Who has freelance opportunities for HR
Recruiting freelancers - HR is out
The world of work is changing. The trigger is digitization, which makes all processes faster. In addition, there is the shortage of skilled workers, which is already causing holes in the workforce in many areas. More speed in the world of work and fewer staff - that could cause problems in the future. Experts therefore assume that companies will soon rely more frequently on freelancers to replace missing specialists. However, a survey shows: HR is hardly involved at all in these personnel decisions. This leads to critical problems in some cases.
From Sonja Dietz
Recruiting of freelancers is increasing because the world of work is changing
The established structures of work are changing. The digital age is becoming the era of freelancing. At least when it comes to a study by Deutsche Telekom together with the University of St. Gallen. Together they researched the megatrends of work in the digital world.
The results are amazing. For example, that work has to be completely rethought in the digital age. The 60 experts questioned for the survey speak of a veritable “dissolution of the organization”. Your thesis: employers will rely less and less on an in-house workforce. Instead, they are increasingly employing freelancers.
Why freelancers are becoming more and more important
The study sees reasons for this primarily in the increasing global networking and the increasing transparency of skills. Business networks such as Xing or LinkedIn or portals specializing in freelancing such as Twago or GULP make it possible to find the right expert profile for a job at the push of a button and to make contact. Worldwide. Around the clock. Real time.
In addition, there is the war for talents, which demonstrably makes it more and more difficult to find skilled workers. The study Recruiting Trends 2018, which the Monster career portal collects annually together with the University of Bamberg, clearly shows how much the shortage of skilled workers has intensified in recent years.
War for Talents is increasing
Since 2009, the top 1000 companies have been struggling with a high number of positions that are difficult to fill. The corresponding value has been around the 40 percent mark since 2009. For IT companies, it is significantly higher at up to 50 percent.
The number of vacancies that are impossible to fill is rising steadily. In 2009 there were five percent of vacancies that could not be filled, but within eight years the figure for the top 1000 companies has increased by two percent. For IT companies, the peak value in 2017 was almost 13 percent.
That means in plain language: On average, across all industries, every tenth position cannot be filled. Nothing could be more obvious than filling the holes in the staff ceiling temporarily or permanently with freelancers.
Choosing freelancers: what really matters
It is more and more about high-quality jobs. All the more, one would have to look very carefully when selecting the right freelancer and work out appropriate employment contracts, for example with confidentiality clauses, etc. Actually, that would be a clear issue for HR.
Actually. A survey by GULP, a leading HR service provider in the fields of IT, engineering and finance, shows that the HR department is as good as out on this topic. Instead, the specialist departments or purchasing select the freelancers. The survey showed that two thirds of freelancers are hired through them. Just five percent through HR. Over a hundred freelancers from the IT and engineering sectors were interviewed for the analysis.
This practice is not optimal, so many questions arise. For example:
- Does this enable smooth cooperation with the salaried workforce?
- What about the burning issues of bogus self-employment, data protection and data security?
Data protection, bogus self-employment, data security: freelancers sound the alarm themselves
The freelancers surveyed on these topics express a rather unsettling sentiment themselves. Almost 60 percent note that, for example, the subject of bogus self-employment could actually become an ever-increasing problem in the future. Almost 30 percent of those surveyed see ensuring that the applicable data protection and data security requirements are met as a challenge for the future.
What is the solution? Does purchasing have to become the second HR department, and does each specialist department have to employ its HR staff, and will the original HR department simply act as a number shovel without specialist expertise in the future?
Quo vadis HR? Symposium provides answers
The personnel service provider GULP will address these questions at its next specialist conference on the purchase of personnel services. Under the headline “Procurement meets HR” from September 26th to 27th in Munich will be advised and lectured on the roles, overlaps and possibilities of cooperation between the HR department and purchasing.
The event is interesting for buyers and HR specialists and offers keynotes, workshops, best practice presentations and space to exchange experiences. For example, Felix Thönnessen, known as a coach at “Die Höhle des Löwen”, and future coach Sven Göth look into the working world of the future. Specialist lawyer for IT law, Professor Michael Schmidl, reports firsthand how the requirements from the GDPR and the ePrivacy Regulation can best be implemented.
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