{"id":5638,"date":"2013-06-20T14:15:58","date_gmt":"2013-06-20T14:15:58","guid":{"rendered":"https:\/\/glocalthinking.com\/4-tips-to-keep-the-loyalty-of-a-contingent-workforce\/"},"modified":"2021-08-31T10:40:45","modified_gmt":"2021-08-31T10:40:45","slug":"4-tips-to-keep-the-loyalty-of-a-contingent-workforce","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/4-tips-to-keep-the-loyalty-of-a-contingent-workforce\/","title":{"rendered":"4 Tips to Keep The Loyalty of a Contingent Workforce"},"content":{"rendered":"

The days of working for a company for life are gone. Nowadays Talent Management<\/a> is much more complex and a significant portion of company workforces adopt flexible models. We are talking about the contingent workforce; workers who are not tied to920-192<\/a> the company in a continual manner\u2014temporary, external, part-time and flexi-time workers and so on. The last survey by Staffing Industry Analysts <\/em><\/a>states that next year the number of temporary workers in all industries world will climb 106 per cent above its peak in 2013.<\/a><\/p>\n

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Until recently, companies were seeking to rely on a streamlined core workforce–especially during recessions\u2014and to fall back on a flexible talent pool during peak workloads. But all this is changing. It\u2019s the workers themselves who no longer want to chain themselves to a company in such a fixed way as before. They don\u2019t want to be tied down, they want to be their own bosses and their levels of commitment to companies are weaker.<\/p>\n

This has much to do with the different way people approach their professional development. Even now we can start talking of a transition to an era beyond the knowledge one (following on from the industry era): the era of creativity and innovation. People are looking more than ever to develop their passion and work for companies that align with their personal values (just as Joost Van Nispen, founder and CEO of ICEMD \u2013 ESIC states).<\/p>\n

To this factor we also need to add the so-called \u201ctalent gap\u201d<\/a>: although global unemployment figures are high there are still many unoccupied jobs due to the high level of specialization required. Those with profiles capable of taking on these jobs can afford not to be attached to a company in a more permanent way. Many prefer to be independent or offer services rather than be tied to a particular company interminably. Others prefer a flexible job, teleworking or part-time work.<\/p>\n

This is especially true of the technology
LOT-950<\/a> field and the knowledge-intensive sectors where innovative ideas and high creativity are sought. Companies see clearly they need to attract this talent to remain highly competitive.<\/p>\n

In the face of this scenario, HR departments tackle big questions like how to win the interest of someone only linked through temporary work? How to capture him? How to retain him? How to make sure he continues to work with you?<\/strong><\/p>\n

Some possible solutions are:<\/p>\n