There has always been an uneasy yet symbiotic relationship between independent consultants (ICs) and the staffing and consulting firms that use them. Most ICs would prefer to have “direct” relationships with end customers, but must rely on middle men like staffing and consulting firms to help find work. Staffing firms commonly promote the idea that they will place candidates of any profession, level or rate, but in general they tend to steer clear of ICs due to risk, control and competition issues.
Building a deep bench of talent is integral to being a best-in- class organization. Yet many companies continue to rely on traditional methods that do not embrace the 21st century work landscape.
As work arrangements have shifted to include both traditional and independent work, so too should talent recruitment and engagement methods.
When you break it down, is contractor engagement really so complicated?
We all know talent is important – and getting more challenging to find, especially further up the skill ladder. Contract workers are playing an increasingly significant role in covering those gaps in the workforce mix. HR and Talent Acquisition executives are emerging as the strategists seeking solutions to this shortfall, saving companies with stressed full-time workers, missed project deadlines and newer start-up competitors winning market share.
This blog is an executive summary of a recent white paper written by Andrew Karpie titled, "Engaging the 21st Century Independent Professional Workforce."
It is becoming increasingly clear that the talent shortage we experienced prior to the recession is back. A recent report from Staffing Industry Analysts reports that there was a 16% increase in contingent workforce staffing in 2012 – with a 30% increase in the use of independent contractors.