60% of C-level executives say that gig work will substantially replace full time workers, according to this publishing from SIA. It’s a trend that shows a preferential shift to a more adaptive and skilled workforce, which in turn theoretically makes a more adaptive and agile business.
One of the key competitive advantages in selecting freelancers for these hiring managers during the ‘Great Resignation’ is when attrition inevitably occurs, onboarding is faster. 1099 and W2 workers are simply quicker to get directly to work, which ends up saving both money as well as time. Jobility is the employee of record which again means less time wasted on administrative processes.
Conversely, the migration for execs to go for gig workers also appears to have incentivized workers themselves to more readily take on extra hours and make additional income; 21% of freelancers in 2019 say the top driver for them is increased earning potential, but that number today is 48%. Another interesting trend for that same demographic- the other main driver is freedom and flexibility, which was 14% in 2019 and now 42%. The numbers reflect the sentiment that employees appear to be happier when they get to work when and where they want.
The tide isn’t just turning on the US’ labor market- Brazil, South Africa, Mexico and the Middle East also report a growing presence of freelancing work. When both sides- executives and gig workers- begin gravitating toward one another, labor statisticians and economists alike observe surely with deep fascination the relatively sudden global economic shift. We’ll keep you posted as the trend continues favoring gig work, and don’t hesitate to use our platform to find work or find workers.May-20-22 a las 12:04 pm Uncategorized. Sin Comentarios
We wanted to take another look into the Great Resignation and why employers and employees can’t seem to come to terms right now. If you caught our other blog post about rewarding workers higher pay and benefits and you’re still unconvinced about how to get quality workers to fill your company’s shifts, read on.
Employers Are Spending Less Time on Workers
Let’s face it: our most valuable resource is time. We only have so much of it in a given day to be productive, weigh crucial business decisions, commute, train staff, send emails, hop on calls, and of course eat & sleep. It’s no wonder then that the American Staffing Association found that only 39% of American employees feel their current employer is helping them improve their current skills or gain new skills to do their job better. Basically, employers aren’t meeting their workers’ expectations with respect to their training and development.
Being a More Flexible Employer
The labor shortage necessitated workers to become flexible by wearing masks, follow strict protocols, and become quasi-security guards for customers’ safety. What makes you think employers are safe from having to make adjustments to work in our new normal? In reality, employers with fewer staffing problems understand the economic shift and are coming up with clever new ways to get the qualified staff they need to fill shifts. Brian Clark from AgileOne believes a few key ideas are needed as employers narrow the gap:
“As the labor landscape changes, the future of work lies in apps like Jobility that can help source pre-qualified workers quickly across a litany of industries, meet compliance and payroll them if needed, thus saving businesses a countless number of hours while reducing their costs.” – Parmi Cheema
Unlocking Benefits By Spending More Time with Workers
One byproduct of spending more time training is it creates a greater bond between you and your workers- again, this will keep them around longer! By spending more time on employees, you as the employer show you care about your employees. Taking an extra bit of time to show workers new skills as well as the ‘how’ and ‘why’ behind their work can be a fruitful pursuit for both of you to get what you want- employees will feel more satisfaction learning new skills, while your company will be more productive- and you won’t have to search for replacements. And who needs to sort through resumes these days when platforms like Jobility can serve you pre-qualified workers when you need them?
The Jobility team wishes you the best of luck as you solve your staffing needs, but reminds you that we’re always here when you need workers fast.Feb-18-22 a las 9:26 am Uncategorized. Sin Comentarios
If you’re like many employers around the U.S., you’re facing a labor shortage that’s leaving you desperate
with angry customers and difficult conversations with upper management. In this blog post,
entrepreneurs Colton Ward of Bespoke Media and Parmi Cheema of Jobility (www.jobility.com) study the
market effects of the labor shortage, and what employers can do to surmount their employment scarcity
obstacles. To begin with, let’s try to answer several questions Hirers undoubtedly have, such as:
Why aren’t we getting candidates for our positions like we used to?
Where are these candidates now?
What can I do to get new employees to work for my company, and retain them?
Turns out, according to this thought piece from NYTimes– we’re not necessarily facing a labor quantity
issue, but rather a labor quality issue. Workers are getting burned out, particularly in service and
hospitality positions, and stress levels during a pandemic are at near record highs. Couple mask
mandates, long working hours with particularly unruly customers, low wages and job uncertainty, and
you’ve created a widespread walk-out maelstrom. It’s no wonder employees are quitting in droves, but
now we’ve reached a critical point for employers- facing the decision to either find unskilled workers to
train and pray that they don’t abandon their posts, pick up the slack themselves or simply pay employees
a higher wage. Let’s assume employers aren’t going to flip burgers for 16 hours a day, nor would they
prefer hiring workers with zero experience, leaving the only feasible options to increase wages or try
something different- like leveraging the gig economy.
But if I pay my workers more, that means my company’s profits will dip, right?
While it’s not universally the case, numerous studies indicate that when managers pay employees more,
workers are more productive, stick around more, and generally increase profits relative to pre-wage
hikes. Let us dispel certain preconceived notions regarding increasing employee wages:
If I give my workers raises, won’t I have to reduce my work staff?
Standard economic models would indicate that as wages increase, employment decreases, however one
study found that, in fact companies that raised wages saw little to no reduction in employment. Let’s try
and qualify these findings: why wouldn’t employers need to reduce their staff if they’re paying workers
more? One possible explanation is what psychologists call a reciprocity effect; basically when workers get
paid more, they tend to return higher earnings in-kind by being more productive, providing better service
to customers/clientele, and helping build better brand equity for their employer.
But if I raise wages, won’t I have to raise the prices of my products/services?
One empirical study observing wage increases in over 400 fast food restaurants in New Jersey and
Pennsylvania yielded mixed results in their findings after increasing the minimum wage for their various
locations. This blog post won’t attempt to generalize the effects of wage hikes on the price of goods and
services; however the salient point is that increases in wages don’t necessarily indicate a direct
correlation between the two. Still unconvinced? This study found that the marginal benefit of adding
labor to stores actually exceeds that of the marginal cost. Basically, for all intents and purposes, your
company will make more money when you increase employee wages.
In closing, a labor shortage presents an opportunity to provide employees better benefits and quality of
life, which could catalyze your workforce to provide quality, productive work. During a labor shortage,
companies are taking advantage by providing more training to employees, which will make them feel
more purposeful, happier, stay at their positions longer, and most importantly will have a greater net
effect on your bottom line.
One of the quickest and most impactful solutions involves making changes to the recruitment process,
using Temp Agencies and Gig platforms is also another way to find short term workers quick. Gig
platforms like Jobility – allow employers to get matched with shift workers that are readily available and
fill those shifts when they have a high demand and can reduce the fill time by getting workers that are
available and make it easy to onboard and paying those temp workers with ease. To sum things up, pay
your workers more and try temp or gig workers to fill openings fast and save on operational costs.
As the a forementioned studies repeatedly manifest, it’s time to take the big leap and pay real wages to
your employees. And if not… well, those burgers aren’t going to flip themselves.
Authors:Uncategorized. Sin Comentarios