Why a flexible staffing model is a key business strategy

We know that our ever-changing workforce are demanding and expecting flexible working options in their roles but what are the real benefits for employers who are embracing and taking advantage of the changing workplace landscape.

 

The benefits of a robust flexible workforce strategy depend on the motivations behind it.

We are in a business environment where our every-day language includes terms such as innovation, disruption and sustainability. Change is becoming more rapid, demands are increasing and competition is intense. Companies who “flex” up and down employee numbers depending on their business needs will benefit from a more efficient and effective solution. We are seeing more and more of our clients utilising Flexible Talent to take advantage of increased business demands allowing businesses to grow at speed and then resize or restructure once the immediate business demands have been met.

 

Flexible staffing solutions can provide a valuable interim solution for skills that are only required for specific periods. Internal projects, change or transformation initiatives or even just to top-load a business with expertise while internal resources adjust. Both internal upskilling and external hiring can be lengthy processes and having experienced, qualified skills that can make an immediate impact on a business ensures that companies are not compromising on quality for business essential projects and deliverables.

The most recent figures released by the Central Statistics Office show that unemployment rates have reached a record low of 5.2% - a number that has not been seen since the previous low pre-crash in 2007 when unemployment actually dropped to 5.1%. With unemployment rates continuing to drop, the pressure on employers to find experienced staff continues to rise. Companies that are utilising contracting and project staff are benefiting from access to a wider talent pool and one that can bring immediate skills into a business.

 

Buying in specific skills for short-term projects brings cost benefits that go beyond just the payroll bill. The hidden costs of only using a permanent workforce for non business as usual projects can be lengthy. Training costs, high attrition due to burn-out, loss of earnings when permanent staff are moved into project roles, are all costs that are often overlooked when utilising a permanent workforce for project based or non-core business activities. We are seeing our clients accessing higher value experience but for short periods, offering them senior level experience that companies could not afford in a permanent model.

Relieving pressure on teams, during peak times such as year-end deadlines,many companies utilise short-term flexible staffing solutions to supplement their permanent headcount to ensure that deadlines are met without burning out their core staff. Cyclical business deadlines can be planned, budgeted for and managed by the use of supplementary flexible staff allowing for both long and short term increases in employee numbers.

 

While the motivations may differ as to why companies are embracing flexible staffing models the target result tends to be the same. Employers are looking for a solution that will have an immediate impact, with minimum disruption and offer real value add to their business.

As part of BDO Talent Management we have designed and implemented flexible staffing solutions that not only respond to our clients’ specific requirements but that always focus on the end result. We understand the importance of people within a business and every member who joins our community shares the same ethos of getting work done through our shared sense of purpose and commitment to excellence.