"What are the modern alternatives to "owing" employees?" - that was the headline of the meeting I recently attended. We talked about Gig Economy (a system in which temporary positions are common and organizations contract with independent workers for short-term engagements), the respective global trends, and how it all concerns Ukraine.
More and more people in the world refuse from permanent jobs in their traditional sense. Progressive economies have accepted the trend, adopted, and are actively using the work of independent contractors and temps, who continuously grow in quantity. Ukrainian companies often do not understand the mechanics or are afraid to hand down the work to a person who is not sitting in the office. Here I am talking more about traditional business, not IT.
At the meeting, we analyzed the real case with the search of a Marketing Director for a Ukrainian company. After 30 seconds of examining the job profile, it was clear that such a professional does not exist. The company, though, has been searching for six months already. The profile combined many tasks, from complex strategic ones to creating a company site, its SEO optimization, copywriting, social media marketing, printing of advertising materials, and many more.
Where am I going with this? As recruiters, we rather often become similar requests from our clients.
The most common case is when a company has a complex task, for example, creating a new function with no necessary competencies inside the team. A new position has been created. So, they need a mature, skilled professional who will be able to accomplish the task. On the other hand, this is a rather one-time task. After the launch, the function will be somewhat routine, will require support, and consist of more uncomplicated responsibilities. Here is the dilemma—the one who will be able to get the challenging task done, is too expensive and not interested in the role "afterward". And vice versa, there is a considerable risk that the one who ideally matches the role "after" and is within the position budget will not be able to cope with the initial task.
Two scenarios are possible here: to stubbornly and for a long time "dig through" the market, looking for a "star" and hoping for the best, or think out of the box. To take an experienced interim for a project, while "raising" someone who will then be able to overtake the role, for example.
Unfortunately, the businesses often stand on their own, waisting months, though they could go for another solution. Let's take the abovementioned case with the Marketing Director as an example. The company is searching for half a year already, the chances for future success, frankly speaking, zero. Should they put the business need first, an experienced interim manager would have already been building the function, whereas his successor would be "growing up" and getting more mature. At the same time, a digital agency would do its work of site SEO optimization and social media marketing, and the secretary would get the leaflets printed, etc.
If the business, the market set complex tasks, are challenging you - there should be a comprehensive, innovative response. The resources for small tasks are usually available within the organizations; for strategic tasks, there are external consultants. Agencies or outsourced resources most effectively solve narrow- skilled tasks.
The outdated approaches will not let you keep up nither with the market nor with the goal.