The gig economy is a new term that’s being used to describe the emergence of short-term contract and freelance roles. More and more people are turning to a freelance career as an option that provides them with more flexibility and diverse opportunity within their field. The gig economy has revolutionised everyday services with the rise of companies such as Uber and Deliveroo, yet how beneficial is the gig economy to your business? And could it be a sign that the future of employment doesn’t fit a 9-5 mould?

Many businesses UK and abroad are turning to temporary candidates to fill short-medium term gaps in their team structures. It can be beneficial to consider contract candidates on a project-by-project basis, where the skills required for each project can be vastly different. Equally if a business transformation is on the cards then the business structure may be unclear, so it can be useful to bring in freelance talent during the transition.

Businesses who neglect the gig economy could be in danger of missing out on the top talent. More candidates who are experts in their field are opting for flexible working and therefore business resourcing models shouldn’t discount temporary staff.

The gig economy does not mean that permanent contracts are vanishing, instead businesses should consider freelance employees to bridge skills gaps and enable immediate opportunities. Recruiting for a permanent position can often take time, so gig candidates can sometimes be favourable in the short-term.

Last year we began to see new digital work platforms, such as ‘Upwork’, increase in prominence. These new platforms speed up the traditional recruitment process for those looking for gig opportunities. This faceless exchange is not always the best route to making a clear and informed career move, however what it does suggest is that traditional recruitment is changing and businesses should be open-minded about the gig economy and its possibilities.

The workforce is adapting and although there will always be demand for permanent employees, it’s worth asking yourself ‘how could a contract employee benefit me?’ and giving your resourcing model some thought in order to secure the best talent.

For help with either contract or permanent recruitment needs please get in touch today.