As an HR professional, it’s increasingly likely that you’ll be tasked with evolving your workforce to accommodate the gig economy . . . that is, if you aren’t already doing so within your organization. The gig economy is here to stay, and although there are challenges when employing contractors and freelancers, there are also a lot of advantages.
At A-Check, we also keep a close eye on the evolution of the gig economy, and recently found a quick read by Forbes Council Member Paul Phillips discussing the role of HR in this ever-changing workforce landscape:
Ensure your recruiting is moving at the same pace as your top talent. There’s no quicker way to get your next hire to look elsewhere than to subject them to a long drawn out employment process. The same goes for the speed and efficiency of your training/development once you make the hire.
It’s not just about making a great employee want to come back the next time they’re needed—it’s also about turning them into raving fans who share their experience with friends and family.
You don’t have a choice. Business models are changing, and your HR policies need to position your organization as dynamic, agile, and a good target for top talent.
The full article can be found here.
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