A well-structured workforce plan is vital for addressing staff shortages effectively. While the tight labor market poses challenges, there are creative ways to attract new talent. In this article, we discuss a fast and cost-effective approach: hiring freelance professionals through a flexible work platform. This is an accessible way to embed a future-proof, strategic workforce planning component into your staffing plan—supporting your in-house employees, immediately reducing workload, and controlling costs.
Solving staff shortages
A staff shortage can put pressure on your business operations, but workforce planning techniques can alleviate this pressure quickly. We share relevant insights that you can apply immediately:
Understand and respond to the new generation of workers
By understanding the values, preferences, and work styles of the new generation of workers, businesses can tap into a valuable resource. This group prioritises flexibility, with a strong focus on a good work-life balance. They seek opportunities to shape their work life on their own terms.
They find this autonomy and flexibility, among other things, in freelance work through flexible work platforms, where they have control over when they work and for whom. This not only creates a large talent pool for organisations but also ensures motivated professionals.
Why is workforce planning important? Because it enables you to blend these flexible professionals with a core of permanent employees—creating a robust staffing model that adapts to fluctuating demand. Flexible professionals not only expand your talent pool but also ensure motivated professionals who thrive on choice and independence.
Finding the right balance: permanent vs. flexible workers
A solid staffing strategy revolves around a healthy mix of permanent and flexible professionals. Especially in sectors like hospitality, logistics, and retail, a workforce plan with a flexible layer is essential for managing demand spikes while keeping costs in check.
The optimal balance between permanent and flexible professionals is not universal and depends on various factors, such as industry, business goals, and seasonal influences. A commonly used guideline is the 70-30 ratio: 70% in-house staff and 30% flexible professionals.
This flexible layer complements the permanent team by absorbing growth and peak periods, resulting in cost savings and unlocking business potential.
The benefits of a flexible workforce
Maintaining a strategic workforce planning approach that combines permanent and flexible professionals keeps you agile and cost-effective. Here are three key advantages:
Increased agility
You can quickly respond to changes in demand, seasonal fluctuations, peak periods, or temporary projects, ensuring business continuity.
Lower costs
A flexible workforce allows businesses to scale up when necessary (e.g., summer peaks in hospitality, holidays in retail, or Black Friday in logistics) and scale down during slower periods. This prevents unnecessary payroll expenses. Through platforms like Temper, businesses can set shift durations as needed and only pay for actual hours worked, ensuring optimal staffing levels at all times.
No long-term commitments
Flexible professionals are often hired for specific skills or temporary workforce needs without long-term contractual obligations.
Flexible staffing options
There are different types of flexible employment arrangements to effectively shape your flexible workforce. The best choice depends on your specific needs and preferences. Here are some common options:
Freelance professionals
Freelancers are hired for specific assignments or shifts. While their hourly rates may be higher than those of agency or on-call workers, there are no contractual obligations, additional costs, or agency fees, often making the overall cost lower.
Are you curious about the cost differences between various types of flexible workers? We have outlined them for you. [Read our blog on how to calculate staffing costs.]
Agency workers
These flexible professionals are hired through a temp agency. However, due to agency fees, hourly costs are typically higher. [Read more about the cost of hiring a temporary worker.]
On-call workers
These workers are on your payroll under a zero-hour contract. This offers flexibility since they only work when needed. However, they are entitled to a minimum payment per shift and continued payment during illness. Additionally, legal regulations require businesses to offer a fixed number of hours after 12 months, making this option less adaptable in the long term.
A future-proof flexible workforce
Looking for the right people? Managing scheduling challenges or preparing for busy periods? If your current workers have a rising workload, here’s how you can respond quickly. Here are some tips for scaling up efficiently:
Use platforms like Temper
With Temper, a flexible work platform, you gain access to the largest database of flexible professionals. Post your shifts and quickly find qualified professionals. And the costs? You only pay for the hours worked, making it a highly cost-effective solution for a variety of needs. There are no fixed-hour commitments, allowing you to hire reliable and motivated freelance professionals when you need them.
Build your own flex pool
Satisfied with a freelance professional? Add them to your flex pool. When you open a shift, these freelancers will get first access.
Assess demand cycles
Regularly review your demand peaks and troughs—this is a key element of workforce planning techniques. For instance, a heavy holiday season might demand more flexible professionals
Wondering if a flexible workforce is right for your company?
Contact Temper, and we’ll be happy to assist you.
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