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Good talent is hard to find…or is it? There are a lot of people in the world, and with faster internet access and other global technology, it’s easier to connect to the talent you need.
Of course, there are some tasks that are better suited in person. A lot of manual labor isn’t possible—at least not, with efficient and productive results—without a skilled person on-site. Still, it’s easier to hire most professionals and perform vetting for many others with a broad toolset of new human resources techniques.
Here are a few details to help bring critical talent into your team using emerging technology, current workforce trends, and an understanding of what today’s talent wants.
Contractors, Gigsters, And Flexible Workers Across The Globe
Outsourcing became a bit of a taboo around workers, but without realizing it, many people became outsource professionals on their own.
While the 1990’s meaning of outsourcing evoked stories of foreign workers earning measly percentages of the host country’s wages, today’s outsource professionals include the contractors of old with higher numbers.
Prior to the gig economy of the 2010’s, businesses only hired contractors for a few exceptional tasks:
• Managing third-party products and services. Construction workers, server engineers, and other professionals hired to bring in new equipment or services that the company doesn’t make on their own.
• High-talent professionals who refuse to give up independence. The best of the best sometimes prefer to work alone. These individuals want to work on projects at their discretion, and sign agreements with the business.
• Temp workers. If a lot of workers are needed for a temporary task, businesses may hire a group of workers that are managed by a different company.
Today, multiple combinations of these three contractors exist in the gig economy. You may know them as Uber drivers and Doordash delivery people, but there are so many others tasks handled by the gig economy.
• Search engine analysis. There’s a lot of talk about Google and Bing’s algorithm, but there are actual people behind auditing search results to fine-tune the system. These professionals may be internal, or hired from big pools of professionals across the world who can pass a test.
• Call centers. From billing to technical support, and task that can be done with a phone and a computer can be done from home. Although certain high-sensitivity positions may demand in-person monitoring, any position that can be done on an average computer can be given to a gig worker if they can pass a test.
• Application testing. How well does this app work? Does this website perform well? Bringing in people from multiple walks of life to test app performance in-person is a waste of resources. Send emails to hire workers from the comfort of their own home!
At the center of the gig, work-from-home, or crowd-based economy is trust. It can be difficult to trust strangers who aren’t in front of you and able to be watched in-person, but you need to ask yourself a few questions.
Is your monitoring actually doing anything? Does watching over their shoulder help, or does it simply make you feel comfortable? Are you losing anything by paying people a bit less to work from home, especially if you can test them beforehand?
Trust is key. With proper testing and respectable income, your workforce can grow across the world with very little brick and mortar office requirements.
Trust, but not loyalty.
Loyalty Doesn’t Mean What It Used To Mean
One problem that older, traditional businesses run into is a population of employees who don’t seem loyal—at least, not to an older sense of the meaning.
In prior generations, many successful professionals, skilled trade worker, and government workers sought decades—if not a lifetime—of employment. The deal made sense; you learned how to do a job, you got paid for the job, and you had a guaranteed way of life.
Things getting better or worse meant making more or less money, but the only real threat to losing one’s way in life was being fired or a personal emergency. While many people certainly have temporary jobs, the story of people working for 20 or 40 years and retiring from the janitor to the board room was all too common.
Modern workers aren’t interested.
There are a lot of reasons why, an entire book can be written on both the facts and the anecdotes. Horror stories such as Enron’s failure to support its employees are just the tip of the iceberg, but many of today’s professionals grew up watching not just their parents, but their communities betrayed by their employers.
A negative and major factor to be certain, but it isn’t the only factor. It is, however, something employers need to keep in mind before expecting a potential hire to switch over from contracting.
What may seem like a sure deal to you is a monumental level of trust that isn’t worth less than 6 figures for many people. That said, loyalty may not be the most important trait; it’s often more important to make sure work gets done, then work on reasons to be loyal as you choose new champions to stick around.
Contact a workforce professional to discuss other details of the new world of hiring.

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