How the workforce of the future will look is still a raging debate but the addition of the millennial generations (X, Y, Z) to the workforce has assured the emergence of values that emphasize independence. Monotonous is out, exciting is in. Add to this the evolution of technologies like artificial intelligence and automation and the scope of impact is unprecedented. Roles that involved repetitive tasks are fast being replaced by machines and humans are expected to upgrade their current skill-set and fill the slots for more cognitive roles.
Work is now being optimized through skill-sets and timelines rather than the traditional cost and budget model. As a result we are now witnessing the increasing resonance of a new generation of workforce known as contingent workers. Think of them as niche talent that leases its services for a specific time-period, talent that doesn’t want to be encircled in the traditional 9-5 cycle. These workers don’t work from traditional offices but can work from the comfort of their home or even from their hotel room when on vacation.
Rise of Remote Workers is a Reality
According to a survey done by SIA, contingent workers amounted to 20% of the American workforce in 2017 with close to four million of them falling under the category of remote workers. Advancements in networking technology has made it possible for these remote workers to contribute from any part of the world effortlessly. So, someone staying in France can now easily work on a Machine Learning project for a firm in Texas. The interconnectivity between systems, devices, and networks enables the worker to submit his fragment of code from anywhere anytime.
More than 50% of organizations feel demand for contingent workers will rise in next 3 years
Deloitte Human Capital Trends Report
While the blend of contingent with permanent workers helps organizations to be more agile, it also gives the employees the freedom to work when they like, where they like. Employees can give 6-9 months of their life to a specific project, then jet off to Europe for a vacation of 2 months and then come back and bid for another project.
Organizations can Consider the Best Remote Talent from Around the Globe!
With technologies like AI, analytics, and automation spreading their wings, there is huge demand for niche talent which is hard to find in one particular location. Organizations are left with no choice but to cross boundaries and look for talent in different locations. Also, with the changing psyche of the millennial worker who demands a certain level of flexibility, they have to sometimes conform to their days and hours of working. It’s a system that has its pros and cons but ultimately, it’s a system that works.
The Art of Hiring Qualified Remote Workers
Remote workers are picky, informal, and place a high value on their time. This means that businesses will have to think of smarter ways to not only hire but also retain these candidates. This current crop of talent doesn’t fit in the traditional sourcing paradigm. Some of the ways in which organizations can hire qualified remote workers are:
Using Employer Branding: Remote workers are really finicky when it comes to choosing their next employer. They research the employer using mediums like Glassdoor, LinkedIn, and social media. Employers must make an effort to project their brand as flexible, cutting-edge, and rewarding.
Leveraging Social Media and Open Forums: Open forums or social media channels can prove to be great sources of talent. For instance, the best Java programmers by checking open source contributions on sites like GitHub or target the best data scientists by running a targeted pay-per-click campaign on LinkedIn.
Adopting Innovative Sourcing Channels: If you are still stuck to job boards then best of luck finding the best remote talent. There are many unique platforms like JobHuk and WillHire that help organizations hire the best remote workers. While JobHuk is an award-winning recruitment marketplace, WillHire is a talent referral platform that invites referrals from not just employees’ network but also from social media, and job boards.
Separate Passive Recruitment Team: Creating a robust talent pipeline can really help an organization meet its on-demand talent requirements, that is why having a specialized passive recruitment team always helps. Some of the best firms use machine learning algorithms to rank passive candidates based on their skill-set, timings preferences, location, and past projects.
Strategies to Retain Remote Workers: Hiring the best remote workers is just the start, what’s equally important is how you retain them. According to survey done by Ardent Partners in 2017, below are some of the best strategies to retain newer generation of workers, according to the respondents.
1. Flexible work environment
2. Culture of learning
3. Promoting new ideas
4. Providing feedback
So, the next time you go searching for the best cloud technology professionals from around the globe, make sure that you offer them the right culture of learning, and remember, flexible work environment sometimes carries more weight than a fat paycheck.
