The Human Cloud
The Human Cloud
Janice Porter
As businesses look to improve their bottom line the costs associated with talent management has and always will be a major target of evaluation and consideration in planning future strategy. A company’s Employee Resource Department is always looking for the right formula that offers a leaner workforce with lower payroll costs and reduced benefits to help meet budgetary goals.
In a prosperous economy “Juniorization”, or the replacing of older retiring workers with new employees, is a healthy practice that helps to ensure the sustainability of a company’s future workforce while helping to address employee costs. The “Great Recession” of 2007-09 contributed to a gap in “Juniorization” and that workforce strategy has not kept pace in meeting pipeline demands.
So over the last few years companies have found that utilizing skilled contractors, consultants, freelancers and subject matter experts helps fit their formula needs.
The contingent worker’s life looks nothing like the employee of 5 to 10 years ago and may be a perfect option for those qualified. Contingent workers may have contracts with a variety of clients, or outsource themselves through a third-party service. They may collaborate with coworkers in other time zones and may not even know anything about the individuals that they are working with.
The strategic migration to the use of contingent workers or “Workers on Demand” has been so great that it has become the hottest trend in staffing solutions leading many traditional staffing agencies to partner up with online platforms linking companies with available contractors to meet their client’s demands.
In June 2016 Monster Worldwide, Inc. a global leader in connecting jobs and people, acquired Jobr the leading mobile job discovery app that offers a simple and consumer-friendly, mobile-first approach to connecting jobs and people.
In the same way that high-speed Internet access created a “cloud” of web-enabled infrastructure, “Workers on Demand” has created the “Human Cloud” or a source of contingent workers available to address a company’s need for dispersed teams of the best talent available regardless of location, or price.
It is estimated that contingent workers make up 53 million people, or 34 percent of the American workforce. Participation by Fortune 1000 companies rose from 4% in 2014 to 11% in 2015 with an additional 5% increase expected within the next two years.
Legal and tax concerns drive caution when it comes to the contingent worker as companies have questions about compliance risk when using these platforms and are relying on staffing agencies to be more of a consultant not just a supply source.
But a skill gap and a declining labor force has also created a challenge for staffing agencies as they search to find qualified talent to fill the pipeline.
For generations the established process of the working world has generally been perceived as one needs to get a GED then get a job, get a college diploma then get a job or pursue graduate work then get a job. We have glorified the process with the belief that we were creating a rewarding career for ourselves.
Unsatisfied with that process the evolution and supported trend towards the contingent worker, while not an option for most, has breathed new life into one’s search for continued employment. It can add to your satisfaction of contributing in the workplace while providing a managed compensation reward.
If you are out of work or looking for a career change perhaps you should consider the opportunity to offer your skills as a contingent worker and become a member of the “Human Cloud”.
But in order to become an active participant in the contingent worker formula you must first determine whether you fit in with this industry’s platform and this will require an honest self-evaluation of your career. Some things to consider:
• Do you possess a skill set that others will see as a necessary addition to their talent needs.
• Were you an integral contributor to an existing or new product line or service whether that contribution was in the form of strategic planning, financial analysis, talent acquisition and/or talent management, sales and/or sales management, production, manufacturing or distribution (especially Six Sigma Methodology), advertising or marketing.
• Can you detail your contributions as assignments or tasks not just job functions. To be a part of the contingent worker platform you will be evaluated on successful completion of assignments not on your time card.
• Can you show measurable contributions to an organizations bottom line.
• And most importantly are you able to package yourself as an expert.
Janice Porter is a contributing writer to JoblessandFaceless.com
Janice Porter
As businesses look to improve their bottom line the costs associated with talent management has and always will be a major target of evaluation and consideration in planning future strategy. A company’s Employee Resource Department is always looking for the right formula that offers a leaner workforce with lower payroll costs and reduced benefits to help meet budgetary goals.
In a prosperous economy “Juniorization”, or the replacing of older retiring workers with new employees, is a healthy practice that helps to ensure the sustainability of a company’s future workforce while helping to address employee costs. The “Great Recession” of 2007-09 contributed to a gap in “Juniorization” and that workforce strategy has not kept pace in meeting pipeline demands.
So over the last few years companies have found that utilizing skilled contractors, consultants, freelancers and subject matter experts helps fit their formula needs.
The contingent worker’s life looks nothing like the employee of 5 to 10 years ago and may be a perfect option for those qualified. Contingent workers may have contracts with a variety of clients, or outsource themselves through a third-party service. They may collaborate with coworkers in other time zones and may not even know anything about the individuals that they are working with.
The strategic migration to the use of contingent workers or “Workers on Demand” has been so great that it has become the hottest trend in staffing solutions leading many traditional staffing agencies to partner up with online platforms linking companies with available contractors to meet their client’s demands.
In June 2016 Monster Worldwide, Inc. a global leader in connecting jobs and people, acquired Jobr the leading mobile job discovery app that offers a simple and consumer-friendly, mobile-first approach to connecting jobs and people.
In the same way that high-speed Internet access created a “cloud” of web-enabled infrastructure, “Workers on Demand” has created the “Human Cloud” or a source of contingent workers available to address a company’s need for dispersed teams of the best talent available regardless of location, or price.
It is estimated that contingent workers make up 53 million people, or 34 percent of the American workforce. Participation by Fortune 1000 companies rose from 4% in 2014 to 11% in 2015 with an additional 5% increase expected within the next two years.
Legal and tax concerns drive caution when it comes to the contingent worker as companies have questions about compliance risk when using these platforms and are relying on staffing agencies to be more of a consultant not just a supply source.
But a skill gap and a declining labor force has also created a challenge for staffing agencies as they search to find qualified talent to fill the pipeline.
For generations the established process of the working world has generally been perceived as one needs to get a GED then get a job, get a college diploma then get a job or pursue graduate work then get a job. We have glorified the process with the belief that we were creating a rewarding career for ourselves.
Unsatisfied with that process the evolution and supported trend towards the contingent worker, while not an option for most, has breathed new life into one’s search for continued employment. It can add to your satisfaction of contributing in the workplace while providing a managed compensation reward.
If you are out of work or looking for a career change perhaps you should consider the opportunity to offer your skills as a contingent worker and become a member of the “Human Cloud”.
But in order to become an active participant in the contingent worker formula you must first determine whether you fit in with this industry’s platform and this will require an honest self-evaluation of your career. Some things to consider:
• Do you possess a skill set that others will see as a necessary addition to their talent needs.
• Were you an integral contributor to an existing or new product line or service whether that contribution was in the form of strategic planning, financial analysis, talent acquisition and/or talent management, sales and/or sales management, production, manufacturing or distribution (especially Six Sigma Methodology), advertising or marketing.
• Can you detail your contributions as assignments or tasks not just job functions. To be a part of the contingent worker platform you will be evaluated on successful completion of assignments not on your time card.
• Can you show measurable contributions to an organizations bottom line.
• And most importantly are you able to package yourself as an expert.
Janice Porter is a contributing writer to JoblessandFaceless.com
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