Companies struggling to find enough help often overlook the potential labor pool that exists among gig workers. While some employers may be dismissive of the viability of utilizing gig workers for their operations, there are millions of potential gig workers around the country, meaning that there are likely many with the skills a given employer may be looking for.
Gig work sometimes has a stigma attached to it suggesting that those engaged in part-time, temporary or contract work are lazy, marginally qualified, or unlikely to be reliable long-term options. But the reality is many of today’s workers who prefer the flexibility of gig work are highly motivated and highly qualified. Employers should do their due diligence as with any other hiring decision, but it’s not a good idea to write gig workers off entirely.
Who Is Engaged in Gig Work?
Gig workers come in all shapes and sizes. They could be full-time working professionals looking for a side hustle, semi-retired individuals or stay-at-home parents looking for something part-time or college students, for example. Many are highly qualified but for one reason or another prefer gig work over a traditionally, full-time, permanent role.
Benefits of Employing Gig Workers
Gig workers even offer some benefits relative to traditional employees. The relationship is, by its very nature, temporary and flexible, and that can be great for companies with limited staffing budgets or just looking to more closely tie their labor usage to their labor demand. Think seasonal industries or companies that operate based on just one or two big projects at a time. Gig workers can also be useful when a company has a specific, temporary need for specialized skill, knowledge, or experience.
When companies are struggling to fill their ranks, gig workers aren’t typically top of mind. Gig work isn’t new, but it may be a useful tool to revisit for recruiters and employers stuck in the full-time, permanent employee mindset. And who knows—maybe some will end up becoming permanent employees in the long-run.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.