There are no current limits for searching talent: remote work, the freelance world and diversity are some of the key concepts to create an ideal working team.
Some work dynamics have changed since the pandemic: processes automation, new technology incorporation and, mainly, the revaluation of professional profiles for making up hybrid teams. What do the new work models look like?
Before the pandemic, there was some evidence about how the future of work would be like. For instance, more and more companies offered some benefits related to a flexible schedule and remote work. Another trend showed that workers started to choose independent work while big and small companies decided to hire freelancers specialized in areas such as IT, AI engineering or web design, to fulfill projects without having to hire new employees.
In 2019 the Upwork platform carried out a study that showed that 63% of American companies employed at least one part of their workers remotely and 35% of the American labor force was represented by independent workers. The same happened in Latin America, where the number of remote workers, freelancers or workers of a company, reached 23 million according to estimations of the International Labor Organization.
The events that took place during 2020 allowed the implementation of some already considered processes to go faster than before. It also forced the application of other unexpected processes, like compulsory remote work, digitalization of tasks that were previously done in-house and the unpredicted mix of personal and working life. But nobody imagined that these changes would be definite after the pandemic.
These are some changes that will remain:
• Automatisation and simplification of structures: within the chaos of digital transformation, some tedious tasks which used to be in-house became digital and automatic. There were some tasks that unnecessarily required time of the employees but now that time has been maximized and it is used for working on other projects.
• Remote and collaborative work: the need to be in contact with other members of the team even remotely led to digital platforms of communication. In most cases, these ones enabled a work model which is more conscious about others and teams themselves.
• Confidence-based: the control of the teams during in-house work changed with the remote work, in which confidence is essential as it makes possible that teams work more freely and in a more productive way without a boss having to control.
• Work flexibility: some time before, it was a must for employees to arrive at a certain time to the office and work at their desks for 9 hours non-stop. After the pandemic, it was understood that this model did not mean more productivity and that management by objectives together with certain time flexibility lead to better results.
• Revaluation of talent: companies have understood the importance of having diverse, specialized and efficient talent. Instead of hiring more full-time employees to do the same and fixed tasks, the freelance and remote world started to gain relevance in different projects, which also activates the internal talent in order to improve productivity and so obtain better results.
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