At DCR TrendLine, we’re always honing in on what’s trending in anything to do with non-employee worker supply and demand. This month, we’re presenting our quarterly view of pivotal trends in key talent sectors of the staffing industry and human resource management.
Baby boomers are approaching retirement, and many of them hold key positions at their companies. These companies are starting to actively look into succession planning to fill these roles with talent within their organization, either from their full-time permanent employee base or from their non-employee workforce. Companies are also concerned with knowledge management and are investing in development programs for junior workers to ensure that knowledge is passed on and kept within the company.
The rise of the non-employee workforce is creating a thick layer of staffing providers and managed service providers between workers and companies. The use of non-employees offers employers greater efficiency and flexibility, but labor analysts say that it sometimes leads to lower wages and fewer benefits for workers. This results in the affected temporary workers’ being drawn to organized unionization efforts. For example, at Lionbridge, a provider of business services to Microsoft Corp., approximately 40 workers have organized a union, authorized by the National Labor Relations Board, and are bargaining with Lionbridge for benefits.
With the talent war intensifying, companies are having difficulty finding the right talent with the needed skills to fill job openings. Many companies are now making the decision to remove one more obstacle in the search for talent by broadening their recruiting efforts geographically. With the advances in collaboration software, more employers are willing to engage remote talent. The amount of companies that allow their workers to contribute remotely has been growing steadily, and this allows companies to expand their recruiting radius substantially and to find talent that is otherwise unavailable to them.