The digital age is seeing an increasing number of professionals, primarily within the sphere of Tech, taking their careers freelance, forming part of the growing gig economy. As employee working cultures continue to evolve, this means that talent attraction and retention strategies must adapt accordingly, as the future of work may well be structured upon the gig economy.
As this segment of the working population continues to grow, companies should make the most out of such an opportunity by developing a great employer brand to attract the best and brightest professionals in the aim to strengthen their network of talent and bring in a flair of diversity. In relation to this, however, some might question exactly how recruiting gig workers will improve a company’s sense of diversity.
‘Each project brings along with it a new challenge and a fresh opportunity, adding to the gig worker’s diverse nature of working.’
To start with, the essence of gig working is gaining work experience and career growth by landing short-term, project-based jobs at companies across a multitude of sectors. This in itself exposes the gig worker to a vast array of problem-solving opportunities, collaborating with professionals who specialise in other relevant fields and thus familiarising themselves with new working conditions alongside individuals from different backgrounds and walks of life. Not to mention, each project brings along with it a new challenge and a fresh opportunity, adding to the gig worker’s diverse nature of working.
‘As the gig worker progresses through their career, they are not only adding to their skillset and work experience, but also attaining valuable social experiences which add to their ways of thinking.’
This means that as the gig worker progresses through their career, they are not only adding to their skillset and work experience, but also attaining valuable social experiences which add to their ways of thinking. As a result, this shapes them into independent individuals who can communicate their ideas effectively and engage with colleagues efficiently. Needless to say, these qualities brush off on fellow co-workers as well as employers.
‘Through the gig economy companies now have access to a much wider range of professionals who possess the skills needed for that company to excel.’
Although it is true that gig workers do not integrate much with their temporary colleagues, there is still an opportunity for skills to be shared and for each employee to learn from one another, allowing a transferring of knowledge between professionals, resulting in a culture of innovation. In addition, through the gig economy companies now have access to a much wider range of professionals who possess the skills needed for that company to excel. Moreover, it is not only the hiring process which has become more efficient, but also the act of reaching out to freelance industry professionals at little to no cost.
‘Diversification does not only imply that a company acquires a range of individuals from different cultures and backgrounds, and is not only aimed at acquiring international talent either...’
Furthermore, talent acquisition is becoming increasingly centred around Millennials, a growing segment of the working population who are the most inclined to favour remote working options, thus heading toward a gig working culture. Therefore, this parallels with the gig economy, making it wise for companies to take on board the idea of introducing flexible working options in the attempt to acquire Millennial talent to add diversity to the company.
All in all, diversification does not only imply that a company acquires a range of individuals from different cultures and backgrounds, and is not only aimed at acquiring international talent either. Rather, diversification refers to the gathering of individuals with different skillsets, work and social experiences who can come together, working towards a common objective, sharing their extensive knowledge and learning from one another.
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