The talent crisis is a growing concern for human resource leaders and hiring managers, particularly when it comes to finding and retaining skilled frontline workers. With the high demand for talent, the increasing flexibility of the workforce, and the rapid evolution of skill requirements, it’s becoming increasingly challenging to secure the labor needed to achieve business objectives. To combat this, HR leaders are turning to technology that promotes “talent agility” within their organizations, allowing for more efficient workforce management.
As part of a recent Gartner report entitled, “Future Of Work Reinvented: Shifting Talent and Skills”, the importance of talent agility and “dynamic distribution of skills” was highlighted to address these challenges and how taking a skills-based approach can support tricky navigation of a diverse supply-source of talent. Data from Jitjatjo included in the report focuses on how to leverage the dynamic between open shifts and existing talent pools through new technology that optimizes resource allocation based on qualified skills, availability and employee preferences.
Within the slide ‘Dynamic Distribution of Work for Frontline Workers’, Jitjatjo provides crucial trend data that shows how an algorithm or artificial intelligence (AI) can be useful for both frontline workers and HR seeking appropriate talent for immediate work needs.
Jitjatjo’s Talent Marketplace, paired with its exclusive AI technology platform Network, helps create consistency and improved intuitiveness with the app. As both internal employees and external talent cycle into the Jitjatjo system, managers are assured their schedules are filled with qualified workers. Rapid performance reviews by managers at the end of each shift, combined with feedback from workers on their experience, increases platform intelligence and optimizes matching of best-fit workers with each shift. In addition, Jitjatjo’s platform Network produces real-time analytics on workforce performance to enable business leaders to make data-driven decisions and focus talent acquisition efforts to maximize results.
A primary challenge executives face with the current talent pool is the ever-changing demand for specific skills. The needs within multiple industries are changing so quickly that talent is finding it difficult to identify, mobilize and prepare for changes coming around the corner. The pandemic, which further spurred hybrid working opportunities and dynamic scheduling, added a new level of uncertainty for both talent and employers. This in turn created leverage to workers of all levels and skill to pick and choose which employer to work for. The talent with the highest, most in-demand skills across the board now demand a new ecosystem to remain challenged, educated and adequately compensated.
As companies of different sizes and requirements further venture into flexible scheduling to meet market demand, they come to rely on technology that can deliver quick, consistent talent pools that fill needed shifts and create a “repeat worker” of that skilled individual. As the pool of talent begins to turn into repeat workers, companies utilizing Network by Jitjatjo can fine-tune preferences, job requirements and scheduling needs without fear of failing to find the right talent or having no-shows after scheduling. Workers can also find comfort in knowing they have a higher degree of control over their scheduling, their feedback is valued, and their work preferences are understood.
The concept of “talent agility” discussed in this Gartner report shows the need for executive leaders to predict upcoming changes in industry skill requirements and how to better empower talent to be both prepared and motivated. By empowering both employees and gig workers, the likelihood of talent happiness and retention increases while also attracting new talent that is qualified and motivated to be a part of the team for the short or long term. Instead of taking the position of being reactive, executives are now being encouraged to be predictive, anticipating the skills needed to thrive in future settings and communicating that via the latest technology. This includes both internal and external communication tools for the talent and HR dynamic, and by utilizing workforce management tools that measure and anticipate trends in the workforce.
To sum up, HR leaders and enterprise organizations facing the current challenges of quickly evolving worker skills, difficulty in finding and retaining talent, and fostering internal talent agility should begin to embrace the idea of introducing a talent marketplace with AI to improve the employee experience and retain talent. By empowering both employees and gig workers, companies can improve talent satisfaction and retention, while also attracting new, qualified and motivated talent for short-term or long-term engagement.
To read more Gartner insights on the value of talent marketplaces and the dynamic distribution of work, get complimentary access to the report here.
More on Jitjatjo’s Innovative Workforce Management Solutions
Jitjatjo's talent marketplace, Ondemand app, paired with its AI-powered technology platform, Network, provides a solution to these challenges by optimizing resource allocation through a dynamic relationship between open shifts and existing talent pools, based on skills, availability, and employee preferences. Additionally, real-time analytics on workforce performance allow for data-driven decision-making and targeted talent acquisition efforts.
Gartner, Future of Work Reinvented, By Helen Poitevin, Lily Mok, John Kostoulas, Alison Smith, Ryan Hill, Jay Wilson, 19 October 2022
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved. This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from Jitjatjo. Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, express or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.
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