As skills shortages intensify and business uncertainty grows, HR leaders are grappling with a fundamental challenge: how to build a workforce that’s both resilient and responsive. In our latest whitepaper with Matrix we explore the rise of the blended workforce and why it’s becoming essential
Matrix is a leading provider of workforce management solutions that aims to revolutionise the way employers attract, recruit and manage their indirect workforce
With 80% of employers struggling to find workers with the right skills, organisations can no longer rely on traditional, permanent hiring models. Worker preferences have shifted dramatically, with more talent choosing freelance, gig and contract roles. Employers who fail to tap into this broader talent pool risk missing out on vital skills.
What is the blended workforce? The blended – or agile – workforce combines permanent, temporary, freelance gig workers and, increasingly, artificial intelligence. This approach provides the flexibility businesses need to navigate uncertain economic conditions and respond quickly to changing demands.
As Mark Inskip, CEO of Matrix, says: "There are many shifts going on in the workplace which are becoming more important. To respond, organisations need to create an agile workforce model, combining full-time, part-time, freelancers, contractors, gig workers and more to get the best of all worlds."
AI is now part of the workforce mix: AI is not just a tool but a workforce component in its own right. Inskip suggests flipping AI to IA: Intelligent Automation. This technology is helping organisations streamline workforce planning, scheduling and talent matching. Without it scaling an agile workforce is almost impossible.
Contingent workers: highly skilled, highly motivated: One of the biggest misconceptions? That contingent workers lack commitment. In fact, these workers often deliver exceptional quality. Their motivation comes from reputation and expertise – they’re only as good as their last job, making quality delivery critical.
Barriers to building a blended workforce: Adopting a blended model isn’t without its challenges. Complexity of systems and supply chains can slow progress. Many organisations lack the technology infrastructure to manage different worker types seamlessly. According to Inskip the key is to step back, identify what problem you’re solving (whether it’s skills gaps, cost flexibility, or workload peaks) and invest in technology and the right partners.
A generational shift in expectations: Younger generations have different expectations of work. Autonomy, flexibility and career freedom are increasingly important and that shift is accelerating the move towards more agile workforce models.
Compliance: a growing concern: As workforces become more complex, so do compliance challenges. Organisations need expert support to manage these risks and free up HR leaders to focus on strategic priorities.
HR’s moment to lead: HR’s role is becoming more strategic than ever. With a cross-organisational view of talent HR leaders have the power to shape resilient, future-ready workforces. But this can only happen when administrative burdens like compliance are taken off their plates.
Where to start: For HR leaders looking to build a more blended workforce Inskip’s advice is clear: start by identifying your gaps, be structured in your approach and invest in technology and partners who can help you scale.
Want to delve deeper? Download the whitepaper Unlock Unseen Talent and discover how to build a future-proof, agile workforce and watch our video interview with Mark Inskip, CEO of Matrix, on why the blended workforce equals better business for more insights.