Last year, Ardent Partners predicted that the global business landscape would experience a sharp uptick in the utilization of non-employee labor as a direct result of the pandemic\u2019s sweeping impact on business and human interaction. Going into 2020, 43.5% of the average organization\u2019s total workforce was considered \u201ccontingent.\u201d In 2021, that number sits at nearly 47%, and there are strong indications that this percentage will grow as the transformation of talent and work continues forward.<\/p>\n
Additionally, upcoming Future of Work Exchange research finds that 82% of all businesses state that the challenging times of 2020 created a bigger need for extended and non-employee talent. The past 12 months have clearly revealed that workforce scalability is an essential link to economic survival in the now-chaotic, hyper-competitive world of global business. Operationalizing that scalability is the very root of workforce agility<\/em>, from which businesses can tap into talent pools, marketplaces, clouds, and communities to enhance the work done by the trusted FTE workers, and a range of services and other recruitment streams to build, in real time, a dynamic response to a crucial enterprise initiative. The contingent workforce has become the foundation of workforce scalability, and rightfully so: businesses that survived 2020 and look forward to thriving in the second half of 2021 are actively harnessing the dynamic power of the agile workforce<\/em><\/strong> to get work done.<\/p>\n I recently had the pleasure of joining LiveHire<\/a> and their Executive Vice President, Karen Gonzalez<\/a>, for a webinar focused on the transformation of the agile workforce and why direct sourcing and talent pools represent a revolutionary means for businesses to transform the way they engage with and leverage top-tier, unique, and in-demand talent and skillsets. Check out an on-demand replay of the event below.<\/p>\n