What the Gig Economy Can Teach Us About Recruiting

Posted by The ConveyIQ Team

With platforms like Uber, Rover and Fiverr increasing in popularity each year, the gig economy certainly seems to be booming. In fact, gig jobs are expected to account for 43% of the workforce by 2020. And while that can have an impact on traditional employment, the reality is that the average gig economy worker earns less than $10,000 a year, which means that many still need (and want) conventional jobs. But while these types of platforms don’t always provide a full-time income, they can teach traditional recruiters some key things about attracting talent—including the importance of having a strong company culture and tech-friendly solutions that keep candidates updated on where they stand.

Here’s how you can incorporate lessons from the gig economy into your recruiting process.

Understand what matters most to potential employees

The majority of gig workers cite flexibility and independence as their main reasons for seeking out non-traditional employment. Whether it’s wanting to spend more time with their kids or the desire to make extra money, gig jobs offer workers a type of flexibility that isn’t as common in traditional employment. But while structured employment may not have all the same perks of a gig job, many employers are starting to realize the benefits of offering their employees the ability to have increased flexibility and control over their schedules. What’s more, according to Monster, flexible arrangements can have a big impact on a company’s bottom line with 87% of employees reporting that they’re likely to be more productive when they have a work arrangement that fits their needs. By offering employees the ability to personalize certain aspects of their role—from telecommuting to office setup to flex hours—you can boost your company’s appeal when it comes to attracting potential candidates and retaining existing employees.  

Offer candidates a clear sense of where they stand

One of the best things about gig-focused platforms is that they offer workers real-time access to the status of their projects, payments and even their performance. From Uber’s infamous rating system to Fiverr’s project tracking and payment tools, these platforms give workers an increased sense of control over their work, as well as continuous feedback that helps them to improve their services and attract more business. By streamlining the candidate experience with an automated platform, you can provide the same type of experience for your talent pool, keeping them informed and engaged as they move through each step of the hiring process. And because an automated solution can offer a personalized experience for your candidates, it has the added benefit of building an authentic connection between your brand and potential employees.

Build a strong company culture

Job seekers are increasingly looking for companies whose missions align with their personal values and gig-focused platforms do a great job of engaging workers by creating company cultures that feel inclusive and empowering. In addition to offering flexibility, many of these platforms also have a strong focus on diversity, providing income-earning opportunities to a wide range of people from across all walks of life. What’s more, because they’re designed to let workers decide their own schedules, gig platforms also offer a sense of entrepreneurial potential that’s harder to convey in a more traditional job. But while conventional employers may not be able to offer the same entrepreneurial dream to their employees, they can offer a culture built around the same ideals of inclusion and empowerment. The perks of such a culture? In addition to building team spirit, a strong culture can widen your talent pool and help you land your top candidates. In fact, according to a recent study, having a strong culture and popular employer brand can attract candidates at around six times the rate of paying an extra $10,000 per year.

While the gig economy shows no signs of slowing down, it’s important to remember that it’s not replacing conventional employment. In fact, most gig workers are often also traditional employees with the desire to find jobs that fit their needs. By implementing a few of the best parts of gig culture into your recruiting process, you can help your team find the work arrangements they need.

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