Develop a Strategic Approach to Optimize the Contingent IT Workforce

IT leaders are increasingly turning to the contingent workforce―contractors, freelancers and temporary workers―to bridge skills and resource gaps, with nearly 69 percent citing this labor pool as critical to their organizational success. In order to fully recognize the value this group can provide, organizations should develop a strategic approach to attracting, developing and managing their contingent workforce.

This research explores the current state and future trends in the organizational adoption of contingent IT workers, including reasons for hiring contingent workers, adoption rates, levels of satisfaction, motivational factors and the effectiveness of contingent worker management.


Key Facts

    • IT leaders increasingly expect contingent labor to become a core component of organizations’ employee populations. By 2018, the percentage of IT leaders estimating that contingent IT labor will make up between 11 percent and 25 percent of their overall IT workforce will increase from 25 percent to 35 percent.
    • Sixty-nine percent of IT leaders believe that contingent labor is critical to the success of their organization’s business operations.
    • Although 90 percent of IT professionals agree that contingent worker performance meets the expectations of their hiring company, only 68 percent of IT leaders say the same.
    • Similarly, while 89 percent of IT professionals agree that contingent worker skills meet expectations, only 73 percent of IT leaders indicate that is the case.
    • This disconnect between IT leaders and the contingent workforce could be related to the fact that less than half (48 percent) of IT leaders report that they regularly evaluate and provide feedback to contingent workers at the end of their assignment.
    • Less than a quarter of IT leaders indicate that their contingent labor strategy is part of an enterprise-wide (23 percent) or department-wide (20 percent) workforce planning strategy. More than one in 10 (11 percent) say that their use of contingent labor is simply not defined.
    • While 72 percent of IT leaders say that human resources (HR)/procurement is at least partially responsible for hiring decisions related to contingent workers, only 50 percent say that they are confident in HR’s ability to handle the increased use of contingent workers.


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