The recent rise of employment in the gig economy has left HR departments asking questions. Often, in the gig economy, employees work as independent contractors, jumping from job to job as it best fits their schedule. No longer are employers strictly looking to fill positions for the long term. In fact, it may be more productive, efficient and beneficial for a business to hire skilled independent contractors and it is critical that HR departments realise the advantages this can offer.
 
The tough work doesn’t stop when you’ve hired your independent contractors – it’s only just begun. Just as HR looks after and manages the employment of full time positions, the department should be sure not to neglect independent contractors. After all, nearly one fifth of workers in Ireland are self-employed.

So, here are 4 tips for both hiring and managing independent contractors in the gig economy:
 
1. Know Who You Need and When
 
Firstly, don’t hire an independent contractor for a job that could be done by a current member of staff - make use of the talent you have at your disposal before looking elsewhere. Delegating new tasks to your current workers will make them feel more appreciated and motivated in the workplace – a win-win for both parties.

It may seem obvious, but employers need to make sure that they are hiring the right independent contractor at the right time. Don’t hire too far in advance of a project and find yourself paying unnecessary wages. Equally, avoid hiring at the last minute, when there is very little time before a project deadline, and expect them to have the job done.
 
Of course there comes a time when hiring an independent contractor is necessary and the best way to make sure you find the right fit for the job is to have precise specifications of what you require. Look for independent contractors with experience in the areas you are looking for, and, if possible, meet with them before hiring to assess their compatibility with your business. 

2. Sign an Agreement

Employers know that when it comes to hiring full time employees, a written contract is essential for both parties. The same is true when taking on an independent contractor. This will ensure that both contractor and employer are on the same page and are aware of what is expected from the work arrangement.
 
A written agreement is also important to have at hand should any legal disputes arise between the parties. It is recommended that employers, especially those who are hiring independent contractors on a regular basis, have some template contracts prepared and ready to be tailored to all new hires. This saves time and means drawing up a contract is less likely to slip your mind. It is also advisable to outline payment details on the contract, including when and how independent contractors will be paid, to avoid any unwanted confusion or complication.

​3. Shorten Training Courses

Lengthy, arduous training courses for independent contractors can lead to a loss of motivation, and can take away from company culture in the workplace. Of course it is vital that new hires are suitably trained in the area they will be working in, however where possible, make training concise and precise. Limiting the length of time spent training independent contractors will increase productivity on the projects that matter most to your business and ensure contractors feel they are being utilised effectively.

 4. Make Sure They Feel They are Part of the Team

Teamwork is a crucial part of any company culture. Harnessing an environment where current employees and independent contractors work in tandem and do not step on each other’s toes is vital to improving productivity in the workplace. Make sure independent contractors don’t feel like they are simply being shipped in and shipped out again when the job is done. Instead, integrate them into the existing team and include them in any relevant meetings or organised staff events. This is likely to make your workforce happier, avoid any potential workplace clashes and maximise your company’s efficiency.   
 
Contract employers are one of the fastest growing sectors of alternative work arrangements. It is necessary, therefore, for HR departments to embrace the hiring of independent contractors in order to meet the demands of the gig economy. That being said, don’t blindly choose independent contractors as a quick fix to a project. Yes, there are often time constraints when it comes to hiring independent contractors, but finding those who match your business and are specifically suited to fulfil your needs will pay dividends in the long run. In other words, HR departments shouldn’t prioritize speed over skill.

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When you read the acronym BYO you would be forgiven for your mind jumping to the old mantra ‘bring your own booze’. However, in the tech age, the new BYO policy sweeping the workplace is actually BYOD – ‘bring your own device’! The idea of being allowed to bring and utilise your own personal tech device in the workplace - be it a smart-phone, tablet or laptop - is appealing to many workers, not least those in technology and IT sectors. In addition, more flexible working conditions and the increase of staff working remotely has lead to a rise in the use of personal technology to conduct business.

That being said, the catch with BYOD is that many employees enact this policy without their employer’s knowledge. This obliviousness on behalf of the employer can be dangerous for an organisation’s data security, especially if workers are using personal devices to connect to a company network in an unregulated way. All the more reason therefore to have a formal BYOD policy in place.

So, here at the HR Department, we thought we would highlight 3 important things for employers to think about when it comes to implementing a BYOD policy:

1.  Make Sure the Policy is Crystal Clear

When considering going forward with a BYOD policy in the workplace, it is essential to have a well-defined, easily understood policy for all employees. It’s also vital to make sure all new hires are aware of the system in place. Here are a number of points which must be highlighted in any BYOD policy:

​- How company data is secured from departing employee devices
- How company data is stored and what access control measures will be in place
- How working time may change with any flexible working arrangements
- How a breach of BYOD rules will be disciplined
- How to opt-out of a BYOD policy

2. Beware of the Potential Costs

A BYOD policy can undoubtedly lead to greater workplace productivity - workers often feel more empowered and motivated when using their own devices. BYOD also has the potential to reduce company costs as it leads to reduced spending on hardware, software and device maintenance. Of course, companies don’t have to fork out to provide devices for their employees either. Despite this, it may in fact be costly for a company to ensure that a wide variety of personal devices are supported and integrated on a company’s network. Employers should make sure they weigh up the costs before implementing any policy. 

Finances aside, there could be another cost to a BYOD policy: data security. Ensuring there are measures in place if an employee’s device is lost or stolen is of paramount importance. It is also crucial that employees know exactly what procedure to follow should this happen in order to protect company data.
 
3. Stay Ahead of the Curve

To say that things are constantly changing in the tech world is an understatement.  The rate at which hackers are finding new ways of accessing sensitive data is alarming. It is therefore essential to constantly update a company BYOD policy to minimise any possible data loss or leak of secure company information. Keeping on top of your BYOD policy should be an on-going process which adapts to technological advances and prioritizes data security.

As it becomes increasingly difficult for employers to retain talent in the workplace it is more and more essential to harness a good company culture. Undoubtedly a clear BYOD policy plays a key role here. An effective policy can lead to happier, more productive staff who are more likely to stick around.

That being said BYOD may not suit every business and some employees may prefer to keep their personal and work devices separate. Employers should assess if their company, or indeed certain departments within their business, would benefit from BYOD and implement the policy as they see fit. Either way, it’s better for a company to be well versed in all aspects of BYOD than face the complications that arise from a lack of understanding in this area.
 
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Big data is increasingly used when it comes to a business collating and analysing vast amounts of external information. However, companies should not overlook the potential advantages big data can offer internally, especially for HR. Of course, there are pros and cons to using data to drive internal decision-making.  That being said, being aware of how big data could potentially benefit HR is essential in order to ensure best practice in your organisation.

With more data, comes more responsibility. While statistics can provide valuable insights, too much data can be confusing and can cloud judgement. Striking a balance between the stats and the employees behind them is key when it comes to managing your workforce. 

So, here are 3 ways big data can positively influence HR and how your organisation can capitalise on this growing business trend:

1.Gain Insights into Your Employees

We all know the age-old mantra ‘a happy worker is a productive worker,’ but how can you tell if an employee is really happy? Using big data is one way to help employers assess workforce sentiments, through satisfaction surveys for example, and allow them to adjust the workplace to suit workers’ requirements. Big data can also be used to guide career development planning and help steer high performing workers in the right direction.

You may even use big data to find out why employees leave and why some choose to stay – vital information for any HR professional. While you shouldn’t underestimate the power of data to analyse your workforce, relying too heavily on stats may make you loose the human side of HR – something no employer can afford to lose.

2. Improve Employer Branding

​So, big data can help employers reduce attrition rates of their staff through a better understanding of their workers. However, stats may also help companies create an attractive employer brand that entices new and talented workers who match your business ethos. Big data helps to analyse what people perceive your company ethos or brand values to be – watch out, you may find it’s not what you thought. Allowing this kind of data to drive employer branding will help companies find the right person for the right job, saving time, effort and money for HR.

3. Increase workplace Productivity and Efficiency

We are all aware of the major skills shortage at the moment, not least in the tech industry. One way of combating this is ensuring you hold onto the talent you have, reducing your need to constantly hire workers. That means you need to be sure you are getting the best out of your workers – something big data can help you keep on top of.

Big data can be analysed by HR to identify issues that cause low employee productivity and disengagement, as well as honing in on areas where certain workers feel more comfortable – allowing you to maximise employee efficiency. What’s more? This can be done on a case-by-case basis through analysis of individuals, teams, or entire office floors - for the benefit of your whole business. The proof is in the pudding: according to a survey by IBM and MIT, companies that focus on HR analytics recorded 58% higher sales per employee.

From an HR point of view, the important thing to remember is that when it comes to big data, look at the big picture. Don’t rely on stats to tell you everything about your company’s HR practices. Instead, come to conclusions after having gathered and analysed information from a wide range of sources, and most importantly, always keep open lines of communication with your staff. 

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