How International Recruiters Can Capitalize on the Rise of the US Contingent Workforce in 2023
According to HR Daily Advisor, contingent workers now comprise up to 50% of the average company’s workforce. 46% of non-employees say they prefer contingent work over regular employment.
The future of the US contingent workforce is bright, due to many factors that are accelerating the growth and demand for non-traditional labor, such as employers looking to save money and increase flexibility in uncertain economic times, talent shortages in many markets, and the world of work as we know it continuously evolving.
International recruiters have the chance to capitalize on the growing US contingent workforce market by placing contractors or temp workers for US clients. Whether you’re already making contract and temp placements in the US, or considering it, here’s a few things that’ll help you stay competitive in the US contingent recruitment market:
Offer flexible work schedules
Many US contingent workers highly value flexibility and the ability to manage their own time and prioritize their personal lives alongside work commitments. By offering flexible schedules, employers can position themselves as more desirable and attract a broad pool of talent.
Embracing flexible working fosters a culture of inclusivity and supports diversity in the workplace. Many contingent workers have unique circumstances that necessitate flexible work arrangements, such as parents with childcare responsibilities, caregivers, or individuals pursuing additional education. By accommodating these diverse needs, employers can create a more inclusive environment where workers from various backgrounds can thrive.
Offer wellness benefits to attract and retain top US contingent talent
Offering health and wellness benefits to contingent workers can contribute to talent attraction and retention. The ability to access these benefits can also provide a sense of security and stability to contingent workers, leading to increased job satisfaction and a higher retention rate.
It is important to keep in mind as an employer and a recruiter that treating all workers and candidates fairly and providing them with access to neccesary resources can have a positive impact on employer brand and the morale of a workforce as a whole.
Additionally, there are certain legal and ethical considerations in the US regarding employee and contractor benefits. For example, employers in the US are required to offer W2 contractors the option for healthcare benefits. It’s always important to prioritize compliance when engaging with US contingent talent, and to consider working with US experts, such as compliance, legal, and accounting professionals.
Understand what’s important to different generations of workers
Recruiters in the US can greatly benefit from considering what’s important to different generations of workers. The US workforce is extremely diverse. By making an effort to understand and address the generational differences, recruiters can better connect with candidates, enhance the recruitment process, and successfully attract top talent.
One key reason to consider generational differences when recruiting US contingent talent is to tailor recruitment strategies and messaging effectively. Different generations have varying priorities and motivations when it comes to work. For instance, older generations often prioritize job security and stability, while millennials and Generation Z tend to value work-life balance, opportunities for growth, and a sense of purpose.
Recognizing generational preferences can help create a positive candidate experience. Although younger generations may expect a streamlined and efficient, digital application process, older generations may benefit from a more personalized, face-to-face approach.
Work with a trusted EOR to compliantly hire US contingent talent
An employer of record (EOR) is a third-party organization that serves as the legal employer for workers. The main purpose of an EOR in the US is to help international companies reduce the time and risk associated with managing their own workers in the US.
Engaging with US contingent workers as an international recruiter can feel overwhelming due to varying employment laws, taxation on the federal, state, and local levels, and the administrative burden that comes along with onboarding someone across borders. That’s where an EOR comes in to relieve the legal and administrative burden and ensure total compliance in an unfamiliar and litigious market, such as the US.
An EOR will help you onboard, pay, and manage your contractors and temp workers, even if you don’t have an established US entity.
Learn more about how an EOR can help your recruitment business break into the US contingent market by booking a call here: https://leadandgain.com/contact-us/
Disclaimer: This post is provided for informational purposes and should not be considered legal advice, the final word on this topic or a political opinion.