The financial world is a game full of surprises. If you can foresee clearly, it’s highly fun. If you don’t, then you’re surrounded by dark clouds. But in the end, the financial world is all about your ability to withstand predictable and unpredictable storms. This ability relates to finding a way out no matter what […]
The financial world is a game full of surprises. If you can foresee clearly, it’s highly fun. If you don’t, then you’re surrounded by dark clouds. But in the end, the financial world is all about your ability to withstand predictable and unpredictable storms. This ability relates to finding a way out no matter what situation you are in.
The pandemic has started a wave of resignation aka Great Resignation, Big Quit, or Great Reshuffle. It’s an ongoing economic trend in the finance world. There are so many reasons behind this trend and they have been making people question themselves. With the state of emergency, people tend to realize cracks in their fields. Limited career opportunities, hostile work environments, long-lasting job dissatisfactions, and most importantly, devaluation of life have made people resign from their jobs voluntarily.
With shutdowns, the pandemic also has helped another version of work to grow: The future of work. The future of work has created a new space and time perception for business life. It’s changed the office concept, working practices, and definition of many jobs. Now we have a fresh but expertise-based workspace.
People know their own values and care for their loved ones. Covid-19 has been a great teacher to determine our priorities. Due to these actions, we are more into managing our time for ourselves. So it wouldn’t be wrong to say that this situation has helped on-demand talent to become a powerful option for this brave new world.
Companies have also started to turn to on-demand talent instead of in-house talent. Because creating in-house talent is very disadvantageous in terms of both time and cost compared to on-demand talent. As offices are turning into just social concepts with future-of-work, on-demand talent has also gained value and become a preferential option. Also, you can access specialist skills and consequently high efficiency with on-demand talents.
But what you can’t do is have a permanent member for your organization. This lack of engagement may cause an unreliable relationship between the work and on-demand talent. On account of lack of engagement, you may have less control over on-demand talent according to an in-house talent.
We can see the finance world has affected the world of on-demand talent positively. However, the change has not been completed yet. It has only just begun. Contact us and let’s work on this together!