Future Workforce 2019: How Younger Generations are Reshaping the Future Workf...Upwork
The Future Workforce Report, conducted by an independent research firm and commissioned by Upwork, surveyed over 1,000 U.S. hiring managers and shows how Millennial and Gen Z managers are redefining the future of work. Forty-eight percent of younger generation managers are director-level or higher already, showing they have a major influence on workforce planning. Find out what the future holds as these younger generations become the workforce majority.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
PwC’s Trends in People Analytics report highlights our recently published 2015 PwC Saratoga US benchmark data, as well as the implications for people analytics functions and key trends for consideration.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
The Press Forward Discussion: Pipeline to Leadership for Women in NewsMcKinsey & Company
Materials from the Women in the Workplace presentation with The Press Forward. Includes the Media and Entertainment talent pipeline, insights on how COVID has influenced representation, and action items for leaders to drive fundamental change.
"Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, the sixth annual study, which surveyed more than 6,000 U.S. workers over the age of 18, estimates that 57 million Americans freelance and that more people than ever see freelancing as a long-term career path. This year’s study also revealed that a 53% majority of Gen Z workers (ages 18-22) freelanced - the highest freelance participation rate of any age bracket since FIA’s 2014 launch.
Made in America, Again: Third Annual Survey of U.S.-Based Manufacturing Execu...Boston Consulting Group
BCG's latest manufacturing survey finds decision makers at large manufacturers expect the U.S. share of their production to rise an average of 7 percent in five years; half expect to boost U.S. factory jobs by 5 percent or more.
Like other prosperous American cities, greater Seattle currently finds itself in the unenviable position of possessing both enormous amounts of wealth and staggering levels of homelessness. These slides accompany the McKinsey & Company report that looks at homelessness in King County, published in January 2020.
Global survey by BCG GAMMA and Ipsos finds overall optimism toward Artificial Intelligence in the workplace but large national differences and significant worries about privacy, job security, and economic equality.
Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training accenture
Executives at large US companies believe a skills gap persists for their businesses, and that many companies will not have the skills they need in the next one to two years. In a positive sign, many US businesses plan to increase their investments in training in the next two years.
Dual Transformation - How to Reposition Today’s Business while Creating the F...Ragavendra Prasath
Dual Transformation framework will help incumbent organizations stay ahead and not get into obsolescence. One of the interesting thing, I learnt or observed from Proctor and Gamble (P&G) is Problems of predictability and How US$ 10 Billion (as of 2017) sales making Pampers was born.
Dual Transformation approach is proved by solid examples from various companies such as Aetna, Adobe, Singapore Post, Amazon, GBS Bank and many more.
Transformation A = Change the ‘How’ you deliver i.e. finding more effective and efficient ways to address the customer needs to maximize re-silence of your existing / historical core business
Transformation B = Creating the new ‘What’ you deliver i.e. The process of making the complicated → simple, expensive → affordable always grows markets.
This is based on the seminal work done by Harvard Business School Late Prof. Clayton Christensen during early 1990’s on “Theory of Disruptive Innovation”.
Inspiration & Courtesy to books and research reports
1. The Innovator’s Dilemma - Late Prof. Clayton Christensen
2. Theory of Disruptive Innovation - Late Prod. Clayton Christensen
3. The Structure of Scientific Revolutions - Late Thomas Khun
4. Dual Transformation - Mark W Johnson, Scott D Anthony, Clarke G Gilbert
5. The First Mile: A Launch Manual for Getting Great Ideas Into the Market - Scott D Anthony
McKinsey Global Institute Report - A labor market that works: Connecting tale...McKinsey & Company
This presentation offers highlights from a new report by the McKinsey Global Institute, "A labor market that works: Connecting talent with opportunity in the digital age".
From shopping to social media, online platforms have transformed major segments of the global economy. They now are about to do the same for labor markets around the world. MGI examines the stubborn disconnect between people and jobs and the potential for online talent platforms to unlock real economic value over the next decade by creating better, faster matching between workers and available work opportunities.
Read the report in full:
http://mckinsey.com/Insights/Employment_and_growth/Connecting_talent_with_opportunity_in_the_digital_age
The enterprise software industry is being transformed by substantial investor capital, Cloud 2.0, artificial intelligence, data protection, preferred platforms, and a talent shortage, leading stakeholders of all kinds to make big changes, and big choices.
MGI: From poverty to empowerment: India’s imperative for jobs, growth, and ef...McKinsey & Company
Some 680 million people, or 56% of India, live below MGI’s Empowerment Line and lack acceptable minimum standards of living; the Empowerment Gap is 4% of GDP in value terms (about 7 times the official poverty gap)
From 2005 to 2012, 75% of the improvement in living standards was due to rising incomes, the rest due to government spending; to reduce the gap faster, India needs more productive jobs and higher effectiveness of government spending (e.g., 85 million people below the official poverty line could have been lifted to minimum living standards just by improving delivery of public services)
Almost 40% of the Empowerment Gap comes from health care, drinking water and sanitation; in addition, hunger is a major issue for the poorest segments, and housing for the urban vulnerable
Apart from lacking the means, Indians also lack access to 46% of the basic services they need, with significant variations in the pattern of access deprivation across districts
A path of Stalled Reforms would leave 36% of India below the Empowerment Line and 12% below the Poverty Line in 2022, but the path of Inclusive Reforms can bring these down to 7% and 1% respectively – while achieving fiscal consolidation and reducing access deficit in basic services to 17%, from 46% currently. Raising government spending on subsidies alone delivers just 8% of the total impact. 4 themes are critical
Non-farm jobs deliver >50% of impact; 115 million jobs are needed (38 million more than Stalled Reforms) through 6 broad-ranging reforms and investments in 70-100 job creation engines
Agricultural yield growth delivers ~20% of impact, needing 9 farm sector initiatives and investment rebalancing towards rural infrastructure, research and extension
Public spending on basic services should grow at 7% p.a. in real terms and share of health, water and sanitation to rise from 20% to nearly 50%
Government spending effectiveness must improve from 50% to 75%, by working with private and social sector, community involvement and tight monitoring using technology
Six themes are essential to improve governance across the board (raise institutional capacity and strengthen external accountability)
This report, conducted by an independent research firm and commissioned by Upwork, uses data from two surveys of U.S. hiring managers: one fielded in November 2019 prior to the COVID-19 crisis, and the other fielded during the crisis in April 2020. The surveys polled a combined 1,500 U.S. hiring managers to provide a holistic picture of workforce trends impacting business organizations. Find out how companies are building for the future.
Made in America, Again: Third Annual Survey of U.S.-Based Manufacturing Execu...Boston Consulting Group
BCG's latest manufacturing survey finds decision makers at large manufacturers expect the U.S. share of their production to rise an average of 7 percent in five years; half expect to boost U.S. factory jobs by 5 percent or more.
Like other prosperous American cities, greater Seattle currently finds itself in the unenviable position of possessing both enormous amounts of wealth and staggering levels of homelessness. These slides accompany the McKinsey & Company report that looks at homelessness in King County, published in January 2020.
Global survey by BCG GAMMA and Ipsos finds overall optimism toward Artificial Intelligence in the workplace but large national differences and significant worries about privacy, job security, and economic equality.
Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training accenture
Executives at large US companies believe a skills gap persists for their businesses, and that many companies will not have the skills they need in the next one to two years. In a positive sign, many US businesses plan to increase their investments in training in the next two years.
Dual Transformation - How to Reposition Today’s Business while Creating the F...Ragavendra Prasath
Dual Transformation framework will help incumbent organizations stay ahead and not get into obsolescence. One of the interesting thing, I learnt or observed from Proctor and Gamble (P&G) is Problems of predictability and How US$ 10 Billion (as of 2017) sales making Pampers was born.
Dual Transformation approach is proved by solid examples from various companies such as Aetna, Adobe, Singapore Post, Amazon, GBS Bank and many more.
Transformation A = Change the ‘How’ you deliver i.e. finding more effective and efficient ways to address the customer needs to maximize re-silence of your existing / historical core business
Transformation B = Creating the new ‘What’ you deliver i.e. The process of making the complicated → simple, expensive → affordable always grows markets.
This is based on the seminal work done by Harvard Business School Late Prof. Clayton Christensen during early 1990’s on “Theory of Disruptive Innovation”.
Inspiration & Courtesy to books and research reports
1. The Innovator’s Dilemma - Late Prof. Clayton Christensen
2. Theory of Disruptive Innovation - Late Prod. Clayton Christensen
3. The Structure of Scientific Revolutions - Late Thomas Khun
4. Dual Transformation - Mark W Johnson, Scott D Anthony, Clarke G Gilbert
5. The First Mile: A Launch Manual for Getting Great Ideas Into the Market - Scott D Anthony
McKinsey Global Institute Report - A labor market that works: Connecting tale...McKinsey & Company
This presentation offers highlights from a new report by the McKinsey Global Institute, "A labor market that works: Connecting talent with opportunity in the digital age".
From shopping to social media, online platforms have transformed major segments of the global economy. They now are about to do the same for labor markets around the world. MGI examines the stubborn disconnect between people and jobs and the potential for online talent platforms to unlock real economic value over the next decade by creating better, faster matching between workers and available work opportunities.
Read the report in full:
http://mckinsey.com/Insights/Employment_and_growth/Connecting_talent_with_opportunity_in_the_digital_age
The enterprise software industry is being transformed by substantial investor capital, Cloud 2.0, artificial intelligence, data protection, preferred platforms, and a talent shortage, leading stakeholders of all kinds to make big changes, and big choices.
MGI: From poverty to empowerment: India’s imperative for jobs, growth, and ef...McKinsey & Company
Some 680 million people, or 56% of India, live below MGI’s Empowerment Line and lack acceptable minimum standards of living; the Empowerment Gap is 4% of GDP in value terms (about 7 times the official poverty gap)
From 2005 to 2012, 75% of the improvement in living standards was due to rising incomes, the rest due to government spending; to reduce the gap faster, India needs more productive jobs and higher effectiveness of government spending (e.g., 85 million people below the official poverty line could have been lifted to minimum living standards just by improving delivery of public services)
Almost 40% of the Empowerment Gap comes from health care, drinking water and sanitation; in addition, hunger is a major issue for the poorest segments, and housing for the urban vulnerable
Apart from lacking the means, Indians also lack access to 46% of the basic services they need, with significant variations in the pattern of access deprivation across districts
A path of Stalled Reforms would leave 36% of India below the Empowerment Line and 12% below the Poverty Line in 2022, but the path of Inclusive Reforms can bring these down to 7% and 1% respectively – while achieving fiscal consolidation and reducing access deficit in basic services to 17%, from 46% currently. Raising government spending on subsidies alone delivers just 8% of the total impact. 4 themes are critical
Non-farm jobs deliver >50% of impact; 115 million jobs are needed (38 million more than Stalled Reforms) through 6 broad-ranging reforms and investments in 70-100 job creation engines
Agricultural yield growth delivers ~20% of impact, needing 9 farm sector initiatives and investment rebalancing towards rural infrastructure, research and extension
Public spending on basic services should grow at 7% p.a. in real terms and share of health, water and sanitation to rise from 20% to nearly 50%
Government spending effectiveness must improve from 50% to 75%, by working with private and social sector, community involvement and tight monitoring using technology
Six themes are essential to improve governance across the board (raise institutional capacity and strengthen external accountability)
This report, conducted by an independent research firm and commissioned by Upwork, uses data from two surveys of U.S. hiring managers: one fielded in November 2019 prior to the COVID-19 crisis, and the other fielded during the crisis in April 2020. The surveys polled a combined 1,500 U.S. hiring managers to provide a holistic picture of workforce trends impacting business organizations. Find out how companies are building for the future.
Starting a new job for anyone is a major life change and career transition. The on boarding experience is personal and affects the bottom line, productivity, culture and future ability of any firm to hire THE best talent. The detailed report leveraging global firms located in Nigeria has a number of interesting ideas for you to consider to Re imagine On boarding for your organization.
RMIT Online - Hybrid Working Survey Results (1).pdfssuserea3aba
As part of our PR efforts and to continue our Future of Work narrative, we invested in some research around the topic of hybrid working to help businesses rethink their new models post-COVID.
Relationships Matter: Develop a Productive Employee Referral Program | Talent...LinkedIn Talent Solutions
Referrals can be a highly successful resource for your talent pipeline if you can tap into your employees’ passion. Kara Yarnot of Meritage Talent Solutions, and talent leaders from Owens Corning, Appirio, Sapient Nitro and Cisco share how they have scaled their referral programs to consistently be their #1 source of hire.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Truly influence business decisions with emerging recruiting trends worldwide.
Learn top recruiting priorities, upcoming challenges and opportunities ahead in LinkedIn’s annual report.
To truly influence business decisions, you need to understand where the industry is going. This 5th annual report uncovers worldwide recruiting trends that will move your organization forward, and help position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
Similar to 2018 Future Workforce Report: Hiring manager insights on flexible and remote work trends (20)
Upwork commissioned Edelman Intelligence, an independent firm, to conduct the first Freelance Forward study, which is our seventh annual study of the U.S. freelance workforce. We surveyed more than 6,000 U.S. workers over the age of 18 and found that 59 million Americans performed freelance work in the past 12 months, representing 36% of the U.S. workforce, an increase of 2 million freelancers since 2019.
This year’s research revealed how the COVID-19 pandemic has impacted the composition and demographics of the freelance workforce.
Belonging is a feeling—the extent to which employees can show up to work fully without having to sacrifice meaningful aspects of their identity. Microaggressions are the everyday moments that cause belonging breakdowns. This map by Erin L. Thomas, PhD, Upwork's VP, Head of Diversity, Inclusion, and Belonging, shows the typical Belonging Breakdown Journey for anyone who’s relatively “different” in a company. Different means non-prototypical, or not the norm.
One of the most significant benefits of remote work is the lack of a commute. From both a timesaving and productivity standpoint, a lack of commute can improve a person's overall happiness and work-life balance. But how much time can remote work actually save? And where do workers who can
go remote stand to benefit most by going remote? Upwork's Cheif Economist, Adam Ozimek, explores these questions and finds that the potential commuting benefits of remote work are
significant across the U.S.
Remote work is undoubtedly on the rise, especially as companies adapt to the changing times of COVID-19, but what impact will this have on the broader economy? In this analysis, Upwork Chief Economist, Adam Ozimek, examines the potential for remote work to reshape the geography of opportunity in the U.S. Using a variety of data sources, we provide evidence that remote work is already helping to send economic activity from the top 15 most expensive parts of the country to less expensive parts. When this happens, we show that it can be mutually beneficial: higher earnings for independent professional’s than in their local labor markets and lower cost for businesses than in their local labor markets. In addition, both sides will likely benefit from a variety of under-discussed benefits beyond pay.
Engaging a Data Scientist to Revolutionize How You Leverage Your DataUpwork
Data scientists have the business acumen and advanced expertise to craft custom data operations for your organization. Whether you’re implementing automation, fraud detection, campaign optimization, or intelligent listening, they can help.
Engaging a Back-end Developer to Build Your Tech BackboneUpwork
Back-end developers employ a range of tech from APIs and cloud-based databases to server-side scripts and SaaS integrations. They’re valuable partners who can optimize and modernize the tech backbone of your operations.
Engaging a Front-end Developer to Bring User Interfaces to LifeUpwork
Front-end developers employ a range of tech from JavaScript frameworks and low-code platforms to asynchronous data transfer, APIs, and plugins. They’re valuable partners as you test, optimize, and update your site or app when business needs evolve.
A remote workforce requires a shift in how people do and think about work because many of the traditional processes and mindsets don’t apply anymore. Discover tips and best practices for building and leading a remote workforce in the age of COVID-19.
How to Develop a VR/AR/MR Experience with Independent TalentUpwork
Launching an AR/VR/MR experience is a complex process that requires the close collaboration of a team of pros. Expect a tight loop between design and development.
Engaging a Social Media Strategist for Crisis CommunicationsUpwork
A skilled social media strategist can jump in and establish a strategy, coordinate creation of the assets you need, and monitor and post to your channels for a consistent, engaging presence during the crisis and beyond.
The Path Forward: Cultivating an Antiracist Company CultureUpwork
At Upwork, we stand firmly against racial injustice and are working to create a safe environment for honest conversations about race, including how we can effectively upend the chronic racism that many of our team members experience every day. We recognize that we also have much progress to make within Upwork, and we have committed to take action toward building a more diverse and inclusive workplace.
Create a Virtual IT Help Desk with Remote Tech Support AgentsUpwork
Tech support specialists can provide hands-on, human support that’s more consultative than an FAQ page. They’re not just adept with software and hardware—they are patient problem-solvers.
Independent professionals are more in demand than ever before. Upwork’s #FutureWorkforce Report found 47% of hiring managers are now more likely to hire independent talent than they were prior to the COVID-19 crisis. Find out how companies are building for the future in this annual report.
#RemoteWork #HireAProfessional #BusinessDevelopment #B2B
Trends Watch: The Flexible Workforce (Tech Edition)Upwork
IT departments and agile dev teams face a conundrum. Tech is evolving fast and dev cycles are getting more iterative. But tech talent shortages are holding teams back—unless they know where to look. Here's a glance at the unique challenges web, mobile, and software teams face and how remote on-demand talent can help them cross the chasm.
In April 2020, Upwork published our first ever Annual Impact Report—articulating Upwork’s approach to assessing and managing critical environment, societal, and corporate governance focus areas while demonstrating our commitment to creating economic opportunities so people have better lives.
Upwork's Work Without Limits Executive Summit 2019Upwork
Upwork’s annual Work Without Limits Executive Summit brought over 100 senior-level executives from Fortune 1000 organizations such as Microsoft, Procter & Gamble, Oracle, LinkedIn, and Deloitte to discuss how work is evolving. Executives, HR visionaries, and industry influencers shared best practices for organizational transformation and leveraging distributed, flexible teams.
Highlights from this year’s event include:
2 “The future isn’t who you are, the future is who you’re becoming. Who you’re becoming relies directly on who you hire” -Bodell
3 “We don’t want to sit around and wait for the future, you want to create it.” -Bodell
5 “The inhibitor to innovation is not the ability to learn new things but the inability to unlearn mindsets, behaviors and methods that were once effective but now limit success” -O’Reilly
Leaders must UNLEARN, to impact mindset you don’t start thinking differently, you need to start by behaving differently.
6 “New platforms, applications and devices are connecting us like never before. We have extraordinary mobile computing power, allowing anyone to work from anywhere, enabling everyone to gather, generate and share data at warp speed and it’s not going to slow down anytime soon.” -Wade
7 “We’re all struggling to work out how to deal with this as many traditional rules and practices become irrelevant, or at least inadequate. Each one of us is interpreting these changes in different ways” -Wade
8 “The pace of evolution is going to pick up as more and more Millennials are in positions to not only influence but direct how work is done at their organizations” -Gregg
9 How Millennials lead differently
10. Many of us work in the traditional notion of a job that was created with the assembly line. Fast forward to today, we’re seeing the democratization of information and work and the rapid ability to deconstruct jobs, redistribute tasks to anywhere in the world, and the opportunity to reconstruct work in a fundamentally different fashion. It’s a tipping point of the future of work.
11 As skills and technology advance -- speed is the new premium.
12 In 1955, the average age of a Fortune 500 company was 60 years old. Today, less than 12% of the original list remains. The average lifespan is now 20 years old. They all have CHANGE in common and you can either embrace the change and thrive, or resist the change.
13 Work is changing:
-Millennials increase earning power, while baby boomers seek learning opportunities to stay employable
-The number of careers in an life is increasing. Business and talent leaders and workers must plan for careers that span 50–60 years
-Millennials say business should prepare workers
-Freelancers are proactively updating skills to stay marketable
15 “New technology allows you to do things in new ways. But fear holds people back. How do we create a tool that is ‘ordinary and boring’ that can serve as a useful ladder to go from early adopter to early majority?” -Winsor
“Freelancing in America” is the most comprehensive study of the independent workforce. Commissioned by Upwork and Freelancers Union, this study surveyed more than 6,000 U.S. workers. In its fifth annual year, findings show Americans are spending more than 1 billion hours per week freelancing. Beyond quantifying the amount of freelancing happening, new insights delve into why people are increasingly choosing to work this way.
2. Table of Contents
2
Topic Page
Study Objectives 3
Research Methodology 4
Key Findings 5
Companies today face a dilemma 10
Work is changing 14
Remote work is more common, but companies lack policies to support 23
Freelancer usage is accelerating 31
The future workforce 39
Profile of respondents 41
Appendix 46
3. Study Objectives
Upwork commissioned Inavero, an independent research firm, to conduct a
study of workforce hiring in the U.S., focusing on knowledge work, with
these objectives:
1. Understand the hiring challenges companies face today
2. Examine how work is changing as skills and technology evolve
3. Explore how teams are handling remote workforce management
4. Learn how companies are utilizing freelancers now and in the
future
5. Discover how the workforce will evolve in the next 10 years
This deck is organized in sections to detail results on each objective.
3
4. Research Methodology
• An online survey of 1,005 workforce hiring decision makers obtained
through a third-party, independent online sample.
• Data collected November 8, 2017 – November 15, 2017 by independent
research firm Inavero.
• This is the second year the survey has been conducted.
• Overall margin of error of ±3.09% at 95% confidence level.
4
5. Key Findings
5
Companies today face a dilemma
• Nearly all (91%) hiring managers had open positions on their team at
some point in 2017.
• The typical position is open for 36 days, with engineering (45 days)
and accounting/finance (39 days) positions open the longest.
• Over three times as many hiring managers said hiring was more
difficult in 2017 than said it was easier.
• Access to skills (53%) cost/budget (45%) and internal hiring
processes (33%) were the top hiring challenges in 2017.
6. Key Findings
6
Work is changing
• Globalization, skill specialization and agile team models will change
the workforce in the next 10 years.
• The majority of hiring managers (65%) agree that companies will
need to invest in training/re-skilling to prepare workers for the jobs
of tomorrow.
• Over half (52%) of hiring managers cited shortage of talent as the
top driver for adopting a more flexible workforce model.
• Hiring managers expect a 168% increase in the amount of work done
by flexible talent (temporary, freelance or agency workers) in 10
years.
7. Key Findings
7
Remote work is more common, but companies lack policies to support
• A majority (63%) of companies have remote workers, yet more than
half (57%) lack work-from-home policies.
• 5X as many hiring managers expect more of their team to work
remotely in the next 10 years than expect less.
• 2X as many hiring managers cite having the right skills as being
more important than working in the same location as the rest of the
team.
• Majority of hiring managers with remote workers (61%) and work
from home policies (52%) agree hiring has gotten easier in the past
year.
8. Key Findings
8
Freelancer usage is accelerating
• A large majority (79%) report their company’s utilization of
freelancers has changed over the past 3 years.
• Nearly half (48%) of companies are currently using freelancers, up
43% from 2017.
• 4X more hiring managers expect their usage of freelancers to
increase in 2018 than those who expect it to decrease.
• Nine out of 10 hiring managers are open to working with freelancers
rather than making temporary hires through a staffing firm.
9. Key Findings
9
The future workforce
• 6X as many hiring managers agree that dynamic and agile team
structures will become the norm.
• 3X as many hiring managers agree that offices will serve as
temporary anchor points rather than daily travel destinations.
• In fact, 38 percent of full-time/permanent employees will work
predominantly remotely.
• The majority (56%) of companies will have increased their use of
freelancers, 74 percent among companies who currently use
freelancers.
11. Companies are struggling to find talent
11
Q2.9. Thinking of the most recent roles you have been involved in trying to fill in the past year, how long have each been open (or how long were each
open before being filled)? (n=910)
91%
of hiring managers had
open positions in 2017
36
Average days a position
is open
12. 12Q2.10. In your opinion, how hard has hiring for the following roles been this past year compared to prior years? (n=958)
Total
Over 3x as many hiring managers said hiring was
more difficult in 2017 than said it was easier
Hiring difficulties have increased for all roles
13. Access to skills is the biggest challenge managers face
13Q2.11. What Are Your Biggest Hiring Challenges? (n=539)
Q2.21 Please rate your agreement with each of the following statements about the workforce of today compared to three years ago (n=999)
Note: Question was only asked to those who said that
hiring got harder for any role/skillset
59%
Of hiring managers agree that
skills have become more
specialized as compared to
three years ago
15. Globalization, skill specialization and agile team models
are shaping the future workforce
15Q3.4. Please rate your agreement with each of the following statements about how workforce models will change in the next 10 years. (n=1002)
Note: Chart shows net agreement (% agree = % disagree)
16. The acceleration of skills will require frequent learning to
remain marketable
16Q5.3. How likely is it that the following scenarios will occur in 10 years? (n=890)
Think it’s likely
that workers will
have to learn new
skills to stay
marketable as the
job market
evolves
85%
As many hiring managers think
it’s unlikely their entire job
will be automated than those
who felt very likely
Think it’s likely
that AI will
accelerate the
growth of
knowledge work
Think it’s likely
that parts of their
job will be
automated
59%
65% 3X
17. Companies will need to invest in re-skilling as AI/robotics
drives productivity and accelerates knowledge work
17Q5.4. Please rate your agreement with each of the following statements about the impact AI/robotics will have on the future of jobs. (n=974)
Note: Chart shows net agreement (% agree = % disagree)
18. The Internet of Things ranked top innovation in next ten
years, 2X more than AI and 3X more than robotics
18Q5.1. Please rank the following technological innovations in order of the impact they will have on your business in the next 10 years: (n=867)
19. IoT among the most sought after skills in 2018, along with
marketing/sales automation, big data and analytics
19Q5.2. What top 3 skills matter most to the roles you’ll be hiring for in 2018? (n=974)
20. Talent shortage is the top driver leading companies to
adopt more flexible workforce models
20
Q2.16. (If have hired/will hire freelancers in 2017 or 2018) What are the key drivers for your organization adopting a more flexible workforce (i.e.
freelancers, temporary or agency workers)? (n=219)
Q 2.21 Please rate your agreement with each of the following statements about the workforce of today compared to three years ago (n=1,000)
53%
Of hiring managers agree
that companies are
embracing more flexible
teams as compared to three
years ago
21. of departments currently
utilize flexible talent
(temporary, freelance and
agency workers)
59%
Departments are increasing their usage of flexible talent
21Q2.5. Within your department, how many of the following types of workers do you have currently? How many do you expect to have in 2018? (n=861)
The percentage of
departments that utilize
some form of flexible talent
is up
Compared to last year
24%(Up 11 Points)
22. Hiring managers expect significant increase in work done
by flexible talent in the next 10 years
22
Q2.5. Within your department, how many of the following types of workers do you have currently? How many do you expect to have in 2018? (n=861)
Q3.3. What percentage of your department’s work do you estimate will be done by the following types of workers in 10 years? (n=964)
Among All Departments
Among Departments with Flexible Talent in 2017
Worker Composition
in 2017
Expected % of Work
Done in 10 Years
Worker Composition
in 2017
Expected % of Work
Done in 10 Years
Increase
168%
Increase
149%
23. 23
Remote work is more common, but
companies lack policies to support
24. The majority of departments have remote team members
24
Q4.1. Do you have any team members who conduct a significant portion of their work from a remote location? (n=974)
Q4.10. [If “yes” to work from home policy] How often does a typical member of your team work from home? (n=405)
63%
of all departments have team
members who work remotely
25. Department has
resources/processes
in place to support a
remote workforce
And the resources in place to support a remote workforce
25
Company overall has
resources/processes
in place to support a
remote workforce
Q4.5. Do you feel your department has the resources and processes in place to support a remote workforce? (n=892)
Q4.6. Do you feel your company as a whole has the resources and processes in place to support a remote workforce? (n=899)
26. Yet, more than half lack a work-from-home policy
26Q4.9. Does your company have a work-from-home policy? (n=941)
57%
of organizations do not have a
work-from-home policy
27. Companies with work-from-home policies feel their
policies have become more lenient in past 5 years
27
Q4.9. Does your company have a work-from-home policy? (n=941)
Q4.10. [If “yes” to work from home policy] How often does a typical member of your team work from home? (n=405)
Q4.11. Has your company’s work-from-home policy changed over the past 5 years? (n=937)
Company’s work-from-home policy
has changed in the past 5 years
28. Remote work is expected to become more common
28
Q4.1. Do you have any team members who conduct a significant portion of their work from a remote location? (n=974)
Q4.2. What percentage of your overall team would you estimate work remotely at least half of the time today? (n=939)
Q4.3. What percentage of your overall team would you estimate will work remotely at least half of the time in 10 years? (n=939)
5X
as many hiring managers
expect more of their team
to work remotely in 10
years than expect less
55%
of hiring managers agree remote
work is becoming more common as
compared to three years ago
29. Skills are viewed as more important than location
29
Q2.23. Which of the following is more important for a new hire? (n=1003)
Q4.8. For the following descriptors, which type of workers tend to… (n=998)
as many hiring managers say that being the most skilled
person for the job is more important than being able to
work from the same location as the rest of the team.
2x
30. Hiring managers at
organizations that currently
have remote workers are
more likely to think hiring has
become easier in the past
year
Companies with remote teams are more likely to think
hiring has become easier in the past year
30Q2.10. In your opinion, how hard has hiring for the following roles been this past year compared to prior years? (n=958)
61%
Hiring managers at
organizations that support a
work-from-home policy are
more likely to think hiring has
become easier in the past
year
52%
32. The freelance job market is changing, majority of
organizations are increasing their use of freelancers
32
Q2.19. (If had freelancers in 2017) In your opinion, how has the usage of freelancers within your organization changed in the past 3 years? (n=406)
Q2.20. Please rate your agreement with each of the following statements about the freelance job market compared to 3 years ago. (n=1002)
79%
of those who use freelancers say the usage of
those freelancers has changed in the past 3 years
33. Nearly half of hiring managers are using freelancers
33
Q2.5. Within your department, how many of the following types of workers do you have currently? How many do you expect to have in 2018? (n=861)
Q3.1. Do you plan to increase your usage of freelancers in the next 10 years? (n=689)
48%
of hiring managers are
currently utilizing freelancers
The percentage of
departments that currently
utilize freelancers is up
compared to last year
43%(Up 14 Points)
34. And they expect to use more in 2018
34
Q2.5. Within your department, how many of the following types of workers do you have currently? How many do you expect to have in 2018? (n=416)
Q2.13. What is the primary reason you will be using more freelancers in 2018? (n=204)
Q2.14. What is the primary reason you will be using fewer freelancers in 2018? (n=254)
4x
as many hiring managers
expect their usage of
freelancers to increase in
2018 than expect their
usage to decrease
as many hiring managers
expect their usage of
freelancers to increase in
2018 than expect their
usage to decrease
4x
35. 90 percent of companies are open to hiring freelancers
rather than working with a staffing firm
35Q2.26. Which of the following are reasons you may hire a freelancer instead of hiring a temporary employee through a staffing agency? (n=1005)
9 in 10
hiring managers are open to
hiring freelancers rather
than temporary employees
through a staffing firm
36. The majority use freelancers for specialized work
36Q2.17. (If have hired/will hire freelancers in 2017 or 2018) Which of the following is true about the freelancers you most typically use? (n=225)
37. Freelancers are largely used across multiple projects
37
Q2.18. (If have hired/will hire freelancers in 2017 or 2018) How do you most typically work with freelancers? (n=223)
38. Freelancers are helping companies get more work done
38Q2.25. If you had not been able to find a freelancer to hire for your most recent project, which of the following would have likely occurred? (n=1003)
84%of teams would either
delay, cancel or extend
project workloads
40. By 2027...
40
56%
of all organizations
will have increased
utilization of
freelancers
74%
of organizations that
currently have
freelancers will have
increased their
utilization
3xMore agree than disagree
Offices will serve as temporary
anchor points rather than daily travel
destinations
38% of full-time/permanent employees
will work predominantly remotely
Dynamic and agile team structures
will become the norm 6xMore agree than disagree
Q3.1. Do you plan to increase your usage of freelancers in the next 10 years? (n=689)
Q3.4. Please rate your agreement with each of the following statements about how workforce models will change in the next 10 years. (n=1002)
Q4.3. What percentage of your overall team would you estimate will work remotely at least half of the time in 10 years? (n=939)
42. Respondents Represent Companies of all Sizes
42
Q1.1. Which of the following best represents your company’s total revenue for calendar year 2017? (n=890)
Q1.2. Which of the following best represents your company’s size? (n=1000)
43. Respondents Come From a Variety of Industries Across the
Country
43
Q1.4. Which of the following best describes your organization’s primary industry? (n=1005)
Q6.2. Please enter the five-digit zip code that corresponds to your primary place of employment. (n=995)
Note: Only ten most common industries are shown
44. Respondents Represent a Variety of Job Functions
44
Q1.3. What best describes your role in the company? (n=1005)
Q1.5. Which of the following functional areas do you currently work in? (n=1005)
45. Respondents Represent a Variety of Demographics
45
High School
or Equivalent
15%
2-Year
Degree
15%
Bachelor’s Degree
45%
Master's
Degree or
Higher
25%
Q6.1. What is your current age? (n=920)
Q6.3. Which of the following best describes your gender? (n=1000)
Q6.4. Which of the following best describes the highest level of education you’ve had the opportunity to complete? (n=1005)
47. About this Study
This study commissioned by: Upwork
Upwork is the world’s largest freelancing website. As an increasingly
connected and independent workforce goes online, knowledge work —like
software, shopping and content before it— is shifting online as well. This shift
is making it easier for clients to connect and work with talent in near
real-time and is freeing professionals everywhere from having to work at a set
time and place. Freelancers are earning more than $1 billion annually via
Upwork. Upwork is headquartered in Mountain View, Calif., with offices in San
Francisco and Oslo, Norway.
This study conducted by: Inavero
Inavero is a global leader in human capital management research. The firm
powers satisfaction and thought leadership studies for hundreds of top firms
within the space and leverages more than 300,000 survey responses annually
to provide insight into the millions who work in the gig economy and the
companies who hire them.
47