The employment landscape is undergoing a significant transformation, driven in large part by the introduction of Generative AI (GenAI). As we’ve discussed in a previous blog Navigating the New Normal: GenAI’s Impact on Workforce Dynamics and HR Strategy, this technology is reshaping the way organizations think about staffing. With the rise of GenAI, we’re likely to see fewer core permanent employees, as businesses increasingly rely on technology to automate routine tasks and processes.

However, this shift brings new challenges. Businesses will encounter issues that their core permanent teams may not have the bandwidth or expertise to handle. The solution? HR leaders must encourage the inclusion of new types of roles within the workforce—namely Consulting, Contract, and Fractional roles. These non-permanent positions act as a “bullpen” of talent, ready to step in and get things done whenever your organization needs them, and in a cost-effective manner.

Filling the Gap While You Search for Permanent Hires

As the number of core permanent staff decreases, the job requirements for new permanent roles will likely become more extensive—and sometimes unreasonably demanding. This will inevitably extend the time it takes to fill these positions, with some roles remaining open for a year or more. For a deeper dive into managing these hard-to-fill positions, check out our earlier blog: Transforming Challenges into Opportunities: Managing Hard-to-Fill Roles Effectively.

While you’re searching for the right permanent hire, your day-to-day business operations can’t afford to wait. This is where non-permanent roles come into play. By opening a requisition for a Consultant, Contractor, or Fractional employee, you can meet the immediate demands of your business while continuing your search for the ideal permanent candidate. This approach ensures that your business remains operational, even as you navigate the challenges of filling critical roles.

Trying Out Candidates Before Committing to Full-Time Roles

There’s no better way to assess a candidate’s capabilities and workplace compatibility than by working together. Traditional methods like job interviews often reveal only a polished, rehearsed version of the candidate, and reference checks can be biased. In today’s hiring climate, companies often resort to more intense screening processes, which can be off-putting to top talent, as we discussed in Fear of Failure in Hiring Is Not Helping Either Employers or Candidates.

A more effective strategy might be to start with consulting, contract, or fractional roles. This “try-before-you-hire” approach allows you to evaluate candidates in your work environment before making a full-time commitment. The benefits are twofold: your business continues to run smoothly thanks to the contributions of these non-permanent employees, and you gain greater confidence in your hiring decisions after observing the candidates in action.

Given that we’re currently in an employer’s market, where many qualified candidates are available for consulting roles, this approach is more feasible than ever. It deserves serious consideration for any organization looking to make smarter, more informed hiring decisions.

Conclusion

The employment landscape is shifting, and businesses must adapt by expanding their use of Consulting, Contract, and Fractional roles. Whether you’re filling the gap while searching for permanent hires or testing out candidates before committing to full-time roles, these non-permanent positions offer a flexible, cost-effective solution that ensures your business continues to thrive. Now is the time to identify and recruit talent for these roles, ensuring your organization is ready to navigate the challenges of the future.