Uncertainty is something we can count on.

Economic stress may cause employers to re-think hiring strategies.  The news is packed with missed forecasts and projections.  That means uncertainty is something we can count on.

Is the timing ripe for employers to rethink how they staff for this temporary period of economic unrest?

Uncertainty may trigger employers to rethink how, who and when they secure human resources.  Are hiring managers answering the question; “can we sustain a new hire FTE (full time equivalent) for the long term or is this need temporary”?

Embracing the concept of 1099 independent professionals may be the answer for now.

• Employers minimize risk, eliminate burdened costs, and retain control of results via accountability, expectation setting and oversight; and
• Employers can swap out skills as needed, establish swat teams, etc; and
• Look around; there is a tremendous labor pool of superior talent available.

So why not take advantage of that? Set aside ego, pride, personal insecurities and corporate culture for a moment and seriously consider the cost effective benefit of the “over qualified”.

You see it. The market is rich with mid 6 figure income professionals. People in this resource pool are likely to commit to short term projects, flexible work weeks, discounted hourly rates and travel.  Especially if the pay rate is fair, work is somewhat consistent and the duration of the project is temporary.  Job seekers in this category need to ride this out just like employers do. Job seekers want work.  Employers need to get the right work done right the first time.

Employers have an unique opportunity now to tap into a talent pool they couldn’t otherwise afford.  Now may be the time to embrace the “Over qualified”.  Secure these individuals as independent specialist(s) and cycle them in/out as needed. 

Today’s challenges are complex, varied, many and evolving.  Why shouldn’t employers match individuals with specific inherent skill sets to these cycles?