Industry is just starting to adopt the worldwide demand for freelance engineers
- 55% of organizations surveyed see gig workers as helping to control costs.
- 56% of organizations are using gig workers to complete projects where the specific expertise is beyond the capability of the existing workforce.
- 50% believe contingent workers can help to overcome resistance to change within the legacy workforce.
Source: Ernst & Young
The need for productivity in the telecommunications industry has never been greater. Cloud computing services are sellingsix times faster than overall IT spending and consumers are spendingmore than 60 hours a weekconsuming content across multiple channels and devices.
Each of these factors tells a story on its own; but, taken together, they show the marked shift that is happening across the telecom industry.
“Bringing on contractors who can reduce overhead, close gaps caused by understaffing and focus on immediate-need projects is becoming the successful strategy for hiring managers.”
“Telecom workforce management is changing as the so-called “gig economy” continues to penetrate the industry. An increasingly “hybrid” workforce of contract and full-time workers is emerging as operators put more focus on reducing their costs to deploy network infrastructure.”
All of this is part of the overall move to the gig economy, as Ernst & Young point out in a recent report.
“The gig economy is supported and accelerated by the rise of technology and customers who expect goods and services to arrive faster and more flexible than ever before. In an effort to meet these demands, businesses and governments need access to highly skilled professionals for short-term projects to drive innovation and rapid change. At the same time, workers are looking for work opportunities that offer greater flexibility and variety. Technology is the key enabler to facilitate the nature of supply and demand where available talent meets an organizational need.”
EY analysis shows that the rate of hiring of full-time employees among S&P 500 organizations since 2009 has slowed sharply versus the pre-recession period. Annual full-time employee headcount growth slowed to 2.7% from 2009- 15 versus 3.9% during the five years before the recession.