Gig Workers vs Traditional Staffing

As gig work continues to grow, HR pros are faced with new challenges from compliance risks to employee engagement and onboarding. 

This article from HR Brew, “Gig Work is Taking Over the Labor Market and Creating Challenges for HR,”  explores the complexities that businesses face as the lines blur between gig workers and company employees.   

For staffing agency owners, it’s a timely reminder that traditional staffing offers flexibility, compliance, and scalability, something many HR teams are actively seeking.  After reading the article, consider these conversation starters to engage HR Managers in meaningful discussion about why traditional staffing may be a better fit for their evolving needs. 

If your prospects and clients are currently using gig employees, here are some sample questions to ask your HR contacts to encourage more conversation:

1. What challenges have you faced with training or the engagement of gig workers?
   This question can lead to a discussion on how a traditional staffing partner assists or supports training, employee alignment, engagement, and community. 
2. How are you currently managing the risks tied to co-employment, especially with longer-term freelancers?
   This gives you the ability to highlight that traditional staffing firms take on much of that risk and ensure compliance with labor laws.
3. Have recent changes in labor laws or worker classification made it harder to manage gig arrangements?
   This gives you the opportunity to emphasize how staffing agencies help clients stay compliant by handling classification and payroll.
4. Are you seeing higher turnover or a lack of engagement with gig or freelance workers? 
   This question should flow into a discussion on the benefits of traditional staffing agencies providing benefits and engagement opportunities, as well as the advantages of a temp-to-hire model.  
5. How do you measure ROI when using gig workers vs a structured staffing model?
   Draw a contrast between freelance workers and a strategic staffing partner/model that can be measurable and scalable.
6. What qualities do you value most in your contingent workforce?
   This question sets you up to tailor a staffing solution based on their specific wants and needs.