WorkLLama’s Post

"Companies taking a total talent approach, one that not only strategically hires all types of talent—be it full-time, freelancer, contractor, SOW-based workers, and independent consultants—but ensures the experience (culture, brand, fit) is consistent regardless of worker type will likely come out on top. What’s more, how you seamlessly bring them into your organization could be the difference between hiring a future brand ambassador (one that may come back into your organization in many forms, i.e., as a full-time worker and then as a freelancer) and who will refer similarly-skilled individuals to you." Read more about the importance of an Employer Value Proposition here: https://hubs.la/Q02YJYXD0

Trying to navigate hiring during economic and market volatility? Our CEO Bjorn Reynolds shares his tip for utilizing international freelance talent when scaling your business. Read what he has to say in Forbes Human Resources Council.   #Hiring #Freelance #GlobalExpansion

Join me tomorrow with #EREMedia on their latest webinar! #hiring #hr #talentstrategies #hrstrategy

Interesting points on how to attract, retain and engage #talent. Send me a message if you are open to discuss this topic in depth!

"Talent is becoming like an electrical grid, where you pull what you need, but when you don't need as much capacity, you can give it back." ⚡ This analogy, shared by Diane Gherson on the David Green 🇺🇦's Digital HR Leaders podcast, captures the evolving nature of talent management in today’s workforce landscape. Diane Gherson, former CHRO at IBM and now a board member for several top companies, and Lynda Gratton, Professor of Management Practice at London Business School and Founder of HSM Advisory, discussed the rise of freelancing and project-based work in a conversation with David Green 🇺🇦. Their insights were based, among others, on their 2024 Harvard Business Review article, "Highly Skilled Professionals Want Your Work But Not Your Job." 📚 As more professionals choose freelancing, companies face the challenge of integrating these independent workers while maintaining a strong organizational culture. The conversation highlighted both advantages and challenges. Advantages: 1️⃣ Access to Specialized Skills: 🎯 Freelancers bring niche expertise crucial for specific projects. 2️⃣ Flexibility: 🌍 Organizations can scale their workforce based on project needs, staying agile. 3️⃣ Innovation: 💡 Freelancers often provide fresh perspectives and innovative solutions. Challenges: 1️⃣ Cultural Integration: 🤝 Maintaining a cohesive culture with a diverse, dispersed workforce is difficult. 2️⃣ Management Complexity: 📊 Managers must oversee both full-time employees and freelancers, ensuring effective integration while nurturing internal talent. Diane emphasized the need for managers to be evaluated on their ability to develop and release talent. HR’s role is critical in this new landscape. Diane suggested HR should take ownership of recruiting freelancers, ensuring they align with strategic goals. This involves building internal marketplaces and workforce planning mechanisms that accommodate a blended workforce. 🛠️ As Lynda noted, we’re in an era of experimentation. Companies are testing various approaches to integrate freelancers while retaining core employees. Whether through profit-sharing, flexible contracts, or enhanced development programs, organizations must offer compelling reasons for their best talent to stay. 🚀 Looking ahead, the future of work will likely see a greater variety of organizational structures, where transparency about the "deal" between employers and employees - whether full-time or freelance - will be crucial. Are you ready to navigate this new landscape? 🌟 How is your organization balancing the integration of freelancers with maintaining a strong internal culture? Link to David's podcast and HBR article in the comment section 👇 #PeopleAnalytics #FutureOfWork #TalentManagement #Freelancers #HRLeadership #OrganizationalCulture

We know how challenging and time-consuming it is to find the right candidate. That's why we created a platform that gives you full access to the best employees. How do we know? With our rating and recommendation system, you can be confident you're choosing the right person. ⭐️ Imagine having access to hundreds of qualified freelancers from around the world, ready to collaborate on your terms. 🌍 Harness the power of our platform and join the companies already benefiting from modern work models. Start recruiting with ExpertLand and see how we can streamline your HR processes. 💼 Unlock global talents and take your business to the next level with ExpertLand. Don't miss out on the future of recruitment. Join us today! 🚀 #HR #Recruitment #BusinessGrowth #ExpertLand #Innovation #GlobalTalent #Freelancing #RemoteWork

🚨 DON'T MISS - Colin McDonagh Head of Enterprise Workforce Strategy at Worksome LIVE Wednesday, July 17 at 9am EST 🚨 It’s no secret that Enterprise adoption of freelance talent is tough. Enabling large companies to scale their freelance spend is increasingly essential as external talent already makes up over 50% of the workforce in many organizations. The lines between freelance and the existing external talent ecosystem are blurring, raising tough questions for leaders: > Should external talent programs differ from freelance talent programs? > Should talent platforms integrate with VMS and MSP suppliers? > Is freelance competitive, or complementary to the contingent talent space? Colin, a 10+ year veteran in helping large companies scale external talent programs, helps us better understand the evolution of external talent. 🎧 Stay tuned and subscribe to catch this episode! <<Link in comments>>

More companies are embracing the blended talent model, transforming the way we work. By combining full-time employees with skilled contractors, freelancers, & gig workers, organizations are building agile, adaptable teams ready to meet today's fast-changing demands. This model not only fills skill gaps quickly but also brings diverse perspectives that drive innovation. As companies adopt this flexible approach, they're seeing greater resilience, efficiency, & a competitive edge. The future of work is blended—and it's enabling teams to deliver their best work, together. Read the below on what's important for HR to know before engaging contractors. Link: https://lnkd.in/emnNKi4Q #HR #HumanResources #ADP #TalentStrategy #Recruiting #Contractors #Freelancers #HCM

Contractors vs Full-time employees – when you NEED to change: (the game changes after you hit $100k per month): As you continue to grow your business past the $100-$200k/m mark You’re going to have to start hiring more employees. Before $100k/mo, most agencies should look like this: A team of 2-4 billable employees + a roster of contractors. But now, you’re growing past that, hiring more full-time, billable employees. And that means it becomes essential to align these employees with the growth goals of your agency. Here’s why: There’s a hidden problem that occurs when you start to bring on more employees. When you initially have that small team of 2-4 + a bunch of contractors, outcome alignment is HIGH. That’s because contractors are crazy about the end outcome. If they don’t deliver, they’re getting fired. So their alignment to client value is great because they want to do good work for you. Which means doing good work for the client. Employees don’t work under that standard. So it becomes your job to align the employees with client success. This way, so they can keep their job, similarly to a freelancer. The goal is to do this without any toxicity or bad treatment of course. How can you engineer this into your agency? 1/ Include it in job descriptions. 2/ Highlight productivity dash boarding. 3/ Start using the objective > metric > KPI system. 4/ Look into where people’s time goes to help the optimize.

How will generational changes in the workforce impact the way staffing agencies operate? Traditional agency set up is focused on working with candidates that are focused on having a career with a stickier relationship between employer and employee where candidates have clearly identifiable education & qualification and timeline of experience where stability of employment is regarded as a positive differentiator. Even those involved in freelance/contracting environments still fit within the overall traditional employment framework where they are augmenting a permanent workforce of being engaged to add skills to a specific project environment. Similarly, agency clients are engaging their staffing supply chain to find talent that fits within traditional frameworks. In essence the current agency model is appropriately aligned with the talent markets however change is happening fast driven largely by generational differences emerging in the workforce.