If you have read our latest blog posts you are already aware about the rise of the free agent workstyle trend and what you need to know about Free Agent workers. Now it is time to switch the spotlight and take a look on what organizations need to do now to be well positioned for the rising free agent population. Here are 7 ways to capitalize on the free agent workstyle trend.

•1.) Ensure that free agents are included in your overall workforce strategy.
Design a flexible employment model with a purposeful mix of traditional and free agent talent. Consider maintaining only a staff of core personnel responsible for day-to-day operations and standard workflow. You also can leverage internal and external supply and demand data to manage your workforce ahead of market trends. When you experience rapid business ramp ups or seasonal demands for specialty skill sets, you can quickly bring in free agents with the required skills. This will ensure minimal down-time between projects, streamlined processes, and the added benefits of a constant influx of new ideas and expertise.

•2.) Know how you are currently using free agents.
To leverage your free agent talent pool it’s important to know how much your organization already spends on free agent talent. How many free agents do you have? How are they being used? Where are they being used, and which projects are they supporting? A good way to begin your assessment is by comparing your facilities and IT access information with payroll data. Often times, free agents have access to your systems and facilities without being on your full-time payroll. With so many workers having access to your company, it is vital to know exactly who is working for you.

•3.) Evaluate departments, positions, and projects to see how they would benefit from free agent talent.
Pay particular attention to areas in your organization that require highly specialized skills, have constantly changing business demands, or involve project-based work assignments. Free agents (e.g., recent retirees, alumni, etc.) can also be useful in functional areas such as employee training and mentoring. Many organizations utilize seasoned workers to train or mentor new employees. Workers with years of knowledge about your company culture, mission, and business goals are the best equipped to pass along that knowledge to new hires. Many progressive companies have prioritized the workforce needs of areas within their organization that truly drive competitive differentiation. The goal is to have the most qualified, agile pool of talent available for these core competency areas. By concentrating on the critical functions and positions that support these key areas, these sophisticated companies are establishing a strategic advantage by leveraging talent in the most vital areas, at the right time and with the least amount of risk.