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While the idea of the gig economy has been around for a while, it simply never reached the saturation in the market we have today. More and more professionals in a variety of industries are working for themselves, taking short-term jobs, or looking specifically for flexible work – and that means business has to adapt to the changing workforce. So, how does the gig economy change the way businesses recruit? Let’s take a closer look.

Finding Qualified Candidates

The biggest challenge with the gig economy is the reliance on standard recruiting tactics to find and screen qualified applicants for open jobs. If fewer professionals are looking for full-time positions, those interested in flexible and freelance work may not be putting themselves out in the same places recruiters often sourced.

Rather than relying on resources like big-name online job boards, recruiters need to become archeologists able to dig through layers to find those candidates who are open to short-term gigs. Starting with LinkedIn is the first place, but there are many ways the gig economy will affect where recruiters search.

Providing the Right Benefits

It’s also essential companies recognize the differences between full-time, long-term employees and those interested in contract or temporary positions. They should be given the benefits that will make them interested in sticking around through the completion of a project and provide the best-quality work.

This may start with the shifting of perspective that views a candidate as a customer, rather than the service provider. Focusing on candidate care and understanding that gig economy workers are looking for more out of their candidate experience will go a long way to transition this mindset. Gone are the days where candidates are treated like commodities.

Engaging in Recruitment Process Outsourcing

Companies may not wish to enter the gig economy themselves, but they will still need to rely on the people who do to provide contractors and freelancers in the absence of full-time available employees. This is where partnering with a service that provides Recruitment Process Outsourcing can become a major advantage in the marketplace. Recruiters with your RPO already understand how to navigate the passive candidate pool, as well as how to work with freelancers and contractors. They can manage every aspect of the hiring process so you can be assured that the work required is completed.


About Anserteam Workforce Solutions

The ANSER to your North American workforce management needs starts with A-Team solutions. Anserteam is the alliance of North American staffing and employment resources. Since 2004, Anserteam has grown to service over 1,500 locations across the United States and Canada. Are you a best-in-class staffing firm looking to increase your client base and secure a greater market share?  Find out how to become part of Anserteam.