Discover what a flexible workforce is and, more so, its potential benefits. After each year-end, companies reopen after the festive season. This means a busy time for C-level executives, managers, and on-site staff members, who must complete strategies, budgets, and considerably more for the year ahead.
All these efforts seek to gain more market share, beat off the competition, and increase profits by reducing business overheads. Some companies will succeed in all their objectives; others will fail dismally. Is there a staffing solution to help businesses remain more agile? Yes, there certainly is! Enterprises are increasingly investing in a flexible workforce. As Josh Bersin, a Global HR Analyst, once said, “Flexibility in the workforce is no longer optional; it is a strategic imperative.” What Bersin reinforces is the strategic value of adopting a flexible workforce and adds authority from an industry expert.
What is a flexible workforce?
This question: What does flex mean in jobs, is more important than you might think. A flexible workforce comprises two main components. One is a staffing component that can increase and decrease due to the changing workload and the company’s financial situation. The term refers to staff members who can complete several types of tasks. Such staff members can be moved from one department to another, depending on where the need arises. But it also refers to a flexible workplace, where staff can work from different locations, which can boost their creativity and productivity. It also refers to flexible working hours, but generally refers to a flexible work environment.
The concept of a flexible workforce is not new. However, this strategy was introduced to deal with the changing expectations and circumstances – for instance, retailers hiring seasonal staff over the holiday period to deal with the increase in customers or farmers hiring seasonal workers to assist them with their harvests. “Businesses that use temporary or flexible staffing can scale up and down as demand changes, which is crucial in today’s volatile markets” (Harvard Business Review, 2020). Not all such positions are on-site; off-site workers can quickly fill them. Such workers are virtual assistants, sometimes called VAs or remote assistants. These virtual assistants, as the name implies, work remotely.
Nevertheless, they assist the core staff with their work, or they may undertake a specialist position, saving the company from hiring extra on-site staff. For example, a virtual assistant can affect software development, graphic design, or web design and development. Such work can be set for a fixed term, such as a few weeks or months.
Examples of Flexible Staffing in Action
Seasonal and On-Site Staff
Seasonal staffing is a classic form of workforce flexibility, where businesses expand temporarily during peak demand. For instance, U.S. retailers hire over 500,000 seasonal workers each holiday season (National Retail Federation, 2023) to handle increased foot traffic and sales. This model helps companies stay competitive without long-term payroll commitments.
Virtual Assistants and Remote Workers
Virtual assistants and remote specialists give companies instant access to skills without geographic limits. A 2022 FlexJobs report found that 65% of workers want full-time remote options, and businesses using remote staff report 30% lower operating costs (Global Workplace Analytics). This flexibility allows enterprises to scale quickly while reducing overheads.
What are the benefits of a flexible workforce?
Within this flexible workforce environment are two main stakeholders: the employee and the employer. The benefits for each differ slightly. In general, the benefits of this type of staffing model apply to both parties.
Advantages for Employers
Businesses have access to great talent, the workforce has access to better prospects, enterprises gain access to novel skills, and employees acquire new skills by working for different businesses.
Additional benefits for businesses include reduced business overheads, especially regarding salaries, while gaining access to great talent and new skills. “Companies that outsource non-core functions can reduce costs by up to 30% while accessing specialized talent they might not have in-house” (Deloitte Global Outsourcing Survey, 2022). Business overheads that are reduced are office space, workstations, and the need to buy additional computers and other office equipment. In a diverse workforce, especially if the employees are offshore, and in the managed service model, businesses have no payroll or HR issues to trouble them.
A flexible workforce enables companies to adjust quickly to market changes, scaling teams up or down as demand shifts. Research shows that 77% of businesses say workforce agility is critical to their future success (Deloitte, 2021). This adaptability reduces risks, keeps operations lean, and helps companies to stay ahead of competitors in fast-changing industries.
Advantages for Employees
Staff can complete their tasks from anywhere; remote staff have flexible working hours; currency differences allow remote staff a better salary than what is afforded to them locally. “Remote work allows employees to be 13% more productive while also providing them the flexibility to work from anywhere” (Prodoscore Productivity Report, 2021). Simultaneously, the company saves on its wages.
Also, flexible work arrangements expose employees to diverse projects and industries, accelerating their professional development. A LinkedIn Workplace Learning Report (2022) found that upskilling opportunities increase employee retention by 94%. By working across multiple companies or roles, staff gain valuable experience, broaden their skills, and access better career opportunities.
What are the perils of a flexible workforce?
There are disadvantages to a scalable workforce; however, the benefits outweigh these disadvantages. Some risks may be as follows: Business owners looking for specific skills might be unable to find them when they need them the most. So, the workers might be unable to find work if no positions are available.
There can be information technology security risks if an employer provides a remote worker with access to the network. If, for instance, there is a dispute, the remote worker could betray the employer who does not pay what is due to them.
The future of the flexible workforce
After the pandemic, the flexible workforce may become the norm. Even on-site workers crave the freedom to work remotely and have flexible working hours. The COVID-19 pandemic has undoubtedly highlighted some risks, particularly for employees. “The pandemic has accelerated the shift to flexible work, but contract and temporary workers remain most vulnerable to layoffs during downturns” (McKinsey & Company, 2021). Remote and temporary employees are frequently the first to be dismissed in a fiscal crisis.
Research by McKinsey in 2021 concluded that “contract, freelance, and temporary workers would overwhelmingly prefer permanent employment.” No bombshell since these workers have faced the most egregious financial impact of the pandemic. Such workers, for instance, “were nearly twice as likely as others to say that they could not afford health insurance.”
Is a flexible workforce appropriate for your business?
“Every business should evaluate its workforce strategy with agility in mind. Flexible staffing is no longer a perk; it is a necessity to stay competitive” (World Economic Forum, 2022).
Is a flexible workforce right for your business? The answer hinges on many aspects, for instance, the industry you are in and the type of skills that you need. Aristo Sourcing provides businesses with outstanding talent. Our expert outsourcing specialist can guide you through the process. But you need to evaluate your industry demands, budget, and talent needs. According to PwC’s Future of Work Survey (2022), 74% of executives plan to increase investments in flexible work models. Still, success depends on aligning staffing with business goals, security requirements, and cultural fit.
Moreover, to implement flexible staffing effectively, companies should start with a clear workforce strategy, define which roles can be remote or seasonal, and invest in secure collaboration tools. A Gartner report (2021) revealed that organizations with structured flexible work programs see 20% higher productivity. Setting expectations and tracking performance ensures smooth integration and long-term success.
Conclusion: Can A Flexible Workforce Work For You?
A flexible workforce is no longer a trend; instead, it’s a competitive necessity that helps businesses cut costs, stay agile, and access top global talent. With studies showing that 83% of companies now see flexible work as vital to growth (World Economic Forum, 2022), the question isn’t if you should adapt, but when. The next step is simple: explore how flexible staffing can fit your business model and start small with roles that bring immediate impact. Partnering with experts like Aristo Sourcing ensures you gain the right talent and support. Our experienced people will ensure you acquire the top talent with the best skills to complete your tasks. For more information about working with Aristo Sourcing, book a complimentary consultation.