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Gen Z’s Guide to Contingent Labor

Developing a contingent labor force with workers from younger generations isn’t exactly an unfamiliar concept to companies today. Gen Zers and Millennials now reportedly outnumber Baby Boomers and Generation Xers in the independent workforce, and members of Gen Z in particular are considered to have the flexible mindset and entrepreneurial spirit that aligns so well with contract work. But not every Gen Zer has experience as a contingent laborer, and many are generally curious about contract opportunities and the lifestyle they can provide. That’s why we’ve developed Gen Z’s Guide to Contingent Labor. 

More specifically, younger workers may feel an urgency to better understand independent contracting in this moment, with a volatile economy undermining job security across practically every sector. With that, below is PeopleCaddie’s “Gen Z’s Guide to Contingent Labor.”

Contract Work Isn’t Second-Class Status

Many members of Gen Z already intuitively understand this. Social media, influencer culture and new technologies are now empowering people to create thriving side hustles or even build their own businesses, and Gen Z has been on the forefront of that development. Similarly, independent contracting essentially amounts to running your own business – some contractors even establish LLCs – which comes with a cachet that didn’t always characterize freelance work in the past.

There’s Almost Always a Fit for You

Whether you’re interested in ongoing contract work, a month-long project or something in between, chances are there are companies in need of contractors that have opportunities that accommodate your timeline. Concerned that you aren’t experienced enough to qualify as a candidate? Many organizations are seeking non-entry-level prospects, but some are open to considering workers with only 2-3 years of experience. Depending on a company’s needs, someone working on a Master’s degree, like an MBA, who is focused on a specific niche may be the right fit.

Marketing Yourself Can Pay Dividends

By letting employers know that you’re interested in developing certain skills or gaining experience in a particular area, you can make yourself stand out among what may be a sea of candidates. Market yourself in your portfolio projects, note whether you can code, explain other skills that you bring to the table. Maybe a hiring manager will choose a different candidate this time around, but by highlighting your abilities and interests, you’ve planted a seed that may lead to a return call when that employer has an open role that suits your profile best.

Contracts Can Be Used as Stepping Stones

Members of Gen Z have shown far more interest as a demographic than past generations in finding and working with companies whose values align with their own. If you’ve identified an ideal employer but struggled to draw attention as a job candidate, consider taking on contract projects at other companies that can help you build the skills or experience to improve your stock with your dream organization. Reaching your goal may take some time, but short-term projects allow a contractor to expedite the process.

Are you a Gen Zer interested in joining the contingent labor workforce? Check out PeopleCaddie’s talent cloud.

sgruenGen Z’s Guide to Contingent Labor

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