It’s no secret that the composition of the traditional workplace has changed.
Not so long ago, almost the entire workforce was permanent, full-time employees. ‘Work’ used to mean 40-hour weeks, nine to five, Monday to Friday, in the office. Businesses did hire contractors, freelancers and temps – but only reluctantly, to plug an urgent gap.
Today, ‘work’ is a much broader term. The workforce is firmly ‘non-traditional’; a melting pot of permanent employees alongside contractors, freelancers and gig workers.
But there’s a big problem:
Most businesses haven’t yet adapted their recruitment and HR policies to cope.
That matters because it means you’re not harnessing your non-traditional workforce effectively or cost-efficiently. Specialist non-traditional employees can add heaps of value – but only if you handle them the right way.
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