With the ever increasing difficulty to recruit skilled people into the manufacturing industry, we shouldn't ignore the impact of the gig economy which is set to increase in future years.
When considering a vacancy within a business is it really necessary to take on a full time, permanent employee? Or should we be thinking shorter term, a more flexible worker, and maybe just consider the talent on a project by project basis? Clearly, every role is different and will need careful consideration but at its most effective, the gig economy can help businesses address skills shortages by accessing elusive talent pools and boosting productivity.
And of course, once we have engaged with this talent, how will we manage them going forward? A swift on boarding process would certainly help ensure they are integrated swiftly and incorporated into the company's culture from day one. Remote workers especially need to feel that they belong to the organisation and have a key role to play.
This article from Advorto digs into the positive and negative impacts of the gig economy from an HR perspective. Interesting times and maybe the start of a different way of thinking?
Flexible working is on the rise in the UK. In the three months to May 2016, the Office of National Statistics (ONS) showed that the number of people registered as self-employed rose by 300,000 to 4.79 million. The figure represents 15% of the UK workforce, or 1 in 6 people. Across the EU as a whole, gross revenues from the sector reached £21.6bn in 2015, twice the previous year. In the UK, the gig economy was worth £0.5bn in 2014. The ONS predicts it will be worth £9bn by 2020.