Head of Business Operations (former Director of Freelance Nation)
Gig hiring is poised to reinvent the corporate landscape, with as much as half of the workforce holding at least a part-time gig by 2020. So where does that leave talent management and its traditional model of developing full-time, in-office employees? Structured properly, gig wok can benefit both employee and employer. Gig employees can grow their skillsets and quickly get exposed to multiple types of work environments. Smart-thinking employers can actually forge their own internal gig hiring platforms and achieve the ability to hire experts on-demand and quickly scale the size of their workforce to meet new demands or slowdowns. But this balancing act will pose a problem to existing models of performance management and employee engagement. In this session, learn how to:
- Build and retain corporate culture when a large portion of your workforce are not traditional employees.
- Emphasize long-term company needs to employees who are working on a contingent basis.
- Best practices for using digital platforms for collaborating with external talent.
- Understand the career paths of high-skilled workers, many with niche specialties, who serially join teams, rather than continue in a permanent job.