All posts tagged contract

Unretired? Try Contract Work

At the end of the 2022 NFL season, after 22 seasons in the league and seven Super Bowl wins, Tom Brady – at age 44 – finally left it all on the field, hanging up his cleats and riding off into retirement. Then, just 40 days later, he was back – unretired. He had his reasons.

“These last two months, I’ve realized that my place is still on the field,” Brady announced via his social media accounts, “not in the stands.”

Research indicates that the future NFL Hall of Fame quarterback won’t be the only retiree who opts to return to work in the months, and perhaps years, ahead. A number of factors are building behind the wave of retired workers expected to return to the labor force, according to the Center for Retirement Research at Boston College. Historically, in times of a job surplus, more retirees have returned to the office. However, in 2022, with 5,000,000 more jobs than workers, the picture may look different than it has in the past. 

Many companies that went to a remote work model at the outset of the pandemic have been reluctant to shift back or may be compromising with hybrid models, citing workers’ resistance to returning to the office. Retirees with grandchildren and travel plans, who have had their fill of the daily commute and 9-to-5, may be less likely than ever to compromise at a moment when workers have a leg up.

Freelancing and contract work are fast-growing segments of the labor pool. For the unretired, they represent an opportunity to get out of the stands and onto the field – but not at the cost of a flexible schedule. With gas prices on the rise and inflation at record levels in the U.S., contract work offers retirees the ultimate peace of mind: the ability to supplement a nest egg that may now seem too small for the long haul, while allowing them to avoid a full return to the working world.

For example, consider an accountant who has hung up her spreadsheets after saving for a comfortable retirement. Suddenly, the rising cost of goods and services threatens that plan. Despite making appropriate retirement plans, she begins to question whether she’ll have enough money set aside for that summer home, the luxury car, or even a rainy-day fund in case of emergency. Independent contracting could offer a happy medium. Our accountant can now work a limited number of hours as a freelancer, keeping busy only with work that she chooses, while padding her savings and continuing to enjoy a desirable lifestyle.

Those who come out of retirement in the current market should be met by companies offering  a flexible work culture. Work-life balance is made easier by tools in the marketplace such as PeopleCaddie, an online talent cloud that can help the unretired to search and apply for open freelance positions, receive communications of employer needs and even handle invoicing. The ease of use, flexibility and availability of information detailing needs from various employers can ease the transition back to work for retirees and improve the likelihood that they’ll embrace a return to the workplace under the contractor model.

With the unique combination of employer needs and increasingly flexible contractor opportunities, the unretired will find no shortage of work – which can be done on their terms.

Thinking about unretiring? PeopleCaddie provides the perfect place to reenter the workforce. Check out how our talent cloud works.

sgruenUnretired? Try Contract Work

Contractor Playbook: How Is It Integrated Into the Larger Business?

Business owners and human resources managers can tell you: Without the right approach, hiring temporary and contract employees can be a crapshoot. In every industry, horror stories abound of companies swinging and missing on freelancers who quickly prove to be high-maintenance and low on professionalism. You need a contractor playbook.

So often, however, these miscalculations are due to a lack of communication about expectations between employers and employees, as well as under-developed contingent labor programs on the part of the hiring organization. At PeopleCaddie, our Contractor Playbook addresses these issues – and more – making hiring an independent contractor a less risky, more rewarding experience.

The Contractor Playbook is more than just a traditional employee manual. It sets expectations about all aspects of contract work between a contractor and a hiring organization. It informs the policies and procedures that lay the groundwork for a symbiotic relationship between a business and its contractors, dramatically increasing the probability of positive outcomes.

With the Contractor Playbook and the PeopleCaddie application’s contractor feedback system, businesses can “hack” the contingent labor equation, resulting in happier clients. It simplifies invoicing and payment, and removes the submission of disparate payment requests across the contingent workforce. With this information, businesses can evaluate each temporary employment or contractor engagement to determine if the return on investment into temporary or contract labor is being maximized, or if adjustments have to be made.

For example, a freelance CPA can download and install the PeopleCaddie application, then select and apply for a particular position at a financial firm. When the application comes in, the firm can evaluate the feedback from the freelancer’s prior engagements and make a hiring call based on the information at hand.

Once on board, the CPA begins work, standing firmly on the foundation created by the Contractor Playbook and the relationship between PeopleCaddie, the hiring organization and the contractor. Clear expectations for the employee are more likely to be delivered on. The hiring organization has wasted no time with a freelancer who doesn’t fit or a disjointed process that isn’t reflective of the factors that go into onboarding a freelancer. The contractor is supported by PeopleCaddie and their recruiter throughout the process. From the time they apply to the time they are engaged with the business – whether it’s invoicing, updating benefits or something else – the Playbook ensures that the relationship between client and contractor is transparent and beneficial to both sides.

PeopleCaddie takes a holistic approach to managing the hiring organization’s contingent labor force, ensuring that a client’s employee culture, hiring process, workload, feedback and accounts receivable process are all supported by the application and the contractor’s dedicated PeopleCaddie recruiter. This all but guarantees a more mutually beneficial relationship between employer and employee – and a greater, more predictable return on investment.

If PeopleCaddie can help you manage your contingent workforce, contact us.

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A Game-Changer for Contractors: The PeopleCaddie App

For freelancers, it sometimes feels like finding work has more to do with luck than skill and experience. Whether it’s jockeying with countless other contractors in responding to a “web developer needed” post or getting in the good graces of the right recruiter, hunting for freelance work can feel like pulling the handle of a slot machine.

It doesn’t have to be that way, of course. In fact, with its updated app and more reliable, merit-based job search strategy, PeopleCaddie is changing how independent contractors interact with preferred employers. By allowing freelancers to spend more time working and less time juggling job postings, recruiters and invoicing, the new PeopleCaddie app is revolutionizing how business gets done in the gig economy.

At a time when we can conduct banking, order groceries to our door or even find companionship directly from our smartphone, why shouldn’t we also be able to easily find professional contract job opportunities, and connect directly to the client searching for a resource? No more “spraying and praying” or talking to countless staffing firms only to have your resume lost in their database.

PeopleCaddie’s latest mobile app has supercharged your job search. Instead of a contractor having to spend countless hours scouring job boards, it uses notifications to let users know that a new job meets their requirements, or when an employer indicates interest in their work. The app also handles the bane of every freelancer’s existence: getting paid for their work.

Taking on a new client has long meant listening to a gut feeling, crossing fingers and hoping to have your invoices paid in full in a timely manner. With PeopleCaddie, contractors are paid biweekly, and they can focus on delivering quality work and building meaningful relationships with employers rather than sending invoices and often, becoming your own personal collections department.

And in addition to modernizing the search for contract work, the application update provides users enhanced security, geographic searches, room for more references and customizable notifications. It’s the bigger, better toolbox freelancers never knew they needed.

And as always with PeopleCaddie, independent contractors can build out their profiles with skills and experience, becoming more visible and, ultimately, more sought after. Employers can leave reviews and feedback, making it easier for other potential employers to find proven gig workers.

Let’s face it: The contract work search as we once knew it was a pain. Few things were more frustrating for a freelancer than handling admin duties when they should be earning or endlessly checking for responses from headhunters and HR personnel. But just as technology has improved our lives in so many other ways, it’s now helping freelancers do business better. The PeopleCaddie app update has changed the game for contract workers.

sgruenA Game-Changer for Contractors: The PeopleCaddie App

Remote Work: Is It the End of Office Serendipity?

Two years ago, the world briefly came to a standstill. Students were sent home from school. Workers were forced out of the office. The doors of education, government, private industry and other spaces were slammed shut by the pandemic. Remote work was in full force. Even though in the months since, these doors have gradually swung open again, we have yet to fully come to grips with how public life has changed – and how we should approach it moving forward.

The current hot topic at the top of newscasts: Corporate America’s return to the office. While some workers have eagerly awaited the return to a traditional, in-office work environment, others are resistant. More time with family, schedule flexibility and high gas prices are among a variety of factors that play into their hesitancy to dive head-first back into cubicle life. Meanwhile, employers have found themselves caught in the middle, challenged to meet the needs of production and spur innovation while appeasing a labor force with significant leverage in the current job economy.

Many companies have approached the dilemma with a compromise – hybrid work. Allowing employees to split their week between working from home and heading into the office, the hybrid-work model offers some of the flexibility and perks of remote work while accounting for the meetings, brainstorming sessions and other informal interactions that tend to be most productive when employees congregate under one roof.

Many creative exchanges happen in a collaborative work environment, often spontaneously. And if workers aren’t bumping into each other in the cafeteria, at the water cooler and in the hallways, isn’t it more difficult to get the collective creative juices flowing? If employees aren’t talking about how to make this project more efficient or that campaign more visually appealing in the same room, are employers really getting the most out of their staff?

In any case, the impasse between employees and employers is currently playing out before our eyes. Take Goldman-Sachs, the financial firm where CEO David Solomon recently instructed all employees to return to office work. Half the company’s workers declined to show up, while others opted to return for less than a full work week in the office. Solomon and Goldman-Sachs soon realized that a hybrid work environment made the investment giant even more appealing to top talent.

The genie is out of the bottle. It seems the hybrid model – at least some version of it, in some settings – is here to stay. Even as fears around the pandemic subside, the convenience, perceived safety and other advantages of remote work have been fully revealed to the labor force. Yet plenty of workers acknowledge, and even embrace, the social and creative benefits that can be had in an office setting.

Don’t expect live chat applications and impromptu Zoom meetings to completely disappear from our work lives. But neither are the scheduled and serendipitous interactions associated with office work going away. By mingling the two, however, companies are more likely to foster an environment that attracts productive employees and keeps them happy.

PeopleCaddie’s talent cloud features contractor workers capable of operating remotely and willing to return to office. Let us know how we can help your business negotiate the current labor environment.

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Gig Economy Misconceptions

A number of myths about contract work and the freelance lifestyle that have existed for decades somehow persist today. Most of them are outdated – ancient, really – and likely failed to reflect a more nuanced reality of independent contracting even at a time when there was more truth to them. These gig economy misconceptions have cast doubt and held back some workers who might otherwise be interested in exploring a world of freelance opportunities.

So in an effort to ease their minds, we’ll identify a few of the tallest tales told about contract work and explain why they simply don’t hold up against the light of (to)day:

Myth No. 1: Freelancing is for workers who can’t land a perm job

Was it ever true? Probably not. But among the primary gig economy misconceptions is that workers have no choice but to freelance today. It could not be more wrong. A recent survey of gig workers found that 94 percent consider themselves to be forever freelancers, and only 4 percent view contract work as part-time employment until they find full-time employment. Some people simply prefer the flexibility of the freelance lifestyle over an office environment and daily commute.

Myth No. 2: Contract work is mostly for the semi-retired

More outdated bunk. Although the aforementioned survey found that 29 percent of employed Baby Boomers (ages 55 and up) do work as freelancers, it also suggests that the younger the worker, the more likely they are to engage in the gig economy. In fact, more than half of Gen Z workers (ages 18-22) are freelancers. Contract work can make for the perfect transition for late-career professionals to ease out of a staff gig and into retirement. But with so many opportunities available and the benefits of freelancing being more apparent than ever, contract work is only growing in popularity with every passing generation.

Myth No. 3: It’s impossible to make a stable living as a freelancer

A significant portion of freelancers are located in foreign countries with lower market-based wages. That’s why the most common hourly rate among freelancers, according to Bonsai, is $20 or less. But focus for a moment on the second- and third-highest rates: No. 2 is $60-80 per hour. Sound tempting? Wait until you hear No. 3: $120-140. Not every contract worker makes this kind of dough, of course, but these numbers demonstrate that striking a healthy life/work balance and making a comfortable living isn’t just a pipe dream.

Myth No. 4.: Freelance work isn’t sustainable over a career

Some workers who are curious about freelancing fear fluctuations in the marketplace. They worry about potential gaps between projects and the stress of chasing gigs in between. It could be that contract work isn’t for them. But for anyone who doesn’t like to get bogged down, who enjoys new challenges and learning new competencies, contracting is a viable path – and now more than ever. Andre Lee, co-founder of Noumena Partners, a social-finance platform for freelancers to grow their business and level up their finances, writes in Entrepreneur that independent contractors must use this unique moment “to organize themselves as a business and utilize all of the tools and partnerships available” in order to strengthen their freelance business for leaner times. But by building your network, filling your toolbox and providing quality work on a consistent basis, there’s no reason you can’t make the gig economy work for you as long as you’d like.

Interested in joining the gig economy? Be part of PeopleCaddie’s talent cloud by contacting us.

sgruenGig Economy Misconceptions

Evaluating Contractors

Today, if you run a business – any business – it’s more than likely that you’re in the market for labor. A pandemic-driven exodus from the workforce was followed by mass retirements for some and a lot of careful deliberation by others, even as a strong economic recovery drove businesses to begin hiring again in earnest. The results have left many companies needing help – lots of it, and right now. Because hiring full-time staff is a long, laborious process (which, of course, requires a lot of staff itself), one of the simplest ways to meet your labor needs is through the use of contractors. But bereft of typically methodical process of evaluating full-time staff, recruiting a contingent labor force requires evaluating contractors and developing a strategy for doing so. 

Easy to hire and quick to onboard, contract workers give companies the ability to address staff shortages and better support an existing workforce that may be overworked (and possibly looking for an exit). The freelance model also allows a business the opportunity to evaluate new talent while maintaining the flexibility to easily move on if the contractor is not a fit or hire that person on as a full-timer.

If you’re using contractors for the first time, or significantly expanding your roster of freelancers, you’ll want to crunch the numbers to understand how the move affects your books, evaluating the contractors that best fit your business’ needs. (Chances are, you’ve already done this and it’s the exact reason you’ve decided to utilize contractors.) Once you’ve determined your needs – think of contractor staffing in terms of months rather than years – you’ll want to give some thought to the type of freelancers that fit best into your organization and their specific roles:

First-time contractors: You may want to anticipate a longer learning curve for newbie contractors, who aren’t as accustomed as seasoned freelancers to hitting the ground running at a new company. Still, many first-time contractors have plenty of experience in their industry, giving a hiring manager the ability to quickly fill a position with someone who is a proven talent. A strategy for evaluating contractors in this group can not only help develop a pipeline of go-to freelancers but also allow for a more economical way for a business to enter the market. 

Full-fledged contractors: Workers who have been in the contractor game for some time tend to make onboarding easy, fit into a company’s culture quickly and get right to the business at hand. A company will have to pay for more experience and expertise, of course, but the cost is often worth it – especially for project and specialty work. Veteran contractors are a good choice when the work is part-time or remote – especially internationally, when time zones may be an issue. These workers are used to juggling clients, keeping their calendars organized and navigating timing difficulties that could flummox a first-timer. 

Seasonal contractors: For accounting firms and companies with regularly intervaled project work that requires extra hands or special expertise, seasonal contractors are needed. These workers sometimes work only eight, six, four months out of the year – and prefer it that way. Often, they also find a recurring gig they like and then stick with it year after year. That leaves behind a shallower talent pool of available workers. The best way to land the highest-quality seasonal contractors, then, is to develop a robust network of freelancers, with whom you build strong relationships that are maintained year round – even during the off season – and line up agreements as early as possible.

PeopleCaddie makes it easy to evaluate contractors using our talent cloud. See how it works here.

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Contractor Journey: What to Consider on the Path

Just as an early-career professional will have different strengths, advantages and priorities than another staffer with 30 years in the business, considerations for a freelancer will look very different depending on where they are in the contractor journey.

Experience matters, but success for an independent contractor has more to do with how that individual has spent their time in an industry, rather than just a simple measure of years logged. What are your most marketable skills? How do you know what to charge or when to increase your rates? To identify next steps, it helps to think about which stage of freelancing you’ve entered. Here’s a short overview that can help you plot that journey:

Perspective contractor: Never freelanced before? Considering a change? Now might be the perfect time to start your contractor journey. The job market has shifted dramatically in just the past year or two, and contractors are finding more and better opportunities than ever before. Maybe you’re early in your career and just gaining a foothold in an industry. If you’re reluctant to dive head-first, dip your toes instead: take on a small project or light part-time work to see how it suits you. You may find that more flexibility and the ability to work on more of your own terms fits you better than full-time work and office life. By taking on outside jobs here and there, you can begin broadening your network and building out your contractor profile, giving yourself the runway to make the jump from traditional employment to freelance if and when the time comes.

First-time contractor: Once you’ve committed yourself to contract work, you’ll want to continue to establish new relationships, keep up with the old ones, turn in quality work, hit your deadlines and keep your calendar full – without, of course, taking on more than you can handle. Sound like a lot? It can be. But freelancing doesn’t have to be a constant grind, depending on your situation. Contract work could be the perfect elixir for the semi-retired worker or someone looking to ease out of the daily 9-to-5. Instead of the all-or-nothing proposition of a staff job, freelancing allows someone in the later stages of their career to stay in the game while enjoying a lighter schedule and taking on new projects if and when it suits them.

Full-fledged contractor: There’s no rigid timetable for these things, but as a rule of thumb, a year of contract work should be enough to gauge whether the lifestyle and commitments of a freelancer are right for you. If you’ve been able to build on your relationships, secure an anchor client or two and generate recurring business – and if it hasn’t sent you running back to the office or a staff position – contract work could be a sustainable fixture in your life. Full-time freelancing can be a godsend for, say, a working mom who can build her schedule around childcare, rather than the other way around. Cut out the commute. Save on daycare. Spend that quality time with the kiddos. That’s the contract-work sweet spot.

Seasonal contractor: Let’s say your work is in public accounting – a highly seasonal profession. The name of the game is to land and expand: secure work with a firm, build your relationship, get something on the books for next year as soon as possible and keep working to grow your scope of work. As you prove your chops in different areas of the business, the more valuable you become to a firm. Once that happens, you can start to count on bigger chunks of work at regular intervals each year, and soon (gloriously) you can begin raising your rates.

Whether you’re a seasoned veteran or prospect of the contract space, PeopleCaddie can help identify the best opportunities for you. Click here to contact us.

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Contractor Workflow: What to Expect in This Market

Whether you’re a longtime contract worker, a new college graduate just embarking on your career, or an experienced professional considering freelance work for the first time, there are plenty of reasons to take stock of the current contractor market. The pandemic has prompted tectonic shifts in the overall job economy, and that has produced an undeniable ripple effect that can be expected to influence contractor workflow throughout the year – and likely beyond.

With those circumstances in mind, PeopleCaddie recently conducted a survey of accounting contractors as a sort of litmus test of the current freelance market in at least one sector. Our goal: Target professionals who have completed at least one contract assignment with a public accounting firm within the past three years in an effort to determine any important patterns or developing trends that contractors should consider in the near future. Here is a sample of the survey findings:

Contract lengths may vary – widely. The typical contract duration cited by survey respondents was 4-6 months, but the actual range freelancers can find in the gig market extends well beyond on both sides. One or two-month contracts are not uncommon. On the other end, some contracts can cover two years, while certain freelance gigs may extend indefinitely. Ask around to get a feel for options in your industry, and near the end of each contract be sure to think about your preferred commitment level and current willingness to consider other contract lengths.

Don’t dread the specter of down time. The transient nature of contractor workflow and limited opportunities within some sectors – or at least the perception of them – likely scared off some would-be freelancers in the past. A failure to find consistent employment is one of the biggest fears of all employees. But 81 percent of PeopleCaddie survey respondents felt that finding contract work was easy. More than 3 out of 4 workers surveyed (76 percent) said they found their most recent freelance assignment in less than a month, and 60 percent of that group said they had multiple opportunities from which to choose. Be proactive, but don’t fear gaps between gigs. There’s lots of work out there.

Employers are paying up. Especially in today’s job market, in which companies are struggling to build back their workforce to pre-pandemic levels or just keep up with current business, employers have no choice but to adjust to the demands of labor. And for contract workers in particular, the opportunities for a financial shot in the arm are golden. According to our PeopleCaddie survey, 76 percent of respondents who left a full-time position to become a contractor were able to immediately boost their income. The most common increase was in the 20–39 percent range, compared to a respondents’ last permanent job.

Freelancers, above all, are happy. As you might have guessed after learning a bit more about the current contract labor market, a huge majority of those participating in it feel good about that choice. An overwhelming 89 percent of survey respondents expressed satisfaction with their decision to contract, and when asked what they found most fulfilling about freelancing, they cited flexibility, increased pay and reduced stress – in that order. All that and a happier professional existence? That’s what it’s all about.

PeopleCaddie can help keep contractors busy by becoming part of our talent cloud. Find out how by contacting us here.

sgruenContractor Workflow: What to Expect in This Market

Planning for Contract Work: An Employer’s Guide

Because of the recent shakeup in the employment market and current uncertainty across areas of industry ranging from workforce to distribution to supply chain, many companies are feeling frozen when considering any business strategies that extend beyond the here and now. It’s because of that unpredictability, resource managmeent can be a challenge. However, employers should consider an initial tactic as a no-brainer moving forward: aggressively pursue and employ contractors. But it’s important to consider a strategy when planning for contract work.

Hiring freelancers, consultants and temp workers is nothing new for many companies. But today, more contractors are being used – and in a variety of ways, for a variety of reasons – by more businesses than perhaps ever before. Given the climate of volatility that industry finds itself in now, the interest in leveraging contract work is expected only to grow.

Knowing that to be the case, companies should begin immediately considering their approach to incorporating freelance and gig workers into their business model, especially in the near term. When looking to flex your team with professional contractors, there are a few things to keep in mind. 

What to Keep in Mind When Planning for Contractors

Make haste in hiring. Now is the time to reach out to and, ideally, bring aboard the best contractors. First, there are more of them to choose from than ever, with many former full-timers having opted to join the rapidly expanding gig economy since the pandemic. Additionally, those contractors who are in the highest demand figure to come off the market quickly. If you’re a hiring manager, you’ll want to establish relationships with those workers to not only meet today’s needs but also add them to your network to possibly assist on future projects. And if you know you’ll need those contractors soon, even if not at this precise moment, you may want to consider snapping them up now – while you still can. Seasoned professional contractors typically have their next gig lined up well in advance of their current gig ending.

Which contractors have clicked in the past? Think about the freelancers you’ve worked with in the past. Which helped bring you success? Which delivered the most impressive results? The more workers you’re able to bring back into the fold who have contracted with your company in the past, the lower your risks and onboarding costs. In some cases, those workers will be able to skip any learning curve altogether. A plug-and-play workforce is ideal.

Build and maintain an on-call contractor list. Some industries, such as accounting, are seasonal and follow relatively predictable rhythms. Some companies require highly specialized project work or need to address platforms outside the scope of their expertise (IT, for instance). And every company has full-time employees who go on maternity and paternity leave, or take unexpected leaves of absence. Stocking a digital rolodex full of capable contractors who may be available and interested to fill a temporary gap can save a business time and hassle.

Consider your preferred usage of contractors. Some businesses prefer a workforce stocked with full-timers, using freelancers only in a pinch. Some like to strike a balance in order to build in flexibility. Other companies aggressively hire contract workers in a sort of ongoing tryout to find potential staffers. A few take an all-of-the-above approach. But no matter your needs or inclinations, be sure to give plenty of thought to how your company expects to deploy contractors. You’ll wind up with better matches, happier employees and a more robust network of contract workers to tap into when needed.

PeopleCaddie can help your company outline a strategy for incorporating contractors. Reach out to us to learn more.

sgruenPlanning for Contract Work: An Employer’s Guide

Contract Employees Value Equal To Full-Time Employees

In some corners of the business world, jaded opinions and antiquated stereotypes still exist when it comes to weighing the quality of freelance work and the value of contract employees.

For too long, contract gigs were considered to be less than. On both sides of the employer-employee relationship, contract work was believed to be a Plan B or a necessary evil – a stop-gap until the right fit between employee and full-time role came along.

But if you haven’t already noticed, more organizations than ever – across countless industries – are making use of contractors. At the same time, the percentage of the workforce involved in the gig economy continues to grow. These aren’t coincidental fluctuations. Freelancers are finally getting their due. Both companies and workers, at last, have come to an important realization: contract employees are just as valuable as full-timers, and because they typically do not receive company benefits and assume greater employment risk, contractors are usually paid more than permanent employees.

According to a 2019 Intuit Quickbooks report, the percentage of adults in the United States engaged in self-employment as of 2017 was the highest since the IRS started reporting in 1957: 17 percent. The trend has only gained momentum during the pandemic, with mass corporate restructurings and layoffs being followed by hiring frenzies. Research compiled by Fortunly found that more than one-third of U.S. workers (36 percent) now participate in the gig economy, either through their primary or secondary jobs. Additionally – and perhaps most interestingly – more than 90 percent of U.S. workers would consider freelancing or independent contracting.

That marks a seismic shift from the stigma-tainted view employees once had of gig work. As more companies discovered the advantages of utilizing contractors and increased their engagement with the freelance workforce, the implication became clear: contract employees value is high. They are now business-critical elements of most large organizations. The yin to staff employees’ yang, contractors support the overall infrastructure of a company and provide more specialized, better focused resources that allow for a more productive and efficient overall workforce.

From a human resources perspective, it’s easy to see why contractors value is high to a business. Given the finite terms associated with freelancer agreements, contractors allow a company to squeeze out more margin and build in flexibility for unforeseen circumstances. They are easier to activate, too, accompanied by less hassle in terms of onboarding, adjusted unemployment taxes and other administrative tasks and responsibilities. Contract workers are the closest thing to plug-and-play solutions in most professional settings.

The value of contractors, however, extends far beyond what they don’t bring to a business. Gig workers are often highly specialized, with honed skill sets and a sharpened focus that can be nimbly applied to a variety of temporary resource needs and projects. They bring value across the board. For accounting firms and other businesses that can set a clock by the seasonal ebbs and flows of work. For any organization building a new website or creating a new ad campaign. Contractors can instantly and adeptly fill short-term gaps or deliver hyper-concentrated expertise without bogging down a business with long-term staff commitments.

The narrative (thankfully) has changed around contract work. And as attitudes have changed, more workers now consider and ultimately take the plunge into the freelancer pool. That means more workers from which a company has to choose, a better quality of gig worker and a mutual respect between contractors and staff that, in the end, elevates a business.

Looking to supplement your workforce with contract employees? Check out how our talent cloud works.

sgruenContract Employees Value Equal To Full-Time Employees