What is Blended workforce?

Definition and examples of Blended workforce
By Abhishek Kathpal Updated 26 July, 2022

Organizations have different staffing strategies they use in getting qualified hands on the job. And in recent times, more strategies are being adopted and explored and one of those is "blended workforce".

What is Blended workforce

Blended workforce meaning and definition

A blended workforce is a staffing model in which a company employs both full-time employees and freelancers, independent contractors, temporary and contingent workers, and contingent workers. A blended workforce allows a firm to maintain a competitive advantage by providing instant access to a variety of qualified people. It helps businesses to manage a range of consultants, freelancers, contractors, and temporary labor without making a long-term commitment.

Benefits of a Blended workforce

  1. Flexibility and staffing on demand.

An organization's ability to scale up or decrease its workforce in response to business needs can be a strategic asset. Employing personnel with specialized talents as needed gives businesses the ability to respond to needs accordingly.

  1. Specialized workforce.

Organizations can more easily access workers with specialized knowledge and skills outside of their regular employee knowledge based on their flexible staffing model.

  1. Lower staffing costs.

Contingent workers are not frequently given regular employment rights like health insurance, bonuses, paid time off, and other benefits. Organizations can plan for the salaries of contingent workers without incurring the annual costs of full-time staff.

  1. Lower operating costs.

By using remote contingent workers, an organization can avoid the need for sizable physical office space and save money on rent and other overhead costs.

Shortcomings

  1. Managing remote workers.

Although having remote workers may have lower overhead expenses, managing a virtual workforce that is spread across multiple time zones can be challenging.

  1. Lack of engagement.

Contingent workers, whether they are employed remotely or on-site, frequently feel excluded and alienated, and they don't get as much feedback as permanent employees do. Contingent workers frequently don't participate in staff meetings and discussions and get less support from the company.

  1. Turnover.

Independent contractors, contingent and temporary employees, freelancers, and gig workers usually have greater turnover rates as a result of their lack of allegiance to particular employers.

Managing Blended workforce

Setting clear objectives and having a robust communications policy are essential for having a productive, vibrant mixed workforce. A company can become more innovative, productive, and all-around better when a blended workforce is developed and skillfully planned and implemented.

About the Author

Abhishek Kathpal

Abhi is the co-founder at Longlist.io. Funded by US based OnDeck, Longlist is currently enabling 50+ businesses to increase their candidate and client reach outs, automating the workflow across stages.

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