Recruitment: are freelancers the knights of today?

They were around in the Middle Ages. Freely translated “the free swords” or the freelancers. They fought for those, who simply paid the most. In today’s time, it no longer has to be a war, to use them. Although they are still ideal during a period of high need. Indeed, they are ideal for solving capacity problems. And we almost all have those, given the tight labor market. People should keep your organization on track, especially in this age of digitization, but is now often a bottleneck for growth. How do you create an agile organization where the right people are in the right place?

Growing demand in digital/tech domain

Freelancers, interim professionals, specialists or whatever you want to call them, are present in the labor market in large numbers and the number continues to grow. In the Netherlands there are now more than 1 million zzp’ers (CBS,2022). For short or long-term assignments. They are there in all specialties. During the pandemic, there was less security for interim workers within the digital domain. BrandPit’s benchmark interim survey showed that about 70% of respondents had a paid assignment, where it is now 92%. A logical increase given the tightness in the market and ever-increasing digitalization.

With the increase in demand for people, the form of contract becomes secondary; knowledge and capacity are needed. So the demand is purely substantive and this is increasingly being filled with an interim solution. The benchmark interim survey shows that product owners and broad online marketers are most in demand. There is also an increase in online communication roles (content and social) and more specialized online marketing disciplines, such as affiliate, online display, email, paid social, SEA, SEO and online campaign management. This growing demand for specialized roles within online marketing is undoubtedly related to the maturity of the market and the increased level of knowledge. Temporary solutions are often sought for highly specialized work. Powered in part by the fact that finding these specialists in permanent employment takes time in this scarce market.

Specific knowledge and skills

Do you need someone immediately? Don’t have time to wait through an entire recruitment and selection process? Are you looking for that specific candidate, even in your region, that you just can’t find and need to move on? Then temporary staffing is the solution. Interims are often quickly available and deployable. They often have built up a large network, have the necessary specific knowledge and skills and bring a lot of experience and a fresh perspective. They are accustomed to working remotely and starting from scratch every time, so they get up to speed quickly and are up and running in no time. Nice efficiency and often cost savings. They pay their own social and pension contributions. In case of illness and vacation, you don’t have to pay them at all. Very convenient.

Continuity and long-term collaborations

So aren’t these temporary workers the ultimate solution to the tight labor market? In many cases yes, but a permanent employee certainly retains his value. In many positions, especially at the managerial level, continuity is hugely important. The organization needs to be kept on track with the right long-term vision and strategy. Building long-term collaborations with partners and employees also a lot harder with continuous changes. Building strong teams with different specializations and backgrounds still yields the greatest successes. A combination of insourcing and outsourcing can ensure that the team is strengthened and has everything it needs to grow. After all, the success of digital transformation is in the people.

In short: Many organizations experience the current tight labor market as a major bottleneck to growth. Especially given that many companies are in the midst of digital transformation. It is precisely the people who need to keep your organization on track. This is why the set-up of your organization is very important. What people do you need, why and in what position? And can that be an interim or a permanent employee? It’s all about the right professionals in the right place. The demand for people should therefore not be seen as a headcount problem, but as an organizational issue.

Dit artikel is origineel geplaatst op Emerce.

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