Traditional 9-to-5 work is no longer the only way to make a living. With the continued growth and economic impact of the gig economy, there’s no doubt it has become a disruptor to traditional employment trends. Gig workers are those who work on a contingent basis — meaning consulting, freelance, or temporary workers. Their number has risen dramatically in the past decade.

Findings from the Consulting in 2030: An Industry on the Verge of Disruption report state that 66% of respondents think that consultants will increasingly choose to freelance over permanent employment in the next 8-10 years. This shift has transformed the way firms attract personnel, presenting both obstacles and possibilities for both job seekers and employers.

For organisations and employers, adopting many gig economy principles will benefit them moving into the future. The gig economy provides a significant amount of agility in business operations. With interim workers, your business can scale up or down quickly to meet the changing demands of the market. Tapping into the gig economy also means having access to specialised talent pools that allow businesses to engage experts for certain projects. Subsequently, this can help organisations save money since contracting a consultant or freelancer for short-term work reduces costs associated with full-time employees.

If you want to harness these benefits, here are a few things to consider adopting into your hiring practices to attract gig workers.

Offer hybrid work options

Companies can explore hybrid models that combine traditional employment and gig work to foster a sense of belonging while maintaining flexibility. In 2021, when remote work was widely implemented, business leaders grew concerned that offices could become obsolete. However, new research shows that younger generations recognise the benefits of an office environment and instead want flexible working hours. At the same time, 71% of 16 to 25-year-olds prefer working as freelancers. Employers can adapt to this by offering workers more control over their schedules, giving them the ability to choose when and where they work.

Be flexible with recruitment

In the gig economy, traditional recruitment approaches may not be as effective for acquiring top candidates. Companies must modify their hiring practices to recruit gig employees, such as emphasising their flexibility and intriguing opportunities. Additionally, there are recruitment solutions that can find both full and part-time workers to help fill talent gaps in a corporation. Businesses can obtain such solutions from the firm LHH. Their market expertise in direct hire services allows employers to focus on core business activities while ensuring that potential hires come from a qualified talent pool.

Create engagement strategies to retain gig workers

HR departments need to establish programmes and engagement strategies that retain gig workers and build long-term relationships. There are various eLearning platforms available to efficiently fulfil training and development programmes, such as Thinkific for webinars. When employees see that you are able to provide opportunities for career advancement, they become more committed to their jobs. With possibilities for skill development and progress, freelancers and consultants are encouraged to stay with the organisation and return for future projects.

The gig economy is transforming the ways people work and companies recruit. As more employees embrace freelancing and corporations adjust their hiring strategies, the gig economy will continue to develop and evolve, bringing about opportunities as well as challenges. But by promoting a balance of flexibility and stability, businesses and gig workers alike can prosper in this dynamic era of work.