Canopy Advisory is pleased to introduce you to our featured advisor of the month, Joanne. Joanne has 15+ years of experience in aiding organizations in strategic goal development, fundraising diversification, corporate social responsibility initiatives, coalition building, and collaboration around environmental, economic and social impact challenges. In addition, Joanne is soon to be a published author, with her new book ChangeSeekers coming out Sept. 12.
Due to the high frequency that growth-oriented businesses need expert or niche talent, more and more businesses are turning to freelancers to help them achieve success. According to NetSuite, the majority of businesses hire on-demand workers because of the improved work quality, additional revenue they generate, work flexibility and decreased labor costs.
To benefit most from the on-demand labor model, consider how to best integrate a freelancer into your company and culture. Here are five tips for growing, expanding and developing your on-demand workforce:
Amidst the many obstacles of successfully launching a company, talent management consistently ranks as the single greatest challenge for founders. In fact, attrition in startups in their first year exceeds 25%, according to the Kauffman Foundation 2016 Index of Startup Activity. Founders wear so many hats that they don’t have adequate time or resources to seek out, recruit, vet, train, and onboard talent effectively.
More than 54 million people participated in the gig economy in 2016. This new nimble approach to employment presents opportunities for both workers and employers in our rapidly changing economy. For companies focused on agility, innovation, and efficiency, tapping this workforce is key to success. For workers who want a flexible schedule, the ability to work on multiple projects, and more independence, joining the freelance workforce is becoming more attractive.
Older, more experienced independent professionals between the ages of 35-55 are the ones most sought-after by today’s businesses for on-demand assignments. This makes sense, given businesses’ emphasis on proven skills and experience (See previous post). Mid-career professionals satisfy this need.
Not only does this arrangement work well for employers, it works well for on-demand consultants as well. A professional woman in this age group is often stressed out by balancing career goals with the challenges of caring for a growing family. On-demand work provides her, too, with a good solution.