The “gig economy” is rapidly growing as more employers embrace contract work. This is changing how employees consider their position in the workforce.
ReportLinker’s survey from December 2016 found that one-third of the 1,008 U.S. respondents said they would consider exiting the traditional workplace to work as a freelancer or independent contractor, with nearly half saying they might do so within three years.
So, the gig economy is growing. And this trend is forever changing the American workplace as contract work continues to gain popularity. Intuit’s survey in August 2015 estimated that freelancers could make up 43 percent of the workforce by 2020.
Now is as good a time as any, then, for employers to refine the way they recruit talent in order to attract the gig economy A players.
Let’s look at how employers can ensure their recruitment process is effective for the gig economy and how they can best evaluate their performance:
Measure quality of hire and onboarding.
Bad hires are always costly, especially when it comes to hiring contractors. To prevent investing too much time and money in bad contractor hires, companies are turning to data.
“Quality of hire” data measures how a hiring team makes decisions and how well its hires fit into their roles and the company. The review process for quality of hire decisions considers performance and goal achievement.
Use your own company’s quality of hire metrics to refine your process, in order to hire more efficiently. For example, if contractors are failing to accomplish their goals, look at how your hiring team has been assessing candidates. Perhaps they need to reevaluate their process.
Quality of onboarding is another important measurement. It shows how satisfied new hires are in terms of being set up to succeed, how well…