The Gig Economy

In past posts, I may have noted just how different the job market is than it was only afew years ago. According to CloserIQ, the market now is “as much as 90% candidate-driven,” meaning that job seekers, both casual and fervent, hold the reins.

To this end, it’s still very much important for employers to understand how to best tap into the candidate market and attract the best talent that they can. Part of this is establishing newer policies and approaching candidates with both transparency and flexibility.

Part of this relates to what is colloquially referred to as the “Gig Economy”—particularly contracting. Falling back to my mention of flexibility, a lot more candidates are opting for contract roles as they allow them to gain experience or to retain employment without tying them down to a single spot unless both they (and their end-client) agree. Another piece of this is the notion of remote work.

65% of employees surveyed in the research said they would pursue contract work if they were given the opportunity. 68% of candidates reported in another study that the ability to work remotely impacted their decision to accept a job offer.

Some rigidity and turbulence is expected in times of transition, and achieving balance will, again, likely come down to transparency and flexibility from both parties. As employers and employees continue to better understand these key factors that impact their wants and needs, we’ll continue to see shifts in the dynamic between them.

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