Growth of the Independent Contractor/Consultant/Entrepreneur
Another result of the cost-cutting “rightsizing” is that middle management ranks have been trimmed by downsizing and outsourcing to the point that this traditional breeding ground for senior managers has been heavily depleted. More companies will be going outside the company to fill senior management positions. In doing so, they will often seek the services of executive recruiters. Thus, senior managers are well advised to develop a working relationship with recruiters, particularly those who work in their industry or profession.
With the rapidly changing labor market, workers must think of themselves as more entrepreneurial than workers of the past. Professionals planning to be in the labor market through 2010 and beyond should plan to be in business for themselves at some time.
Companies are viewing work more in terms of specific projects with distinct beginning and endings. A workforce is emerging in which there are far more short-term working relationships. Part-time employment is becoming much more common. Part-time and temporary employment opportunities will increase. This still only amounts to 1 to 2 percent of the total workforce.
Because of this, employment histories will be different. It is likely there will be gaps in a résumés chronological time line. An employer can no longer take this as an indication that unemployment is associated with either a poor employee or lack of motivation. Changes in employment status is not something to be disguised, but something that emphasizes the growth of an individual.
Bill Sweney of Resource Associates Corporation recently stated "someone who works outside the company would do 50 percent of all jobs performed". In the U.S., this contingent workforce consists of approximately 45 million, which includes, temporaries, self-employed, part-timers, or consultants. This number has grown 57% since 1980.
This contingent workforce, as it is being called, will have far fewer managers. These highly qualified workers moving from full-time company employees to independent contractors, must be very sensitive to the potential threat they pose to the careers of the sometimes less qualified full-time company employees.
Working relationships are much more tenuous as an independent contractor than as a full-time employee. The independent contractor that poses a threat to a full-time employee can be let go at a moment’s notice.
Given this shorter term working relationship, workers should avail themselves of every opportunity to potential employers. Having a résumé constantly available online is a good way to make yourself known.
A well-written résumé may lead to a job interview, but then you must sell yourself. Again, show the prospective employer how you can “add value”. Don’t stop there. Cover letters are often more important than résumés.
Growth of “Intrapreneurship”
Companies are more accommodating to employee’s lifestyles than ever before. The employee shortage had created a sense of job security in that job seekers can find jobs anywhere. If they are unhappy after six months, they can easily change jobs. They are learning to be a bit more flexible with strenuous application procedures, flexible schedule arrangements, improved working conditions and benefits packages. As organizations become flatter, promotions are less frequent, and chances to grow and gain experience less available, more and more candidates are asking, "Why should I work for you?". With chances to grow and gain experience less available, innovative companies are allowing “intrapreneurship”, so that people can carve their own niche, whether it be inside or outside the company.
Allowing employees to find their fit is a new concept. What a great opportunity for employees to share their MAPP with an employer! This is a good way to smooth transitions and make the point that satisfied employees lowers turnover and raises productivity.
