Over the next two to three years, we foresee several shifts in non-permanent workforces. Our focus for 2022/23 is to equip ourselves to help our clients navigate these market changes, using the following approaches:
Top MSP trends to watch in 2022 and beyond
Contingent employer branding preposition
With the contingent market encompassing temporary workers, contractors and SOW programmes, it is an ever-growing channel of engaging talent. Jobs for life are a thing of the past and organisations need to be able to compete and offer a specific Contingent Employer Branding Proposition (CEBP) to attract contingent talent. An increasing number of people are now looking for contingent roles that require their technical skillsets, without them needing to make a long-term commitment to an organisation.
An ever-growing channel of engaging talent
People are looking for more flexibility in terms of where and when they complete their work. The impact of Covid-19 has hugely accelerated the growth of flexible working arrangements, with a significant portion of the UK workforce transitioning to working from home with minimal impact on their productivity, and childcare implications forcing people to work more flexible hours. The desire for flexible or agile working is now commonplace among the contingent workforce and organisations must adjust their expectations of contingent workers, focusing on output-based performance management.