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Is The Gig Economy The Solution To Your ServiceNow Talent Shortage?

Date: 13 February 2019

As technology evolves, sourcing high end talent with the right qualifications and skills is becoming a challenge for employers.  One of the key areas facing HR is the competition for tech professionals possessing the unique skills needed to develop the ServiceNow platform.

The rise and rise of ServiceNow

Over 5,000 companies worldwide use ServiceNow to drive their digital transformation and the company is expected to achieve a projected revenue in excess of $4 billion by 2020.

The ServiceNow platform has grown so rapidly and so successfully that it has opened up a significant talent gap in the IT job market and supply is failing to keep up with demand. Its partners cannot source the people needed to grow their businesses and end users cannot attract specialists in sufficient numbers to develop and monitor their new technology.  

At Glocomms, we are seeing high demand for tech talent with ServiceNow skills, such as CMDB, Service Mapping, Discovery, Asset Management, PPM and Service Catalog to enable Digital Transformation.

Tried and tested recruitment methods simply aren’t effective. ServiceNow is a relatively new technology and candidates may often have less experience and higher salary expectations than your business may be expecting.

Tapping into the interim and contract talent available via the gig economy offers your business an additional and more extensive candidate pool.

Here’s why:

  • The gig – or freelance - economy is a full-time profession for an increasing number of professionals, pa. Over a third of US workers are now part of this expanding contingent workforce (approximately 57 million people).
  • A 2017 report found that the number of freelance professionals is expected to exceed non-freelancers by three million by 2027.[1]
  • Nearly half of Generation Z (46%) are freelancers, a number that is set to increase as 61 million are projected to enter the workforce in the next couple of years[2]. Similarly, nearly half of all millennials (47%) operate on a freelance basis.[3]

Adapting to the future of work

Today’s careers are no longer linear. Deloitte ranked ‘building the 21st century career’ as the third most important trend in its 2018 Human Capital Trends Survey.  That said, while nearly half of organizations considered this issue to be very important, less than 10% were ready to address it. Investing in your contingent workforce is a central part of this shift from careers to experiences.

HR must be prepared to change its mindset to embrace the gig economy’s role in building its future organization and in attracting tech professionals equipped with ServiceNow skills. This means moving away from a rigid structure to adopt a more fluid approach and learning to understand the varying needs and expectations of a workforce comprising both full-time employees and contingent workers, which falls under the broader ‘gig economy’ umbrella.

3 steps to success with contract and interim ServiceNow specialists

While tapping into the gig economy may be a viable option for your company, your contingent workforce still requires robust and effective support, direction and performance management to maximize the use of their skills within your organization.

Creating a consistent and positive employee experience by focusing on engagement for all of your workers should form a central component of your strategy. Deloitte recommends:[4]:

  • Encompass your contingent workers within your talent management strategies and offer them the same focus as your ‘permanent’ staff. That includes clear performance objectives, sufficient training and secured communication systems to ensure they integrate rapidly within your company.
  • Treat them as professionals, not unskilled labor. That includes offering a formal onboarding process coupled with training and development opportunities. Talented professionals with ServiceNow skills will receive competing offers to secure their services.
  • Formalize the practices you apply to your contingent workers to ensure a consistent experience and a shared sense of purpose in a single inclusive culture. This will help you to both retain your existing workforce and attract the people with the right skills to meet future business needs.

Glocomms can help employers to source interim and contract staff specializing in ServiceNow talent.

Matt Batchelor, Vice President of Glocomms, comments,

“At Glocomms we take the proactive approach of talent tracking by monitoring the availability of the top 10% ServiceNow Consultancy market to ensure we can respond promptly to your project and contract staffing needs.”

To learn more about these hiring trends, get in touch with Glocomms today.

 
 

[1]https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2018/05/16/future-tech-forecast-large-scale-adoption-of-freelancers/#293ecd4301b6

[2] https://www.techrepublic.com/article/how-the-gig-economy-is-fundamentally-changing-the-next-generation-of-work/

[3] https://www.upwork.com/press/2017/10/17/freelancing-in-america-2017/

[4] https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2018/contingent-workforce-management.html