Using terms like “gig economy,” “crowdsourcing,” and “on-demand talent” can help or hurt your cause. Here are some things to keep in mind as the language of work evolves.
Regulatory and legal challenges regarding worker classification and rights (California’s controversial Assembly Bill 5 [AB-5] took effect January 1st, 2020) are heating up. Here’s how to stay ahead of the learning curve while engaging top freelance or on-demand talent.
Can you remember the first time you hired someone—or a service—online? I can barely pinpoint that time, myself. The thing is, open talent platforms or “talent communities” have been around for decades (yes, plural). But until recently many companies showed reluctance to make them a significant part of their workforce/talent strategy.
Is Your Business At Risk Of Becoming Obsolete? Here’s What You Need To Know To Prep For The Decade Ahead
At Open Assembly we are constantly on the lookout for new data and analyses that outline trends in the future of work. To start off 2020—the new decade!—we did a deep dive into the latest data, reviewing and analyzing dozens of in-depth reports aggregating work data from across the globe to identify key trends.
Paul Estes is the author of the book Gig Mindset. He led the charge a while back within Microsoft, bringing programs to support and facilitate working with an on-demand workforce for Microsoft itself and Microsoft clients. John Winsor recently checked it with Paul about how he shifted his mindset and created the momentum to not only change his own life, but to change how an entire company does business. Here are some of the insights he shared.
Those of you in the Future of Work space have not only identified a new industry or category that you and your company can sell into, but you’ve also identified a product or a service that serves a key market need, and solves the most prickly pain points of important players.
It used to be, you’d take one job and try to stick with it for decades. That’s not how work happens anymore.
Open talent models are challenging the structure of traditional HR. Here’s how open sourcing can change HR and business-as-usual for the better.
It can be tempting in any new industry to create buzzworthy terms to identify and establish thought leadership. Words like “gig economy,” “ remote work,” and “open talent” sound new and exciting. But do creative new terms risk alienating key customers, talented employees and the general public? Do they do more harm than good?
Traditional work structures are failing and a lot of us in the future of workspace are supporting new systems—like digital platforms that connect companies to a global workforce and connect workers to better contract assignments. This is all great news. But it’s also changed everything, including employment access to the perks that traditionally come with more classic structures, like a salaried job with benefits.