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How the Gig Economy Is Helping the Staffing Industry Grow

Posted by Chelsea Henry

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Jan 23, 2019 9:00:00 AM

How_the_Gig_Economy_Is_Helping_the_Staffing_Industry_GrowTemporary employment has become more common in the last 30 years or so. However, it’s only been in the last decade that people have discussed what’s known as the gig economy.

The gig economy, at first glance, looks a bit like temporary staffing. In it, workers move from job to job or task to task. They may work for a series of employers, one after another, or they may work for a number of different employers concurrently.

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The difference is that in the gig economy, more workers are choosing short-term employment opportunities. It’s also spreading to more skilled professions, such as IT and healthcare. Finally, the gig economy comes with benefits many workers are seeking, such as increasing variety, more freedom in terms of assignments and job types, and even more flexibility in terms of schedules.

The gig economy has also had significant impacts on the staffing industry.

The Staffing Industry Is Equipped for the Requirements of Gigging

As mentioned, the gig economy looks very similar to temporary employment. It does have a fair amount in common with the idea of temporary work. Workers are offered time-limited roles or hired on an as-needed basis. They’re assigned tasks, and when those tasks are completed, they may have the opportunity to re-sign with the employer or move on to the next gig.

Complex legal requirements apply, and the staffing industry has the experience and expertise to help both workers and companies maneuver through this potential legal minefield.

There’s also an increasing focus on finding the right talent. As mentioned, the gig economy encompasses more skilled workers. The staffing industry already has experience finding those workers and matching them with employers.

Helping Clients Adjust to the New Economy

Many employers aren’t equipped to deal with the new demands of the gig economy. As already demonstrated, they may not be ready to deal with the legal demands of hiring contract workers or the administrative burden of bringing on temporary employees.

Many employers are also unaware of what these types of workers are looking for. They may believe most people are still wedded to the idea of a steady 9-to-5 job. In reality, more workers are looking for increasing flexibility. They’re happy to work remotely or have flex hours that allow them to work when it suits them.

Staffing agencies help their clients adjust to these new realities by keeping up with trends and providing valuable expertise and insights. This, in turn, makes their services more valuable.

Helping Workers Find Gigs

Staffing agencies can also assist those who are looking for their next gig. As a result, many agencies are noting an increasing number of candidates who stay on the roster. In the past, permanent staffing meant a candidate was unlikely to stay in your database. Temporary positions were often limited to general labour and administrative positions.

Talented and highly trained individuals are now more likely to stay on your roster of candidates for a longer time. They may be willing to accept more than one job at a time as well, provided the gigs can work together.

As the gig economy continues to grow, both employers and workers are turning to the staffing industry to find each other.


Topics: Staffing Industry

Chelsea Henry

Chelsea Henry is the team leader of risk management at The Staffing Edge. Chelsea’s passion for working closely with others in a challenging but rewarding environment is what makes her an important asset to our members. Chelsea has over 10 years of customer service experience—five years specifically dealing with risk management in the staffing industry—and is JHSC certified. Through research, Chelsea helps keep members up to date on current legislation involving employer’s rights, and deals with their day-to-day challenges with labour laws. Outside of work, she enjoys spending time with her family, DIY projects, and photography.
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