Companies Say They Plan to Increase Use Of Contingent Workers – What That Means For Contingent Workers

In the dynamic landscape of the contemporary workforce, a significant shift is unfolding. According to the recent Ceridian 2023 Executive survey, an impressive 65% of companies worldwide are strategically planning to increase their reliance on contingent workers (i.e., non-employee workers on temporary assignment) over the next two years.  

This trend isn’t entirely new; in fact, 80% of global firms are already leveraging the capabilities of contingent workers. However, when pursuing contingent work, be aware of the experiential differences between contingent assignments and full-time employment.  

Challenges  

One of the key findings of the survey is that 70% of executives acknowledge facing challenges in effectively integrating contingent workers into their existing teams. Companies are inherently risk-adverse.  Most do not have in-house experts on contingent workforce management.  To avoid issues of regulatory non-compliance or co-employment they may go to extremes in segmenting the two groups.  This can result in isolation for the contingent worker, negatively affecting the ability to perform assigned duties. Companies may also impose term limits in an effort to demonstrate that the individual is not a full-time employee.  Established timeframes may be unrealistic when considering the work one is engaged to complete.    

Additionally, 44% highlighted the difficulty in finding contingent workers with specific skills, emphasizing the need for professionals to hone and showcase specialized expertise.  

nextSource insights:  

The contingent workforce isn’t just a trend; it’s a transformation for the future of work. Being able to adapt to the changes that are placed in the workforce is essential to success. So here are some ways we believe you can optimize your experience in the workforce as a contingent worker.   

1. Determine market-based pay rates for your role – Use online systems that evaluate your title, level of experience, and location to show samplings of positions with pay rates.  
2. Talk to the recruiter about the position –Who will you work with?  What are the expected deliverables? How long will the assignment last? Can it be extended or renewed? Are there other contingent workers on this project/team?  
3. Be realistic about your skills– Research high-demand skills and evaluate how you stack up. Consider the multitude of ways to upskill.  Recognize that there are more and better opportunities for individuals with high demand skills.  
4. Craft your resume — Clearly call out how you will bring value to the prospective company.