Workforce strategies evolve on a regular basis, and one surprising development these days is that more employers are offering positions that were permanent at one time to temporary workers. Employers today can use the services of freelancers on a part-time or temporary basis, even online. The definitions of work are changing on a daily basis and the boundaries are getting less defined. Regulatory authorities recognize this phenomenon, and new legislation is being introduced to provide equal benefits and responsibilities to all workers – permanent or temporary. The issue I wish to explore today is whether employers today are reluctant to use temporary workers; and if yes, to look at what considerations encourage such a stand.
The norm so far has been for organizations to accord more value and trust to full time workers. Historically, temporary workers were used to fill short-term gaps, not participating in policy setting and decision making. They did not have access to all work areas within the office and frequently struggled to establish an “internal network” of co-workers who would provide the guidance needed for top performances.
Hiring a permanent employee brings a number of advantages to a company, some of which are detailed below:
But these advantages can be outweighed by the real or perceived disadvantages of hiring permanent employees for the long term and forging relationships with them.
While employers are being swayed towards agency workers to handle even strategic roles, more energetic and enthusiastic workers with coveted skill sets are cashing in on the opportunities by taking up freelancing. Their numbers are considered to be about 13 million or more in the current economic situation, rendering the job market an extremely unpredictable place.
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