How do you factor gig workers into your workforce planning strategy?

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Director of HR in Manufacturing, 1,001 - 5,000 employees
From a consulting perspective, we certainly used folks who are in the gig economy, to some extent, when we were getting our talent acquisition function up and running. We used an independent small business owner who had deep experience in talent acquisition. He really helped us to get that whole thing ready. We don't have a long term or robust strategy around gig workers, in part because we still have a bias from our leadership in the organization that people need to be on site a couple of days a week and most of those folks tend to be remote.
Director of HR in Manufacturing, 5,001 - 10,000 employees
I'm not an expert in this topic by any means. I worked in the business process outsourcing space for quite some time and a large portion of our talent was seasonal talent that worked from home. That's probably as close as I've gotten to truly kind of managing a gig. I don't know that I would say anything that's super relevant or helpful on that topic.
VP of HR in Finance (non-banking), 1,001 - 5,000 employees
We employ all of our gig workers through a third party

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