Anyone who works in HR knows that the Job market market has undergone a series of transformations. It is precisely in this context, marked by new forms and models of work, that the gig economy concept is gaining strength.
If you haven’t heard about this trend yet, you need to keep an eye on it. After all, the gig movement is increasingly impacting the day-to-day running of companies, establishing itself as one of the alternatives to conventional work relationships.
Want to know more about the gig economy and its implications for people management and business?
So, keep reading!
What is the gig economy?
Also known as the on-demand economy, the term gig economy is associated with the new work relationships that have been built over the last few years.
It refers to an alternative work arrangement, marked mainly by dynamism and flexibility. In the gig economy, professionals work Job market independently, performing specific services with a previously established duration, for one or more companies.
Included in the group of gig professionals, or Gig Workers, are freelancers, who are self-employed, and service providers.
Is the gig Job market economy here to stay?
Although this more flexible work model is not exactly new, there has been a boom in gig workers in recent years, mainly due to the changes brought about by the digital transformation in the business world.
A report released by Workana , a platform Job market focused on independent and remote work, revealed that 54% of professionals who work as full-time freelancers would not return to working in traditional hiring models.
The survey also showed that the possibility of working from home is something that 97% of talents already consider important when choosing a project. Also, 94% of professionals who adopted home office during the Covid-19 pandemic would like to continue working in this format.
GIG Job market ECONOMY IN BRAZIL
The gig economy trend is global, but Job market in Brazil it has also gained strength due to technological advances — mainly with the arrival maintain and rework content after going online of several service provision applications.
An unprecedented study , carried out in 2021 by Ipea (Institute of Applied Economic Research), shows that the country already has around 1.4 million professionals working in the gig economy, in addition to the accelerated growth of this type of work: in 2016, five years earlier, the number was only 870 thousand workers.
What are the advantages of this work arrangement?
The gig economy can be beneficial for both workers and companies. For Gig Workers, for example, it enables:
- different sources of income, since Job market the naked anchor links. refers to the url links of the site referenced in a text professional has the autonomy to provide services to more than one company;
- flexible working hours, mainly attracting professionals who prioritize remote work and value a better balance between personal and professional life.
For organizations, the gig economy makes Job market it possible to hire highly qualified freelancers and service providers to deal with specific demands.
In fact, when it comes to specific projects, the possibility of having a qualified professional who works on demand can be more advantageous from a financial point of view compared to the traditional hiring model.
What precautions does HR need to take when hiring on-demand professionals?
With an eye on the constant evolution in the world of work, companies from all sectors are investing in new arrangements, such as hiring Job market freelancers azb directory or service providers, instead of sticking to the traditional model.
However, for partnerships in this format to be successful, it is essential that organizations — especially HR — are aware of the rules for this type of contract. In this case, the support of the legal department is essential to avoid business risks.
First of all, it is important to keep in mind that, unlike traditional models, in which employees are hired under the CLT regime.