How To Win At The Gig 'Game' – Tips For Successfully Sourcing, Onboarding, And Retaining Independent Workers

Today's employment " Game of Life" looks very different than it used to. One of the biggest reasons: the gig economy is expanding at a rapid pace. Other factors include the fact that there are four generations competing for work and working together, while certain demographics, such as the number of single women in the workforce, are on the rise. Meanwhile, employees' definitions of family and work/life balance are changing. Add all of these together and you have the perfect platform for the exploding sharing economy. Working in the gig "game" appeals to those interested in an alternative, more flexible, more relaxed lifestyle. According to the U.S. Bureau of Labor Statistics, gig workers like being in control, having flexibility, enjoy variety, and enjoy choosing work that they are passionate about. As a result of the growth of this area, employees' workplace expectations are changing. So, too, should employers' practices for utilizing and integrating such workers into their business model.

It is estimated that roughly 55 million Americans are now freelancing. According to software company Oracle, almost 40% of companies surveyed are currently hiring on a project basis. Half of HR decision makers say they will be hiring more temporary workers by 2020. Considering these statistics, successfully sourcing, onboarding, and retaining gig workers should be a top priority for such employers. In fact, more employers chose retaining employees as an important benefits objective than increasing employee productivity and controlling health and welfare benefit costs, according to MetLife's 15th Annual U.S. Employee Benefit Trends Study.

What can you do as an employer to "win" at the gig "game?"

Before You Play, Analyze Your Need and Ability to Utilize Gig Workers

A definite "con" of gig work is inconsistency. Gig workers will appreciate companies who have already thoughtfully evaluated their need and abilities to utilize such workers.

There are lots of ways to test the waters before hiring gig workers as your "guinea pigs." First, consider allowing existing employees to choose projects in different areas or departments. This can help clarify what projects might be well suited for gig workers as well as what skills may be necessary and required from a gig worker.

Next, consider partnering with a gig company who already has an existing product or service that could benefit your organization. This can help you assess whether a partnership with a gig...