The COVID-19 epidemic has resulted in unparalleled transformations in the workplace, with several organisations now advocating remote employment. While telework presents global recruitment acquisition opportunities and potential to hire talent anywhere, HR professionals must overcome obstacles to guarantee its efficacy for all workers.
As the world grapples with the aftermath of the global pandemic, the way we work has undergone a seismic shift. What was once considered a brilliant idea – changing entire organizations to remote work virtually – has now become extremely common and an everyday practice. Surveys conducted by various organisation researchers suggest that the “forced” experiment with remote work has not only shown the advantages of this approach but has also changed the way we perceive work and employment.
It is crucial, as professionals, to have an understanding of the company culture, business goals and dynamics of the organisation. As the strategists in an organisation, professionals are expected to modify the plan to best align with expectations of the leadership or board.
Although many organisations now consider remote work to be the de facto way of working, this is not always the case. Distributed work models, which encompass a range of scenarios from local freelancers to globally distributed online contractors, offer organizations the opportunity to access skilled talent while providing the flexibility that many workers increasingly desire.
Before the pandemic, companies were reluctant in adopting flexible work models. But with the pandemic, it became normal to adopt such models as it became easy to reap the advantages associated with it. One of the key benefits is the access to diverse global talent.
There are multiple benefits from implementing flexible work models, such as:
- Scale: To adapt to changes in labour demand, businesses can scale up or down their hiring numbers.Â
- Outsourcing: Flexible models provide an affordable option for jobs that don’t warrant engaging a full-time staff member or for which conventional temporary staffing solutions aren’t available.
- Access to a Wide Range of Skillsets: Adaptable talent strategies guarantee that companies may leverage specialised or creative capabilities outside of the conventional hiring pool.
Despite the potential benefits, there have been barriers to widespread adoption of flexible work models. These include resistance to remote work, concerns about intellectual property and security risks involving critical information, and a lack of familiarity with the tools and management practices required for efficient distributed operations. However, when it comes to local compliance, employer of record (EOR) services such as GoGlobal can be a huge help. Surveys suggest that remote work has increased organizations’ willingness to utilize remote freelancers, signaling a shift in mindset.
Important Considerations for Managers
- Task suitability: Some projects or tasks, especially those requiring a large workforce or access to specialised talents, are better suited for flexible talent models.
- Integration and Firm-Specific Knowledge: Organizations should evaluate the level of firm-specific knowledge required for a project and consider how external workers can be integrated into the larger organization.
- Experimentation and Measurement: Managers can run experiments to compare the productivity and effectiveness of different flexible work models, such as hourly contractshiring talent via different platforms.
- Platform Utilization: Platforms play an important role in connecting freelancers and contractors with organizations and establishing trust. Managers familiarize themselves with platform features and leverage them to streamline the hiring process.
Long term impact
The adoption of flexible talent models is expected to have crucial implications for the future of work. It may lead to increased competition for talent on a global scale, democratization of opportunities, and raise living standards in underdeveloped countries and regions. Remote work isn’t merely a passing trend; it’s a paradigm shift that’s here to stay.
In summary, remote work has truly paved the way for organisations to adopt a truly dynamic HR model and create a flexible workforce plan. Organisations that are agile enough to adopt these models, gain the benefits by having access to a diverse talent pool, build an innovative style of working and be able to adapt to market needs effectively. As the workplace continues to evolve and change, the best solution and approach is to be flexible and agile and keep an open mind to deal with complex problems or issues.
