Want a New Source of IT Talent?
6 Ways to Attract Freelance or Contingent Workers
Despite some recent high-profile layoffs, our latest research shows that 74% of hiring managers in IT report difficulty finding skilled talent. In times like these, it makes sense to look in places you may not have considered, including the freelance or contingent talent pool.
Why Go Temp?
The short answer is, in the post-pandemic, Great Resignation era, many workers have made the decision to switch to contract or temporary work. You’ll find a larger pool of highly talented individuals if you don’t restrict yourself to a permanent employee talent search.
What Is Motivating Workers?
Consulting or freelancing offers multiple benefits—prime among them being flexible working schedules—which is especially appealing to parents, those who are pursuing schooling, or those with other commitments. In a market flush with talent, workers can feel comfortable “trying out” a company without full commitment, knowing that there will likely be another opportunity around the corner. And some workers just like the diversity that comes from switching employers at regular intervals.
Our IT Trends in the Human New Age report has some tips:
1. Offer upskilling.
Contingent workers view the opportunity to gain new skills as a big plus. If you offer upskilling and reskilling to the rest of your workforce, make it available to contingent and contract workers too. Most Experis consultants are eligible for Experis Academy, an online, no-cost (to qualified consultants) upskilling program providing IT training in eight focus areas.
2. Rethink your role descriptions.
Soft skills like critical thinking and analysis are difficult to teach—but highly valuable in the tech industry. Broaden your search to highlight soft skills and you’ll bring in more candidates that are primed for long-term success. Also, consider lightening up on degree requirements. Some of the country’s top employers are switching to data, skills and insights—not just academic performance—to better gauge a candidate’s employment potential.
3. Flexibility is key.
According to IT Trends in the New Human Age, 87% of workers don’t want to work from the office full-time. But this doesn’t necessarily mean fully remote. Of these, 47% want a hybrid schedule. A top priority for knowledge workers (those who work with knowledge rather than goods and services) is asynchronous work, which supports both in-person and remote collaborations at a time and place of each team member’s choosing.
4. Cultivate your brand reputation.
Naturally, you’ll want to ensure that your brand reputation is positive for lots of reasons, but one of them is to attract contingent workers. In a talent shortage, freelance or contingent workers have a choice when deciding where to work, and they will seek out companies with a good brand image and proper marketing channels. Make sure you have a strong diversity, equity, inclusion and belonging (DEIB) program and consider perks that will appeal to women and parents. For example, providing more daily flexibility and longer parental leave.
5. Forget geography.
According to our IT Trends in the New Human Age report, cross-border hiring is a growing trend. In many countries, the regulatory environment is employment-friendly, infrastructure is geared for remote work, labor costs are low and productivity high. Check with you HR, Legal and Finance teams to see if you can take advantage of the perks of offshore talent.
6. Once onboard: Communicate upfront.
The basic characteristic that separates a good IT consultant from a great one is the ability to quickly understand a project’s business initiative and its value to the hiring organization. But even consultants with these skills can only do so much on their own. “A seemingly small item overlooked, or prioritization given to a task’s completion can have far-reaching impacts that affect the value, and perception of value, of a consultant’s work,” says Christine Kiefer, senior vice president at Experis. Companies that take the time to orient contingent workers to the organization, and communicate project and business objectives clearly and transparently, can help contingent workers be more productive contributors to the organization’s success.
Let Experis help you find the contingent talent you need. We have the most comprehensive talent-sourcing strategies in the market.
Contact us to optimize your IT talent strategy.
Why Go Temp?
The short answer is, in the post-pandemic, Great Resignation era, many workers have made the decision to switch to contract or temporary work. You’ll find a larger pool of highly talented individuals if you don’t restrict yourself to a permanent employee talent search.
What Is Motivating Workers?
Consulting or freelancing offers multiple benefits—prime among them being flexible working schedules—which is especially appealing to parents, those who are pursuing schooling, or those with other commitments. In a market flush with talent, workers can feel comfortable “trying out” a company without full commitment, knowing that there will likely be another opportunity around the corner. And some workers just like the diversity that comes from switching employers at regular intervals.
Our IT Trends in the Human New Age report has some tips:
1. Offer upskilling.
Contingent workers view the opportunity to gain new skills as a big plus. If you offer upskilling and reskilling to the rest of your workforce, make it available to contingent and contract workers too. Most Experis consultants are eligible for Experis Academy, an online, no-cost (to qualified consultants) upskilling program providing IT training in eight focus areas.
2. Rethink your role descriptions.
Soft skills like critical thinking and analysis are difficult to teach—but highly valuable in the tech industry. Broaden your search to highlight soft skills and you’ll bring in more candidates that are primed for long-term success. Also, consider lightening up on degree requirements. Some of the country’s top employers are switching to data, skills and insights—not just academic performance—to better gauge a candidate’s employment potential.
3. Flexibility is key.
According to IT Trends in the New Human Age, 87% of workers don’t want to work from the office full-time. But this doesn’t necessarily mean fully remote. Of these, 47% want a hybrid schedule. A top priority for knowledge workers (those who work with knowledge rather than goods and services) is asynchronous work, which supports both in-person and remote collaborations at a time and place of each team member’s choosing.
4. Cultivate your brand reputation.
Naturally, you’ll want to ensure that your brand reputation is positive for lots of reasons, but one of them is to attract contingent workers. In a talent shortage, freelance or contingent workers have a choice when deciding where to work, and they will seek out companies with a good brand image and proper marketing channels. Make sure you have a strong diversity, equity, inclusion and belonging (DEIB) program and consider perks that will appeal to women and parents. For example, providing more daily flexibility and longer parental leave.
5. Forget geography.
According to our IT Trends in the New Human Age report, cross-border hiring is a growing trend. In many countries, the regulatory environment is employment-friendly, infrastructure is geared for remote work, labor costs are low and productivity high. Check with you HR, Legal and Finance teams to see if you can take advantage of the perks of offshore talent.
6. Once onboard: Communicate upfront.
The basic characteristic that separates a good IT consultant from a great one is the ability to quickly understand a project’s business initiative and its value to the hiring organization. But even consultants with these skills can only do so much on their own. “A seemingly small item overlooked, or prioritization given to a task’s completion can have far-reaching impacts that affect the value, and perception of value, of a consultant’s work,” says Christine Kiefer, senior vice president at Experis. Companies that take the time to orient contingent workers to the organization, and communicate project and business objectives clearly and transparently, can help contingent workers be more productive contributors to the organization’s success.
Let Experis help you find the contingent talent you need. We have the most comprehensive talent-sourcing strategies in the market.
Contact us to optimize your IT talent strategy.