Employee experience: how to actively engage temp staff this summer
Hiring temporary workers over the summer is a necessity in many businesses, but how can you ensure they perform as well as your permanent staff and deliver the same level of service? The key is to make sure they’re properly engaged.
Common IR35 mistakes and how HR teams can avoid them
As the rule changes come into effect, here’s what HR teams need to know.
Uber and the Supreme Court judgment: what employers need to know
The Supreme Court has ruled that Uber drivers are classed as ‘workers’. What does this mean for other businesses that use gig workers?
Why businesses need to embrace the external workforce on their journey to recovery
Businesses increasingly rely on external workers—freelancers, contractors, and temporary staff—to maintain flexibility and ensure operational continuity, especially during crises. Digital talent marketplaces help organizations quickly match shifting workforce demands with available workers, providing visibility and resilience across industries.
Recruitment strategy: why temporary staff make businesses stronger
Temporary staff help businesses manage peak demand periods while reducing stress on permanent employees and improving customer experience. According to recent data, 30% of UK companies now hire temporary workers across all job levels, with many gig workers bringing valuable experience from top organizations.
The gig economy: preparing for the disruptive forces shaping work
The gig economy and automation are reshaping workplace skills requirements as economic pressures and labor shortages intensify globally. HR leaders must understand these external shifts and adopt blended workforce strategies to balance full-time and contract roles while preparing for ongoing disruption.
How can HR meet challenges along the many routes to future work?
HR professionals need clear organizational destinations and objective skills assessments to navigate multiple routes to future work. By collaborating with executives and stakeholders to understand products, services, and market positions, HR can identify gaps and roadblocks early, then adapt strategies faster than traditional approaches allow.
How can HR build new bridges for future work?
HR leaders must move beyond traditional strategies to navigate rapid workplace disruption. As technology and skills demands evolve faster than ever, HR needs new data-driven approaches and workforce mapping strategies to prepare organizations and employees for future work challenges.
