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Recruited remotely meaning8/15/2023 Discomfort with remote work was one of the most significant, as flexible talent is disproportionately remote. At Upwork, a leading online labor market, the sales team saw some common stumbling blocks from potential clients. Still, there have been barriers to organizations adopting the open model. Industry leaders like Netflix and NASA have found that contests with external participants often beat internal innovation benchmarks for similar projects. Third, flexible talent strategies provide access to innovative or diverse skillsets beyond traditional recruiting pipelines.Second, flexible models allow small-task outsourcing for situations where hiring a full-time equivalent would not be justified and where the overhead requirements of traditional temporary staffing solutions would slow the project or be cost-prohibitive.First, flexibility allows organizations to scale staffing up and down, accommodating labor demand variability.Why Use Flexible and Open Talent?įlexible models have traditionally served three purposes. To help companies understand and take advantage of new possibilities that open talent allows, we want to highlight some trends in the flexible/open talent landscape, comment on what jobs or tasks are most amenable to this model, and outline considerations for managers to get started. But now, as remote work has become normalized, we’re seeing a rapid change. As the chief economist of a large work marketplace, Upwork, and an academic who has studied open talent for more than a decade, we tracked a slow uptick in enterprise use of open talent in the years prior to the pandemic. Just like with remote work prior to Covid, companies have been slow to adopt these models. If done correctly, these ways of working can help organizations access skilled talent while providing the flexibility that many workers increasingly crave. The defining feature is project-based or temporary work that is staffed with workers who are not permanently attached to a company. Flexible and open talent are broad terms, covering scenarios from local freelancers coming on-premises to globally distributed online contractors to innovation sourcing through tournaments or contests. The new capabilities organizations have for remote work have opened up new possibilities, and now is the time for leaders to assess how other changes to the employment model could work for them.Ī flexible or open talent model is particularly worth considering. Hybrid and remote work aren’t the end of the story, however. It also showed workers that they aren’t as locked into the traditional, in-office 9-5 at one company as they might have thought. The forced experiment with remote work over the past two years has shown some organizations the upside of approaches to work they would never have otherwise considered. Even so, surveys conducted independently by both authors indicate this is an accurate description of the remote work evolution for many firms. The consultant’s contract likely wouldn’t be renewed. Imagine a consultant telling a C-level executive in 2019 that huge swaths of their company could transition to remote work with only a few days’ notice, they would experience a productivity boost after an adjustment period, and many of those workers would not want to return to the office. And as more workers opt for flexibility in their careers, there’s significant potential for this model. Open talent can offer companies flexibility and access to talent and resources traditional hiring models can’t provide. Companies should consider the level of firm-specific knowledge required for a project, whether it’s recurring, and the integration costs of incorporating work from an open talent solution into the larger organization. There are a few situations where it makes particular sense to use open talent, such as when: 1) insiders cannot be redeployed easily, 2) outsiders are less expensive than hiring a new insider or paying overtime to existing ones, 3) highly specialized skills are needed and they are not available internally, or 4) returns on exceptional solutions are high. Firms should consider the flexible or open talent model: project-based or temporary work that is staffed with workers who are not permanently attached to a company. Companies have drastically changed the way they work, but hybrid and remote work aren’t the end of the story.
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