Short on time? Read this: Alternative staffing strategies offer flexibility, innovation, and access to diverse talent pools. Contract work, fractional and part-time staff, apprenticeships and returnships, and job sharing are viable alternatives to full-time employment. These strategies can enhance organizational resilience and employee satisfaction, and help adapt to changing business landscapes.
Throughout my professional career, I have been lucky to work for employers who were open to alternative work arrangements. I have been able to work part-time, flexible hours, and remotely (before it was cool) at different points in my career, and even all at once! These adaptations allowed me to remain in the workforce as a productive and dedicated employee; had I not been able to make some of these modifications, I would have exited the workforce long ago.
The Changing Nature of Work
The landscape of traditional “work” is transforming, driven by a myriad of factors, including the global pandemic, rapid technological advancements, and shifting societal expectations. The COVID-19 pandemic accelerated trends already in motion, pushing organizations to adopt remote work at an unprecedented pace.
This shift demonstrated the feasibility of remote work and highlighted its potential benefits, such as increased flexibility and reduced commuting time. Additionally, technological advances like cloud computing, collaboration tools, and artificial intelligence are enabling new ways of working and facilitating better communication and collaboration. As a result, would-be employees have evolving expectations about when and where they do their jobs; flexible, non-traditional work arrangements are becoming increasingly desirable, reshaping our understanding of what a career can look like.
Exploring Alternatives to Full-Time Employment (FTE)
So, what's beyond the “full-time, 9am-5pm, in the office” old standard? So much!
Some prominent examples include:
Contract Work: Ideal for project-specific needs.
Fractional and Part-Time Staff: Perfect for fluctuating workloads.
Apprenticeships and Returnships: For those making a comeback or starting fresh.
Job Sharing: Two heads for one hat, sharing one full-time position.
Let’s look at each of these options in a bit more detail.
In-Depth Analysis of Staffing Options
A. Contract Work
Use Cases: Appropriate when seeking a skill set for a season or a project
Benefits: Flexible and adaptable to securing specialized skills as needed
Considerations: It's a short-term gig, so there is less control over the long haul.
Real Examples: Contract work has long been popular in technology, but it is also becoming increasingly used in marketing and human resources.
Stats: In late 2022, McKinsey reported that 36% of respondents to their American Opportunity Survey identified themselves as “independent workers” or contract workers. That is equivalent to 58 million Americans (extrapolated from the sample).
B. Fractional and Part-Time Staff
Use Cases: An effective way to attract talent while staying nimble in staffing.
Benefits: Cost-effective and flexible.
Considerations: Availability - part-time employees are not always available during busy times or ‘‘emergencies’
Real Examples: Part-time work has the most longevity of any alternative work arrangement - it has been used extensively in retail and hospitality for decades.
Stats: Not only does it have the most longevity, but it is also the most utilized alternative. In January 2024, the U.S. Department of Labor reported that full-time employment made up only 82.7% of all employment - almost 18% of the workforce is operating with some form of part-time work.
C. Apprenticeships and Returnships
Use Cases: Great for nurturing new talent or welcoming back seasoned pros.
Benefits: Upskilling/reskilling/on-the-job training yields proficient workers and changes the approach to attracting talent
Considerations: Time, patience and investment in training.
Real Examples: This has long been a mainstay in skilled labor positions and is now spreading across industries - veterans and women who left the workforce to focus on family are two major target populations for these types of arrangements.
Stats: The U.S. Department of Labor reported a 64% increase in Registered Apprenticeship Programs in the decade between 2012 and 2021. This is likely due in part to incentives made available during both the Obama and Biden administrations toward the goal of economic growth.
D. Job Sharing
Use Cases: Useful when experienced employees may be seeking more balance.
Benefits: Retention of skill and knowledge in your company and happy employees.
Considerations: Requires strong communication, collaboration and compatibility between the job sharers.
Real Examples: This is less industry-specific and more seniority-related; these opportunities work best with two employees who have experience in and knowledge of the company and the work and are seeking additional flexibility in their workload.
Stats: Job sharing is more popular internationally than in the United States. In September 2023, WorkMuse reported that just 20% of U.S. companies offer job sharing, and for those that do offer it, it may not be encouraged by HR as it can mean additional administrative work.
Making the Right Choice for Your Organization
It's all about fitting the puzzle together – your organizational needs and business goals. Here's a quick cheat sheet:
| Staffing Strategy | Use Cases | Benefits | Considerations |
|---|---|---|---|
| Contract Work | Specific projects | Flexibility, specialized skills | Short-term focus |
| Fractional/Part-Time | Changing workloads | Cost-effective, adaptable | Availability limits |
| Apprenticeships/Returnships | Building skills | Tailored training, build vs. buy talent | Up-front investment |
| Job Sharing | Balancing for senior/skilled employees | Skill diversity, satisfaction | Coordination is key |
I have always been the one advocating for myself in seeking out these alternative work options and opportunities; again, I have been fortunate to have supportive employers. Imagine the possibilities for employers who are proactive about providing alternative employment arrangements…with the pace of change and unpredictability of the labor market and labor force, there is tremendous potential to be found in alternative staffing strategies.
It's about finding what fits for employers and employees alike…remember - there's more than one way to staff a team. And if you’re feeling a bit lost, that's what we at Talent Growth Partners are here for – guiding you through these choices.
Interested in exploring alternative strategies for workforce planning at your organization? Let’s chat!