CEO Kevin Akeroyd Talks Contingent Talent and Its Role Post-Pandemic

As the world begins the long road to recovery from the COVID-19 pandemic, businesses have a lot to think about. Should they remain virtual? How will they facilitate a smooth return to the office if they decide to bring people back?

In a new article for Recruiter.com, Magnit CEO Kevin Akeroyd addresses these questions and discusses how the viability of fully remote workforces has opened up new opportunities for incorporating contingent workers into business strategies. According to Akeroyd, contingent labor can offer significant flexibility and less risks to companies across the spectrum, which are key factors in successfully restoring productivity.

The Shifting Workforce

The pandemic forced many companies to realize they could shift from full-time employees in brick-and-mortar offices to total talent pools that include non-employee remote workers. While this trend was well on its way before the pandemic, COVID was the accelerant that fueled a permanent strategy shift for employers globally.

Historically, if you asked a C-Suite executive to define a contingent workforce, the typical answer would revolve around temporary workers coming in to complete routine or low-level tasks. This perception is quickly changing. Highly skilled workers in all areas of expertise are making up a greater percentage of the contingent workforce. The skills, talents and benefits of contingent workers can bring significant value to your company. (Related reading: “5 Key C-Suite Implications of the Contingent Workforce.”)

Cost savings are chief among the benefits contingent workers have to offer. According to research from Staffing Industry Analysts, 84% of companies have experienced cost savings with managed services programs (MSPs), and 76% have experienced cost savings with vendor management systems (VMSs).

Contingent Labor and the C-Suite

While contingent workforce optimization is an organizational goal, the C-Suite is ultimately responsible for bringing the correct groups to the table to ensure a successful contingent workforce strategy.

Internal leaders at all levels of the organization, external vendors, and other partners should be part of the conversation. These groups can bring expertise and experience to the planning and execution of a contingent workforce effort. With input from all stakeholders, a contingent workforce program can drive a company’s success through the pandemic recovery and beyond.

Check out the full Recruiter.com article to find out more on how contingent talent will play a key role in the post-pandemic workforce.

If you’re interested in learning more about how Magnit is helping organizations implement winning contingent workforce programs globally, please contact a Magnit representative at info@magnitglobal.com.

Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of  Magnit and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.