We read a post last week over on The Staffing Stream that brought to light some of the difficulties that organizations face when hiring and managing an hourly workforce.
In Challenges and Solutions to Improve Hiring Practices for Hourly Workers, the author hones in on two top challenges: high turnover and a low number of candidates for open positions.
While the author shares some good ideas for internal HR teams to drive tenure and applicant numbers up, we’d like to share one more: it’s time to embrace the gig economy.
On-demand workers offer a flexible, scalable way for organizations to manage their fluid workforce needs. Here are three reasons why:
They are reliable.
They choose the shifts they work, meaning they are interested in your company. On-demand staffing platforms score workers based on their reliability, and have thresholds set to discourage call-offs and penalize those that don’t meet their standards.
They are experienced.
On-demand workers often work multiple shifts per week, so their skills and certifications are current. (One of our current specialists, Ron, works at least four shifts per week. You can read about him here.) They also serve a variety of clients, so they are often well-rounded and can learn quickly and read and react to various situations.
They are plentiful.
Staffing Industry Analysts reported that in 2015 companies spent between $4.3 and $4.6 billion on on-demand labor, and that number grows daily. It can be daunting to seek out the right workers for your company on your own. With an on-demand staffing platform, their candidate pool is now your candidate pool. This gives you access to hourly workers who may have been out of your narrow line of sight.