“The gig economy is empowerment. This new business paradigm empowers individuals to better shape their own destiny and leverage their existing assets to their benefit.”  –John McAfee

What’s a staffing agency to do in the face of an exploding gig economy?

Embrace it, of course. There is no other option.

While we once categorized “gig” work as things like rideshare, babysitting, and dog walking, the days of “gig” referring to so few and such ‘other’ types of work scenarios are gone –for good!

Today’s burgeoning gig economy boasts of a slew of independent contractors and freelancers making money via many job types, some of the most common being business consultants, traveling nurses, and even IT engineers. Often engaged in by people looking for a second stream of income on a part-time basis, it is by no means always part-time as some folks—a growing segment of the population—have fashioned gig work into their full-time job. It is especially popular among younger earners, although not exclusively. In fact, its popularity has swelled to include an estimated one-third of the population—roughly 1.6 million worldwide. Gig work answers the call when flexibility and the appeal of a short-term arrangement are top concerns for an individual’s bringing-home-a-paycheck needs.

For staffing agencies desiring to remain relevant and competitive, the realities of the gig economy demand a seat at the table for all discussions concerning today’s workforce. It’s an if-you-can’t-beat-’em-join-’em scenario. But seriously, there are advantages on both sides of the hiring table. Gigsters enjoy flexibility in the when, where, how, and how long work decisions, meaning they get to be their own boss. Employers save money on traditional employee perks like insurance, vacation/personal days, and overtime, as well as the potential for reduced time to hire.

So, here are five HOW-tos for staffing agencies to fully embrace the here-to-stay employment scenario that is today’s gig economy.

  1. Roll out the welcome mat –

Shout from the rooftops that those seeking gig, project-based, or seasonal work are not only welcome but also encouraged to apply. Spell out that freelancers and contract workers “should apply,” leaving no doubt that there’s a place for the non-traditional employee with your agency.

  1. Hang out where gigsters congregate –

A plethora of social media groups cater to the likes/needs/wants of folks engaged in or looking to enter the gig economy. Participation in these online gathering platforms will help staffing agencies glean valuable insights, build rapport with employees, and nurture relationships. Not to mention how such engagement will create brand awareness.

  1. Take “mobile friendly” to the extreme –

The gig economy leans heavily on mobile devices for everything from job searching to communicating with clients to collecting fees for their services. That means the mobile experience offered by your staffing firm must be better than “up to par” for a gigster to be interested in signing with your agency. Strive for the best mobile experience to win over gig workers and meet (or exceed!) their high expectations.

  1. Think project-based –

As you wrap your thinking around how the gig/contract/seasonal/freelance workforce has expanded, consider what utilizing more gig work within your company might look like. Consultants brought in exclusively to handle a big project. Contract workers tasked with grounds and building maintenance. Specialized teams manage that arduous task called inventory.

Then, when creating job ads, rather than highlight the aspects of a particular position, job posts targeting gig workers should detail the scope of individual projects, including a beginning and ending timeline, performance expectations, quality standards, etc.

  1. Create and model a we’re-all-on-the-A-team environment –

In other words, treat everyone with the same respect, courtesy, and consideration, whether they receive a W-2 or a 1099 for their time and contribution to the company’s goals. Do not allow a second-class citizen’s behavior, attitude, or mindset to take up residence. Make relationships a company-wide priority.

Adapting your staffing firm’s business model to reflect the changes in today’s employment landscape will make your services valuable and relevant to both sides of the hiring equation, now and in the coming days. Embracing the reality of the gig economy’s impact on the hiring and staffing industry is a must-do for firms who plan to stay in the game.

Let the ASJ Partners team chart a marketing course to sustain and grow your brand’s recruiting and staffing industry share. We know staffing because staffing is all we do, so take advantage of our combined decades of experience. Give our team a shout-out today.

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