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As the pool of qualified candidates continues to shrink with “Traditionalists” and “Boomers” marching into retirement, employers have to be prepared to face the challenge of working with more than the traditional employee – employer relationship.  More and more we hear about a growing number of 1099 employees, free agents, contract or shared resources as well as working with four different generations – Traditionalists, Boomers, Gen X’ers and Millennial’s (Gen Y)

Employees have lots of choices.  Free Agents can choose the 1099 option when considering assignments if the employer is willing to enter into this type of arrangement. They can also choose to work as temps, contractors, or for salaried or hourly wages. They also have the option to incorporate, although this doesn't appear to be a popular choice. Free Agents want to be more flexible in their work life. Their goal is to maximize the opportunity to gain a great breadth and depth of experience and skills. They're subject to the same IRS regulations and administrative burdens if they choose the same route as the Independent Contractors. They may find this a less attractive option, as they seem to shy away from wanting to "be the boss" and prefer being the jacks of many trades.

Leading strategies for attracting a contingent workforce -

• Continue internal and external training
• a tuition reimbursement program with a repay agreement if you leave
• Flex time
• Flex Benefits
• Tax Cost implications