Organizations are on a hunt for talent as they navigate a shortage of skilled labor and the rise of remote working. To ensure they have the flexibility to withstand economic volatility, many leaders are expanding their non-permanent—or contingent—workforce into new locations.“It’s just a continual demand for the best access to skills,” says Laurence Kirk, vice president of EMEA and APAC at, a leading workforce management platform and services provider.
Think about how your company’s talent requirements will evolve over the next several years, Kirk advises. What skills will you need? What locations are you targeting? What mission-critical technologies must be integrated? Creating a global workforce isn’t a one-time task. Global conflicts and natural disasters create talent gaps in some areas, while remote work capabilities and government incentives are opening up new talent pools elsewhere. “Talent migration is more real now than it’s ever been before,” Kirk says.with support from local experts who have up-to-the-minute insights.
Anticipating workers’ fast-changing and diverse needs—from access to a new mission-critical software solution or questions about invoicing—is vital too. An organization’s speed, responsiveness and method of engagement can boost or diminish the worker experience, Kirk says. (See why prioritizing the candidate experience can be a key differentiator in attracting top talent in