Our workforce may look a little different than in previous years. The changing landscape caused HR leaders to lean on flexible work arrangements, shifting to a blended workforce consisting of full-time and liquid workers. A liquid workforce is best described as a “mixture of traditional permanent employees and an adaptable mix of non-employee workers and technologies.” The blended work structure is quickly becoming a core facet of the organizational workforce. A recent Capgemini report showed almost 75% of executives expect to increase their fluid workforce over the next 12 months. With uncertainty and constant changes flowing through the HR industry, it is essential to maintain agility and versatility, while having the ability to welcome employees with specific expertise and talent. Integrating a blended workforce makes this possible.
As HR leaders and management begin to make this transition, they need to determine the best way to work with blended teams. In this blog post, we will share how to effectively develop, manage and grow your new workforce structure.
Develop a New Talent Strategy
Developing a successful and effective liquid workforce requires a shift in your talent management strategy. According to JLL Consulting, liquid workers will comprise as much as 80% by 2030. With more employees becoming freelance employees, businesses and HR leaders need to develop a talent strategy that appeals to the likes of these independent contractors.
To develop a talent strategy that enables a liquid workforce, build a talent pool of on-demand freelance workers equipped and ready to complete specific tasks on an as-needed basis. Recruiters should conduct outreach for specific roles and projects, preparing to welcome blended talent to your organization.
Integrate Blended Talent
Having a mix of full-time and liquid employees may be a new experience for your organization and integrating these two workforces can be challenging without the right structure. Companies need to think deeply about their needs. Look at the gaps throughout your organization and determine where you need to integrate liquid talent. Are these needs long or short-term? Is the focus on one distinct area of the business, or is it on several different areas of the business? As HR leaders, addressing these questions will allow the opportunity to accurately assess the role and properly select a liquid worker to fill the position, creating a more positive blended workforce experience.
Grow and Retain Liquid Workforce
After assessing company needs by completing a skills gap analysis, HR leaders and management can begin to grow the liquid talent pool. Freelancers can be sourced through recommendations from employees and talent platforms, professional networks and referrals.
To retain your blended talent, one solution is to focus on fostering a positive employee experience. Although these independent employees may not be a permanent member of the team, it is crucial to extend the same resources, effort and benefits to every type of worker who makes up your unique workplace.
Having a blended workforce allows your organization to mold specifically to its current needs as we all experience an evolving landscape. Companies that frame their strategies with agility and versatility at the forefront will be ready for success. Prepare for this change and begin equipping your workplace for blended talent.
For more information on how to improve your talent acquisition strategy, check out our blog:
3 Tactics to Revamp Your Talent Acquisition Strategy Heading into the New Year!
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