8 Insights On the Gig Economy's Impact On Traditional Staffing Models
Navigating the evolving landscape of the gig economy, this article delves into how traditional staffing models are being reshaped. It offers exclusive expert insights on strategies to harness the gig economy for organizational growth and flexibility. Discover the competitive advantages of integrating gig workers with traditional employment to future-proof business operations.
- Showcase Organizational Freedom and Growth Opportunities
- Adopt a Mixed Model for Flexibility
- Refine Gig Model for Competitive Edge
- Combine Full-Time and Freelance Talent
- Implement Platforms to Manage Gig Workers
- Utilize Freelancers to Fill Skills Gaps
- Recruitment Marketplaces for Gig Work
- Provide Flexible Insurance for Gig Workers
Showcase Organizational Freedom and Growth Opportunities
People are attracted to gig and freelance work because of the freedom it offers for scheduling and because people want to develop their growth and skills with a "portfolio" of different roles. Corporate talent acquisition can tap into these needs by showcasing the organization's freedom, trust, and autonomy culture and by featuring how your internal learning programs help THEM (not the org), "you'll gain skills in...", "you'll learn more about... which will build your ability to...". What we are seeing especially in Gen Z is the desire for stability balanced by the need for freedom and growth, so when you can demonstrate that they will get that latter in your organization with the benefit of corporate stability, you may be able to woo them from gig work or be able to be part of their career portfolio.
Adopt a Mixed Model for Flexibility
The gig economy is changing companies in terms of staffing and I can confirm this firsthand from my position as founder and CEO of Digital Worldwide News. For traditional companies, both opportunity and challenge are present in the gig economy. Traditional companies rely in many instances on long-term workers, but with the rise of gig workers, companies have increased flexibility, cost savings, and access to expertise at a lesser cost.
We have adopted a mixed model-leveraging the gig economy but with key groups for operational and key role jobs. We have a pool of freelance marketers, writers, and designers who lend expertise to specific jobs, and then expand and contract with them based on demand. It's a win-win: it introduces our clients to high-quality talent for specific jobs, and we have the agility to respond to market demand on time.
The key to embracing such a transition is balancing-optimizing your talent with gig workers while maintaining the continuity and culture that a traditional workforce can deliver.
Refine Gig Model for Competitive Edge
At Paul Wright Group, we pioneered a structured gig-like model in APAC as early as 2017 -- ensuring all legal ramifications are thoroughly addressed -- refining it into a fully evolved system over eight years. While COVID accelerated the global shift toward flexibility, we had already perfected this model for nearly a decade. Businesses that fail to offer competitive work environments risk losing top gig talent. We constantly refine this model to maintain work flexibility for consultants while ensuring a legally binding structure and delivering the highest commission in the APAC market. Our consultant engagement strategies foster long-term relationships, minimize turnover, and provide project consistency, reflected in our industry-leading retention rate, with only 11 departures since 2017.
Combine Full-Time and Freelance Talent
I've seen firsthand how combining full-time employees with freelancers creates amazing results. At a recent conference we organized, our core team handled the overall planning while bringing in a freelance designer and virtual event specialist.
The freelancers brought fresh ideas we hadn't considered, like using interactive polls during presentations, which attendees loved. Meanwhile, our full-time staff shared their deep knowledge of our clients' needs, helping freelancers deliver exactly what was required.
This mix of perspectives helps everyone grow - permanent staff learn new tech skills from freelancers, while freelancers gain insights about building long-term client relationships.
For companies considering this approach, I recommend starting small: bring in one or two freelancers for a specific project, use project management tools to keep everyone connected, and encourage open knowledge sharing between teams. This hybrid model lets you scale your workforce flexibly while building a stronger, more skilled team overall.
Implement Platforms to Manage Gig Workers
The gig economy is transforming traditional staffing models by offering unparalleled flexibility, allowing companies to access specialized talent on a project-by-project basis. However, it also introduces challenges such as workforce management, quality control, and maintaining company culture.
Our company is adapting by implementing dedicated platforms to source and manage gig workers. We focus on robust vetting processes to ensure quality, clear communication to align expectations, and fostering a positive experience for gig workers. By integrating gig talent strategically into our workforce, we've been able to maintain efficiency while embracing the adaptability the gig economy offers.
Utilize Freelancers to Fill Skills Gaps
The gig economy has made specialized skills more accessible and reduced the need for long-term hires in certain roles. We utilize freelancer gigs to fill skills gaps and outsource tasks as needed, allowing us to scale efficiently without the overhead of full-time hires or putting too much on the plate of our existing staff, particularly for ad-hoc tasks.
One of the biggest advantages is that gigs are highly productized, meaning we know exactly what we're getting, what deliverables to expect, and the deadlines before making a purchase. By leveraging gig marketplaces, we streamline workflows, access top talent on demand, and maintain agility in a rapidly evolving business landscape.
Recruitment Marketplaces for Gig Work
A number of recruitment marketplaces emerged over the past decade that were designed to create a platform where those who wanted gig work would be matched with employers looking to hire gig workers. Some like rideshare and delivery platforms succeeded as the work performed by the freelancers was quite homogeneous and almost entirely disconnected from the work performed by others. But there was almost universal failure when it came to platforms that would help restaurants, retailers, and other such businesses hire workers for a shift. Why? Because the entrepreneurs and investors behind these platforms failed to understand that a cook or even sandwich preparer in one restaurant does their work differently than in another restaurant, and the work the freelancer is doing is highly dependent on the work done by their coworkers.
Will gig workers continue to have a place and even a growing place in our economy? Yes, but does that mean the end of traditional employment? Hardly.
Provide Flexible Insurance for Gig Workers
The gig economy has empowered individuals to take a more entrepreneurial approach to their careers, significantly impacting traditional staffing models. In the healthcare industry, this shift has led medical providers to take on additional jobs outside of conventional employment, fueling the rise of telemedicine and app-based treatment options. A common example is a rideshare-style platform where off-duty paramedics transport elderly patients to doctor's appointments.
This evolving landscape has created an immediate need for specialized coverage, as traditional insurance policies often do not extend beyond standard employment, and contractors are typically excluded from most policy language. In response to these industry changes, our company is committed to providing flexible insurance solutions that accommodate work beyond traditional roles and within the gig economy—ensuring you have the coverage you need, no matter where your work takes you.
