TAP In with Tristan : Introducing the On-Demand Workforce

Tristan introduces you to the idea of the on-demand workforce. Many companies have moved away from traditional, pre-digital-era talent models toward more on-demand workforce models that allow them to expand or contract their access to specialized, highly skilled workers as and when needed. While this type of work is not for everyone, it can be a great alternative for those who are having issues finding work during this time, don’t want to transition back into the office, or simply are tired of being tied to one company or organization.

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TRANSCRIPT

Tristan: What’s going on, Living Corporate? It’s Tristan, and I want to thank you for tapping back in with me as I provide some tips and advice for professionals. Today, I want to introduce you to the idea of the on-demand workforce.

Many companies have had to rethink their entire approach to finding and using talent. COVID-19 has forced many companies to move away from traditional, pre-digital-era talent models toward more on-demand workforce models. They’ve begun embracing a more flexible, blended workforce model that allows them to expand or contract their access to specialized, highly skilled workers as and when needed.

Harvard Business School and Boston Consulting Group surveyed nearly 700 senior business leaders to better understand their use of new talent platforms. Specifically, how those companies were using digital talent platforms like Freelance, Upwork, and Fivver to access highly skilled workers. They found that more than 30% of business leaders reported using new talent platforms extensively, while another 30% reported medium usage. Nearly 50% of the respondents expected their use of new digital platforms to significantly increase in the near future.

Knowing this information, if you’re a highly skilled worker who wants to stay productive and in the workforce, while also managing your work-life priorities, this option may be a good fit for you. First, you’ll need to do a little research to understand what skills you possess that are sought after in this type of talent market. For example, IT, HR, Marketing, Research & design, and Strategic planning are some of the top functions sought out on digital talent platforms. If you have marketable or niche skills in those areas, a transition to more freelance or on-demand work may be easier than other job functions. Next, you need to understand how to adequately market your skills on these digital talent platforms to attract top-tier companies and organizations as clients of yours.

While this type of work is not for everyone, it can be a great alternative for those who are having issues finding work during this time, don’t want to transition back into the office, or simply are tired of being tied to one company or organization.

I’m going to link to the Harvard Business School article in the show notes on how companies can use digital talent platforms to transform their talent model, which should give you more insight on if you may want to make the transition.

This tip is brought to you by Tristan of Layfield Resume Consulting. Check us out on Instagram, Twitter, and Facebook @layfieldresume or connect with me, Tristan Layfield, on LinkedIn.

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