A variety of workforce concerns, such as labour shortages, hiring freezes, changing roles, and growing skill sets, are confronting many L&D directors. In this post, we address the various reasons why some L&D executives might be hesitant to use temporary staff to help them overcome their problems.
Experts have been predicting persistent labour shortages and talent gaps for a few months now, and their predictions have been quite consistent. This is especially true in the context of development and learning. For instance, while managing the daily production of e-learning or virtual instructor-led training, leaders may find it difficult to find experts in areas like gamification, AI for learning, or learner experience. Although there are some excellent options for outsourcing, many need to improve talent and outcomes of their internal team.
However, staffing options frequently entail a set of concerns that many overworked executives find difficult to bear. These executives may be sluggish to adopt an agile, just-in-time talent and staffing solution because their teams are likely overworked and under stress due to their fixation on all the potential problems. As people wait, the backlog of work continues to accumulate.
Worry #1: "They won't understand my audience or organisation," is the first concern. This concern is frequently the result of a false belief that temporary staff is unaware of your unique target and organisational culture. It is true, of course, that a new resource will have to be educated about your organisation and audience. We are able to significantly quicken this learning curve.
Worry #2: They are unreliable for lengthy projects and a waste of money spent on training. Once more, trustworthiness and information transfer are legitimate problems. The best course of action is to foresee such issues in advance. First and foremost, communication must be explicit. We build a good working connection and make sure everyone is on the same page by being transparent with the client and the talent regarding project requirements, timetables, and success factors. Furthermore, we give high priority to hiring people who actually thrive in flexible work situations rather than just adopting it as a temporary fix.
Worry #3: In the end, it will cost more, or they won't care as much about success. We have two concerns here that are closely related. It's common to misunderstand how much flexible L&D talent is thought to cost less than full-time staff. Using flexible talent might be far more economical when you require a particular skill set for a brief period of time. This is particularly valid for substantial deliverables, short-term staffing requirements, or recruiting bans. The opportunity cost of the time required to find a full-time resource should also be taken into account.
Worry #4: It takes too long to find, evaluate, and manage them, and it puts current team members in danger. Finding temporary talent is much quicker than the sometimes drawn-out process of employing full-time staff. The industry average for full-time hires is 3.4 months. By comparison, AllenComm's astute L&D team may provide a response time of 3–10 working days. From hiring and screening to onboarding and managing expectations for you and the personnel, we take care of the whole process. This lets you concentrate on your main business operations by freeing up your precious time and resources.
Worry #5: I've encountered agencies in a bad way. HR can assist me, or I can do it on my own. Reduce the likelihood of previous problems happening again by emphasising early collaboration, thorough backup preparations, and distinct success criteria. Put a lot of effort into finding win-win scenarios for your company and the temporary talent, so that future partnerships are shaped by the great start. Furthermore, even though it can seem like internet platforms make it simple to access a large talent pool, efficient sourcing, screening, and management can really take a substantial amount of time, effort, and knowledge. Since they are frequently concentrated on full-time positions, HR teams could lack the expertise required for L&D talent.
The Strategic Advantage: By strategically using temporary L&D talent, you can:
Gain access to specialised skills: Close particular skill gaps without committing to a long-term agreement (creative services, course creation, adaptive learning, etc.).
Boost your agility: Quickly adapt to the demands of the market and evolving needs. Dynamic demands will not wait for the yearly planning session.
Cost-cutting When you need certain skills, pay for them.
Encourage creativity: Acquire new insights and varied methods.
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