Flexible, independent talent can make a huge difference to companies, especially where there are skill gaps. Outsized’s Talent-on-Demand 2023 report shows a 142% surge in demand for flexible talent in the MENA region, driven by technological advancements and initiatives like Digital Nomad visas encouraging skilled professionals to base themselves in the region. Azeem Zainulbhai, Co-founder & Chief Product Officer at Outsized, outlines how the C-suite can leverage independent talent to drive competitive advantage and ensure efficient project delivery.
Continuous innovation is vital for business survival and growth in today’s dynamic landscape. C-suite executives, including CEOs, CTOs and CIOs, must navigate skill gaps and the need to scale productivity and prioritise the rising value of expertise over job titles. Internally assembling a qualified team can be daunting when resources are fully engaged or misaligned with project requirements. Industry 4.0 has heightened the demand for specialised skills, making reliance on an on-demand talent pool not just an option but a necessity. By leveraging independent talent, C-suite leaders can drive competitive advantage and ensure efficient project delivery, positioning their organisations at the forefront of innovation.
The ability to tap into a global pool of on-demand talent provides invaluable agility, ensuring businesses can meet and even exceed client expectations within tight timelines. In growth markets like the Middle East, highly skilled professionals are vital to economic development and innovation. The region, one of the fastest-growing gig economies with a US$4 billion market for digital freelancing, is diversifying towards a knowledge-based economy. Highly skilled independent professionals are assets who offer strategic thinking, interim leadership and in-demand skills to push the region’s goals. Outsized’s Talent-on-Demand 2023 report shows a 142% surge in demand for flexible talent in the MENA region, driven by technological advancements and initiatives like Digital Nomad visas encouraging skilled professionals to base themselves in the region.
Independent workforce evolution
The global freelance talent economy has transitioned from low-value, transactional work to high-value, skill-intensive opportunities. Independent talent is being brought in for projects, and high-end contractors are filling various roles. The growth of this particular segment is fundamentally altering how businesses secure skilled professionals, opening up new talent segments. For businesses, agile talent models provide access to specialised expertise on a flexible basis, enabling efficient resource allocation. It fosters innovation with new project structures and workflows, enhancing efficiency and creativity.
This shift is evident in high-growth economies like the MENA region, where agility and expertise are increasingly valued over conventional employment. The increasing demand for flexible talent is driven by a global skills shortage, expected to result in 85.2 million unfilled jobs by 2030, across sectors like finance and business services. However, building infrastructure to support and empower independent careers remains a challenge. Efforts are underway to make these roles aspirational and rewarding by matching professionals to projects and helping them succeed and redefine their relationship with work.
In MENA, growth areas with high demand for a project-based workforce include strategy consulting, payment expertise, data analysis, technology architecture, digital product management, UI/UX design, customer experience, transformation project management, agile coaching and scrum mastering.
Why organisations should go agile
C-suite executives are crucial in promoting and implementing innovative practices. Businesses are building mixed workforces, combining permanent employees with flexible on-demand talent. The C-suite must foster a trickle-down culture that embraces external expertise and diverse ideas, recognising the strategic importance of independent talent to overcome these constraints to build an agile business model, ensuring flexibility and rapid adaptation. Some other benefits include:
○ Addressing capability and capacity gaps: Large consulting firms and enterprise clients increasingly utilise flexible talent models to quickly fill urgent skill gaps and increase organisational capacity and agility with professionals possessing the required expertise. This challenge is particularly pronounced in the high-growth MENA region, where the right talent can make all the difference for long-term project-based work.
○ Increased scalability: The on-demand talent model addresses immediate project needs while building long-term capacity. This flexibility allows firms to scale resources based on shifting priorities, manage project budgets effectively and avoid long-term fixed costs. Companies can efficiently adapt to market demands and project requirements, ensuring resources are allocated without unnecessary expenses.
○ Developing a pool of skilled talent: Reliable platforms specialising in specific industries create a ‘virtual bench’ of independent professionals who understand industry regulations, have relevant experience and can contribute immediately with minimal downtime. Companies can maintain relationships with this talent, eliminating the need for frequent searches or onboarding processes for new on-demand talent.
○ Developing a culture of agility and proactivity: On-demand talent is entrepreneurial, highly motivated and focused on delivering results. They bring diverse industry experience, avoid common pitfalls, identify upselling opportunities and provide competitive insights. Their quick integration into project teams and fresh execution-focused perspectives promote a proactive and adaptable work culture.
○ Reduced costs: While independent professionals’ rates may seem higher, they are more economical considering the total employment cost. Permanent employees incur expenses like benefits, paid leave, training and workspace, which are not essential for a temporary workforce. Highly skilled on-demand talent can be quickly integrated without extensive training and their specialised expertise accelerates project timelines to make an immediate impact proving cost-effective long-term.
Best practices for successful integration
To remain competitive and fully leverage independent talent, organisations must shift their onboarding approach. For starters, tailored onboarding processes are essential to ensure smooth integration and productivity. Traditional methods may not address their unique needs, leading to slower ramp-up times and reduced productivity.
Part of this process is defining the project scope, roles and expectations beforehand. Without clearly defined roles and expectations, projects can suffer from miscommunication and lack of accountability. Establish and communicate clear KPIs from the outset, and regularly review progress to ensure alignment with project goals.
Additionally, comprehensive access planning avoids delays and frustration. Plan access to necessary resources and systems in advance to ensure a smooth start for the independent professional, maximising their potential from the beginning.
Moreover, creating an inclusive work environment that values all team members, regardless of employment status is essential. Clear communication channels and involving all relevant parties from the start reduce misunderstandings and foster collaboration. Assigning a mentor from the permanent team can help expedite flexible workforce integration.
Future of on-demand talent engagement
As the business landscape evolves, the C-suite’s role in driving innovation increasingly involves leveraging a mixed workforce. Emerging tools and on-demand platforms like Outsized facilitate seamless talent deployment in a few days, providing curated and quality-assured flexible talent. According to a Harvard Business School survey, over 40% of business leaders now recognise the value of talent platforms in expediting market entry, enhancing productivity and fostering innovation. This approach mitigates the risks historically associated with non-permanent hires, transforming agile talent access into a competitive edge for forward-thinking organisations.
In conclusion, leveraging independent talent is essential for fostering innovation and agility in today’s competitive business landscape. By integrating on-demand professionals, organisations can address skill gaps, scale efficiently and reduce costs. The C-suite must champion this shift, fostering a culture that values external expertise and diverse ideas, ensuring long-term success and adaptability.
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