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The Growing Acceptance of the Contingent Workforce. It’s Happening!

The Growing Acceptance of the Contingent Workforce. It’s Happening!

As the world becomes more digital and new innovations such as autonomous vehicles, electric vertical take-off and landing aircraft, robotics and AI driven technologies emerge, organizations are turning to different staffing models to better compete in the fast evolving world of high tech and deliver these modern inventions. While full- and part-time employees are the standard, employers are rapidly increasing their use of contingent workforces to deliver more complex innovations.

An on demand workforce

A contingent workforce is one that uses on-demand employees as part of the labor force. It’s a broad categorization of labor comprising various employment categories. Most often, employers turn to specialized staffing agencies for contingent workforce management.

Contingent workforces work alongside full- and part-time staff. It is a staffing strategy to complement existing staff and address technical skills gaps or urgent needs.

It’s not just a trend, it’s happening now and here are some reasons why.

  • Quick Response. Using a contingent workforce allows employers to respond quickly to critical needs. When the work is not needed, they can adjust the workforce accordingly.
  • Cost Management. While contractors often make more than regular employees, there is no need to pay for benefits, office space, equipment, or long-term commitments.
  • Access to CritialSkills. Contingent workforce solutions often are necessary to access specialized skills that are not existent in the employers’ permanent workforce.
  • No Need to Train or Develop. An employer can find skilled contingent workers who already have the necessary ability without having to pay and wait for training other staff.

According to a Staffing Industry Analysts report, the contingent workforce has grown considerably. The average percentage of workers who are contingent is expected to grow to 29 percent by 2030. 

Customizing your workforce

There are many categories of employees that comprise the contingent workforce. They include:

  • Contractors. Specialists are often hired to deliver expertise not available among the permanent workforce. There’s one major difference in contingent worker vs. contractor. A contractor is usually hired independently and directly by the employer. A contingent worker is usually hired by a staffing company. 
  • On-Call Staff. Staff who are on a stand-by basis and work when called upon. 
  • Temporary Staff. Employed for a fixed period via an employment agency or placement company. Compensation and benefits are often determined by the third-party partner. 
  • On Demand Staff. Hired to meet fluctuating demand, such as during holiday or other seasonal periods of peak need. 

Roles where you’ve struggled to find the ideal candidate are perfect candidates to use as a contingent worker. Who one chooses is based on the need and deliverables that support clients needs and strategies. 

Where to find them? Often, engineering and other technical firms use contingent workers to fill highly technical, in-demand positions. 

Looking for an example?

Consider the following contingent workforce example.

Your software engineering firm has a new client who needs a massive overhaul of their website and development of a new application quickly. The app launch has been set and is fast approaching, but your team is fully committed.

Your project manager and customer support staff have met with the client and developed the project scope. But you need a full-stack developer and web designer who can commit to the project.

You work with your strategic staffing partner to identify the skill set necessary and they recommend two professionals. Both have previous experience with the staffing partner and get rave reviews.

You bring the contingent workers on board to complete the project on time, on budget and to the client’s delight.

Looking for the best? Here is where to find them

Finding the right candidates can be challenging, especially for highly competitive, technical positions. There are many options for you to consider:

  • LinkedIn
  • Job boards
  • Internal HR website
  • Social media
  • Previous applicants
  • Industry publications and websites
  • Networking events
  • Employee referrals

While each of these sources may do the job, it can be difficult to find candidates quickly. Those times are when using a contingent workforce makes sense. 

How OSI Engineering can help

OSI goes beyond acquisition — we find the right talent, help prepare you for the hiring process, and make sure that you get the skills your team needs to grow and innovate.

We don’t simply fill positions, we become a strategic partner in building powerful teams that ensure speed-to-market and innovation in the critical areas that drive business success.

OSI Engineering has expertise in placing contract staff who are qualified, responsive, and ready. Using innovative technologies paired with years of experience, OSI Engineering delivers talented staff when needed most. 

Our pools of technically skilled staff can help solve your most pressing staffing challenges. To learn more about how OSI Engineering can be your strategic staffing partner, contact us today.