Recent reports verify what many of us in the business community have been seeing first-hand for months: Significant shortages in the talent market. In fact, according to a McKinsey Global Institute study, 40 percent of U.S. companies can’t fill open positions, and management and analytical talent is among the hardest to find.
An HR watchword in recent years has been flexibility: More and more workers—especially experienced business experts—demand flexible work spaces, hours and roles. Done well, fulfilling these desires can help create a more inclusive, innovative and diverse culture as it welcomes more types of workers into the fold and enables management to focus on objectives before structure.
With the current crunch for top talent, businesses that hope to survive and prosper must learn to become more flexible and agile in how they build teams and manage projects. Relying solely on the old model of full-time employees for every role is outdated, and it slows companies down. Indeed, as Harvard Business Review (HBR) writes in the article “How to Think Differently About a Flexible Workforce,” “Companies that rely solely on full-time employees are finding they have neither the skills nor the agility to sustain success.”
At Future State, we bring a vast network of expertise to bear on every client interaction. Our project managers are highly adept at jumping into roles, helping form winning teams, and driving projects to success. Here are our three favorite reasons organizations should consider regularly seeking and hiring external talent.
“Many of these independent professionals are increasingly being engaged to do strategic, high-value-add work requiring deep expertise. They can be called upon to staff high-level projects that were previously too expensive to hire employees to work on full-time.”