Yves Pilet Consultancy
Employer brand management


Different strokes

A rising flexible workforce
The job market is changing rapidly. In addition to the increasing use of technological applications, the demand for flexible workers is also increasing. In the recent labor market forecast of the Dutch PES (UWV) the flexible workforce in the Netherlands will rise in 2017 once more. A permanent contract is becoming less obvious and employees increasingly have multiple jobs, whether in the form of projects or at different employers. Only if you are active in a profession where the labor market shortage is high in demand - think of IT occupations - or cramped in a particular region - think of a traffic regulator in Amsterdam, the Netherlands - the chances of a permanent contract is less to none.

A growing flexible workforce isn't just a Dutch phenomenon. According to the EY Contingent Workforce Study, by 2020, 40-50% of US workers could be working in some form of temporary employment. The world of labor is indeed transforming, where flexibility is the new normal. Workers want to work whenever, wherever, and for whomever they want. And smart, growing companies use temporary workers to reduce costs and increase agility.

Managing a flexible workforce is incredibly challenging. Strategically, you look to reduce fixed labor costs, while maintaining worker quality and engagement. Operationally, you deal with recruitment, selection, planning, scheduling, payroll and communication. And for these challenging tasks, you are likely to use a multitude of disconnected systems. Systems that are built for traditional static employment, and totally lack an intuitive mobile user experience.


Different generations with different preferences
This is partly a result of current management in organizations and partly this is not entirely their fault: these managers, after all, grew up in times of surplus supply of potential employees and preferred to work a lifetime for a single employer to work and a top-down leadership style. Today and certainly in the near future, this won't sustain. Randstad the Netherlands indicates that the top three skills for leaders will be to cope with change. For employees, this is also true: our total society is changing and employers and employees must continuously adapt.

Apparently, the current generation of leaders within companies is not able to make the connection with market trends. In addition, give the current management style the preferences of new generations like X, Y and Z don't match. Universum concludes in its recent publication 'A Brave New Workplace' that these groups prefer to work in an international company (provided room for innovation and freedom to develop), but are most likely to start their own company or be part of a startup.

More and more young people opt for a private company and it is getting increasingly difficult for employers to retain these talents. An example of such a startup is clevergig of CEO (and my brother) Michel Pilet. After a successful career in large companies successively Rabobank, Vodafone, Obvion and Liberty Global, he chose entrepreneurship. The fact that he had to give up his permanent contract had (with good primary and secondary benefits) didn't bother him one bit. He went to work: on his terms, with his goals. He built his team, developed the product, promptly was chosen to participate in a top European Startup Bootcamp E-commerce competition with nine other startups and presented his company to major investors.

Case: clevergig
Meet clevergig. A single platform that houses all the services you need to easily manage your temporary workforce. You first on-board your workforce onto our platform, while workers create their profile in the clevergig app. You have effectively created your own community. From there, a range of services are at your disposal.

Video: Michel Pilet, CEO of clevergig. Visit the site of clevergig here

Can he guarantee that his start-up a success? No, he can't. But he certainly has the freedom to develop himself, to choose what he believes is the right way to go and can - in accordance with his convictions - make a positive contribution to the labor market of today and in the future. I wish him and future generations the best of luck.

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