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I recently finished the excellent book OpenHR by Dr Rochelle Hayes and Jeremy Blain. The book goes into detail how the rapid pace of technological change has fundamentally altered how organisations operate, innovate, and compete. I then read the CIO Report by Gartner which shared the following:
“Sixty-nine percent of CIOs intend to upskill/reskill current employees in 2024, up from 47% in 2023. High demand for skills like generative AI, AI/machine learning (ML), cybersecurity, analytics and data platforms has led organisations to up compensation to outbid competitors. CIOs will also need to look for force multipliers, such as business technologists who reside outside IT, to fulfil the promise of their digital business transformation and other business goals.”
Chief Information Officers (CIOs) are at the forefront of the skill revolution, more so than the Chief Human Resource Officer (CHRO). In this blog, we explore why CIOs must adopt this workforce model, its benefits, and how to overcome challenges in its implementation.
1. Addressing the Tech Skills Shortage
The tech talent market is in crisis. According to Deloitte, 91% of tech leaders report difficulty finding the right skills. This shortage is delaying 57% of digital transformation initiatives, costing enterprises time and revenue. A blended workforce helps CIOs access specialised skills on-demand, filling gaps without the prolonged and costly processes of traditional hiring.
2. Accelerating Innovation
Freelancers and gig workers bring fresh perspectives, niche expertise, and adaptability. They’ve often worked across multiple industries and projects, allowing them to provide innovative solutions to complex problems. Combining these insights with the institutional knowledge of internal teams creates a synergy that accelerates innovation and problem-solving.
3. Increasing Agility and Scalability
In a fast-moving business environment, CIOs need to pivot quickly to seize opportunities or address challenges. A blended workforce offers flexibility, allowing organisations to scale up or down based on project needs. For example, during a cloud migration, a company can onboard freelance specialists for the duration of the project rather than overburdening internal teams or hiring permanent staff.
4. Cost Efficiency
Blended workforce models can significantly reduce operational costs. By engaging freelancers for specific projects or milestones, CIOs avoid the overheads associated with permanent employment, such as benefits, training, and idle time between projects. A Gigged.AI analysis found that milestone-based gigs typically save 30% compared to traditional contractor hiring.
5. Enhancing Internal Talent Utilisation
Internal employees often possess untapped skills. By deploying an internal talent marketplace powered by AI, CIOs can identify and mobilise these resources for the right projects. This approach not only improves employee engagement and retention but also complements open talent by ensuring a seamless alignment of internal and external expertise.
To fully harness the power of a blended workforce, CIOs must adopt a strategic approach. Here are key considerations:
1. Adopt Skills-Based Talent Strategies
Traditional role-based hiring is outdated. CIOs should embrace skills-first approaches to identify the right talent for each project, whether internal or external. Platforms like Gigged.AI enable real-time skills visibility, allowing CIOs to match needs with internal capabilities or quickly source freelancers with complementary skills.
2. Leverage AI and Digital Talent Marketplaces
AI-driven platforms streamline talent acquisition, screening, and matching, reducing time-to-hire from weeks to hours. Open talent marketplaces like Gigged.AI’s Open Talent Marketplace (OTM) offer CIOs access to a global pool of vetted freelancers who can be hired in a compliant and efficient manner.
3. Integrate Internal and External Talent Management
A blended workforce thrives on seamless integration. CIOs should focus on breaking down silos between internal teams and external hires. This involves clear project scopes, collaboration tools, and fostering a culture that values contributions from all talent sources.
4. Focus on Compliance and Risk Management
Engaging freelancers requires a strong compliance framework. This includes ensuring legal and tax compliance, as well as safeguarding sensitive data. CIOs can leverage platforms like Gigged.AI, which offer built-in compliance tools and secure digital contracts.
5. Promote Upskilling and Reskilling
While open talent addresses immediate needs, internal upskilling is essential for long-term sustainability. CIOs should invest in training programs that enable employees to learn emerging skills and transition into new roles, ensuring they remain competitive in a dynamic market.
Adopting a blended workforce may encounter resistance from traditionalists within the organisation. To address this, CIOs should:
The blended workforce isn’t just a trend—it’s the future of work. For CIOs, embracing this model is essential for staying competitive in an era defined by disruption and rapid technological change. By combining the strengths of internal teams with the flexibility and expertise of open talent, CIOs can:
In the end, the blended workforce is more than a strategy—it’s a mindset. It represents a new way of thinking about talent, work, and value creation. For CIOs ready to lead their organisations into the future, now is the time to act.
At Gigged.AI, we’re helping enterprises unlock the potential of a blended workforce. Learn more about our solutions for internal mobility and open talent.
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