Part-Time Hiring Practices

Today most companies combine three types of work forces. 1)   A full-time employee, 2)   A full-time or part-time contracted employee from another firm (e.g., Wipro or Cap Gemini) 3)   Free-lancers (directly or via an intermediate firm) Full-time employees are usually the backbone of any company and its culture with contracted and free-lancers being mixed in to expand expertise and manage oscillating workloads in a cost-effective manner. We may now want to think of a fourth type of worker to reflect the forces of technology, shifting demographics and new mindsets: The Fractionalized Employee. Imagine if one could get both the continuity and loyalty of a long-term employee with the flexibility of cost management of a part time employee and the expertise of a free-lancer and do so in a way that both grows employees and retains them in the long run. Every employee in the company is given a choice to work 100%, 75% or 50% of their time. They get to select this at the beginning of every year or can adjust to a different level when a life event occurs No longer does an employee have to choose between staying or going or being torn trying to do two things at one time. If they wish to try out a different type of non-competitive job it behooves their employer from letting them do so because retaining half or three quarters of a talented person is better than zero. As importantly these external skills or vocations will make the employee better rounded and probably more productive. And there will be cost savings from both reduced compensation but also eliminating the friction and cost of severance, re-hiring, and training. And as AI makes companies realize they need to change, adapt and manage new talent mixes, fractionalized employment allows for a smart way to manage costs by dialing down employee cost while ensuring the dignity of continued employment, the security of continued health care and the enablement of those employees using the non-employment time to earn revenue or build new skills for an AI age or take care of personal needs. This will not just retain talent but attract new talent including the more seasoned who might only want to work half time. For the employee they do not have to give up an income stream, health benefits or a part of their identity to build new skills, pursue new horizons or take care of life’s events. The Fractionalized Employee model will allow companies to retain talent, grow talent, mix, and match talent in ways that are truly win-win. Employees gain greater flexibility, optionality, opportunity for growth, managing life stages, and time to build additional expertise. Employers can attract new types of talent, retain stars, elongate the careers of seasoned experts and long time employees, calibrate costs in humane ways that do not negatively impact culture, and enhance adaptability to changing circumstances. https://lnkd.in/gt_WypB8

We’ve wrapped up the holiday season and stepped into 2025, what does the data tell us about where we’re headed? Our December SmartMatch Employment Report shows that while overall employment was up 7.6% YoY, we saw a slight dip of -0.1% MoM, the first in over a year. Median hourly wages continued their steady climb, reaching $42.20 (+4.5% YoY), but not all sectors felt the same momentum. Winners: Tech: Median hourly rate hit $63.50/hour (+3.7% MoM). Demand for skilled talent shows no signs of slowing. Construction: Annual wage growth of +6.9% YoY highlights the resilience of this sector. Lagging sectors: Retail & Hospitality: A soft holiday season with just +3.8% YoY employment growth and wages dipping -0.1% MoM—proof that consumer confidence impacts business decisions. Casual workforce: Employment rose +13.3% YoY, but average hours dropped significantly (-10.7% QoQ), showing more shifts, but fewer hours. What stands out to me? Workers aged 45–54 saw the highest wage growth (+5.5% YoY), but younger employees (18–24) saw reduced hours (-1.3% YoY), indicating that employers may be opting for experience and stability in uncertain times. This data shows that while optimism remains, businesses are still navigating increased costs, compliance pressures, and shifting workforce expectations. The question for 2025 is: how do we build resilience and growth? Check out our full report here: We’ve wrapped up the holiday season and stepped into 2025, what does the data tell us about where we’re headed? Our December SmartMatch Employment Report shows that while overall employment was up 7.6% YoY, we saw a slight dip of -0.1% MoM, the first in over a year. Median hourly wages continued their steady climb, reaching $42.20 (+4.5% YoY), but not all sectors felt the same momentum. Winners: Tech: Median hourly rate hit $63.50/hour (+3.7% MoM). Demand for skilled talent shows no signs of slowing. Construction: Annual wage growth of +6.9% YoY highlights the resilience of this sector. Lagging sectors: Retail & Hospitality: A soft holiday season with just +3.8% YoY employment growth and wages dipping -0.1% MoM—proof that consumer confidence impacts business decisions. Casual workforce: Employment rose +13.3% YoY, but average hours dropped significantly (-10.7% QoQ), showing more shifts, but fewer hours. What stands out to me? Workers aged 45–54 saw the highest wage growth (+5.5% YoY), but younger employees (18–24) saw reduced hours (-1.3% YoY), indicating that employers may be opting for experience and stability in uncertain times. This data shows that while optimism remains, businesses are still navigating increased costs, compliance pressures, and shifting workforce expectations. The question for 2025 is: how do we build resilience and growth? Check out our full report here: https://lnkd.in/gwMTKbSf

Recruiters don't get it. They think CFOs can only be full-time or interim. But many companies need CFOs on a part-time basis. When recruiters and headhunters call me, I explain the role of fractional or part-time CFOs and why companies hire them. Simply put, they bring senior-level finance talent to companies that doesn't need them full time and 5 days per week. Here's why: 🟩 Cost Savings Let's be candid. CFOs can be expensive. If most mid-sized and smaller companies don't need a Chief Financial Officer, they shouldn't put one on the full-time payroll. Fractional CFOs provide access to high-level financial expertise at a fraction of the cost. 🟦 Expertise and Experience Fractional CFOs with strategic finance backgrounds aren't glorified accountants. They typically have worked with many different businesses, across a dozen or more industries. They've encountered companies of various sizes with lots of challenges: ▪ Turnaround and restructuring ▪ M&A and transactions ▪ Capital raises ▪ Refinancing This diverse experience offers mid-sized and smaller companies access to a seasoned professional who's been where they want to go. 🟨 Flexibility One of the greatest benefits of hiring a part-time CFO or FP&A professional is getting access where and when needed. Fractional finance professionals can ramp up or ramp down as the company needs. Someone who has experience in tech implementations. Someone with commercial banking connections. Someone who can build a severance schedule. Someone with advanced modeling skills. 🟧 Ability to Scale As a company builds and experiences fluctuations, fractional CFOs can adjust their services to the changing requirements. When the business is expanding, services can focus on fundraising, process improvement, data analytics, and technology exploration. When the business is struggling, services can focus on cash flow and liquidity management, HR reductions, cost cutting, and product rationalization. More companies are seeing fractional CFOs and FP&As as a viable partners for their growth and revitalization. 🟪 A Profession for Experienced Finance Pros Controllers who are looking for more are taking greater ownership of their financial careers. Full-time CFOs challenged by bureaucracy and consultants challenged by the daily grind are wanting to do more of the work they love with the clients they enjoy working with. Fractional and part-time financial advisory roles offer this option. It's an exciting time to work in this profession, don't you think? ⬇ The last mastermind of the year begins in 2 weeks. #seidmanfinancial

A few months ago, I met a small business owner who runs a home decor store. Her biggest challenge was that she couldn’t afford a full-time marketing team, but she still needed good design, social media and customer engagement. So she hired freelancers for content, a part-time consultant for ads and even a gig worker to manage delivery during peak seasons. That’s when I looked closer at how many businesses are built on the gig sector and how it enables small companies to expand without exhausting their budgets. Here’s why this is happening: → Access to talent on demand – Small businesses can now hire specialists only when needed, so no heavy overhead. → Flexibility during growth – Seasonal businesses like festive retail, events and food delivery can ramp up or down staff without risk. → Faster experimentation – If you want to test a new channel or product, gig workers can make it easier without long-term commitments. The difference is that earlier, only large companies could afford experts. Today, even a 5-person startup can access the same talent pool. It does come with challenges like consistency, quality control and building loyalty with freelancers. But if managed well, the gig economy can be a huge competitive advantage for small businesses. The future of work will be about small businesses learning to grow smarter. #marketing #growth #smallbusiness #talent

Love seeing a job share at a senior level! They thought their career aspirations were limited while needing to work part time - a continued reality in the legal sector (and many others). Now, Tala Prowd and Helena Kolenbet bring a combined three decades to the role, and two heads to the position that are less likely to succumb to burnout and more likely to be able to start the work week refreshed and with more energy to make critical leadership decisions. What a win for their employer. As Tala said, "It is almost unheard of for a woman to make partner at a law firm or General Counsel if they work in a part-time capacity. If you’re part-time, there’s a ceiling.” Job shares can help change this, as can more enlightened employers rethinking how roles are structured. Great to see this Wesley Mission Queensland https://lnkd.in/g3AbQep3

JOB SHARING is the workplace equivalent of a tandem bike ... Gone are the days when traditional nine-to-five roles ruled the roost. Today’s workforce is looking for options that fit their lives, not the other way around. Job sharing – where two employees split the responsibilities of a single position – is emerging as an appealing way to keep careers on track without overloading the to-do list. For employees, the appeal of job sharing often boils down to winning back precious hours. Whether it is for family commitments, personal pursuits or even side hustles, job sharing allows workers to tap into their potential without feeling overclocked. In an era where burnout can feel like an occupational hazard, sharing the load can make all the difference. Employers, on the other hand, are finding that job sharing keeps the talent pool brimming. Instead of losing skilled workers to the off-ramp of resignation, organisations are offering a more flexible lane. Workers who might otherwise hand in their notice are staying on, grateful for the chance to shift gears rather than park their careers altogether. For industries grappling with talent shortages, job sharing is a clever way to keep both wheels of the workforce spinning. The arrangement also brings a fresh set of tyres to the workplace. Two people sharing one job means a wider range of skills and perspectives. While one person might excel in strategy, the other could bring expertise in execution. Technology is also driving the job-sharing trend. Tools like shared calendars, messaging apps and project management software ensure partners stay in sync even if they are clocking in at different times. The days of scribbled handover notes are over. Today, a quick email can keep the handover as smooth as a freshly waxed floor. But job sharing is not without speed bumps. Coordinating tasks requires careful communication while finding two individuals whose work styles mesh well can sometimes feel like trying to match socks in the dark. But when it works, it really works – and the effort pays off in spades. Offering job sharing as an option signals that an organisation values its employees’ wellbeing, not just their output. Job sharing is not just a workplace trend but a workplace tune-up. It allows employees to keep their engines running without risking burnout and gives employers the tools to retain and attract talent. While it might take some adjustment, this arrangement is proving to be a win-win that keeps everyone firing on all cylinders. In a world where flexibility is fast becoming the gold standard, job sharing is the hybrid vehicle of the workplace – combining the efficiency of shared effort with the adaptability to navigate modern life’s winding roads. #management #hr #leadership #work #workplace #flexibility #aimwa Cartoon used under licence: CartoonStock

Aimless networking won’t get you an interview: If you’re reaching out to people with: ❌ “Hey, are you hiring?” ❌ “Can you refer me for a role?” ❌ “I need a job—can we chat?” Then, you’re doing it wrong. Networking isn’t about ASKING for a job. It’s about BUILDING RELATIONSHIPS that create opportunities. Here’s how to have networking conversations that actually lead to job interviews: 1️⃣ Start with Genuine Interest and Intention of Building the Relationship After some research on the connections, reach out with curiosity, not desperation. Example: “I admire your career path in [industry]. What are some challenges you’re seeing within this space?” 2️⃣ Focus on Their Experience People enjoy sharing their journey. Ask thoughtful questions: ✔ What expertise have you developed in this role? ✔ What are the 2 biggest challenges you’re working on now? ✔ What skills have been most valuable for finding workable solutions? 3️⃣ Share Your Value—Naturally Instead of asking for a job, share what you’ve been working on (or had success in) that is relatable. Example: “I’ve been leading [specific projects] and applying my expertise in [industry]. Sometimes that experience can be a solution to X (one of the challenges they mentioned). 4️⃣ End with a Soft Ask and offer to be a resource for them. Don’t force a referral—invite guidance. Example: “Based on what I’ve shared, who else in your network would be appropriate to be introduced to?” 5️⃣ Follow Up & Stay Visible Keep the relationship alive—send a thank-you note along with a resource for them. Engage with their content, and if you met with a person they referred,  update them on your progress. The best networking is an exchange. It’s strategic and relational. Networking can be challenging if you view it one way.  Make it mutual. Let me know in the comments if you agree that both parties need to benefit from networking conversations and how you prepare to make that happen.

Many former consultants and industry executives are pivoting towards interim and fractional roles on management teams. These short-duration and project-based roles leverage their specialised skills and experience. Increasingly, mid to large-size businesses are embracing this type of solution to their talent needs, particularly favoring experienced practitioners who have held similar operating roles in the past. For mid-sized organizations, attracting a C-suite level executive or former consultant on a fractional basis is both cost-effective and efficient given their needs. Moreover, while operating on a freelance basis, individuals are more accountable for their own success and the likelihood of attracting future opportunities. For the former consultant or executive, the benefits are clear. They are often paid more per day than they would otherwise be and can achieve a far greater degree of flexibility as well as diversity of opportunity. The extent to which this will be a disruptive trend is yet to be seen, but a pattern and willingness to trial such an approach is becoming very evident. We welcome conversations with businesses looking for seasoned executives with operational experience on an interim basis.

December 2024 JOLTS US Labor Market Update. The BLS released preliminary JOLTS data today for last December. Here are some takeaways from your friendly, neighborhood economist: 1. The # of seasonally adjusted job openings dropped to 7.6M (-0.6M) to end the year but were still above September levels. Job openings declined notably in Construction, Finance, Professional and Business Services, and Healthcare and Social Assistance. Arts, Entertainment, and Recreation is the only industry that saw a notable increase. Job openings also notably declined in the West Census region. 2. The layoff rate remained unchanged as expected and continued a solid run of job security despite slower labor market dynamics (i.e., pace of hires and quits). A notable acceleration in layoffs occurred in Transportation, Warehousing and Utilities, however this rise in layoffs was offset by a commensurate drop in quits. Also notable, the layoff rate in the tech-heavy Information sector was down compared to December 2023. 3. The hiring rate stabilized in the final quarter 2024 at its slowest pace since 2014. The most notable acceleration in hiring occurred in Finance, and the most deceleration in hiring occurred in Arts, Entertainment, and Recreation (leading to more job openings at the end of the month). 4. The quit rate remained around its 20-year average as a result of slower hiring. There were no notable accelerations in quits across sectors and a notable slowdown in quits in Transportation, Warehousing and Utilities (offset by layoffs). 5. Based on LinkedIn’s latest January data, we expect January’s JOLTS report to show similar trends as December with little meaningful change in hiring, layoffs, and quits. Of course, the JOLTS job openings series remain volatile and difficult to predict. The decline in job openings and with no increase in hiring in Professional Services will be unwelcome news for 14% of all employees in this sector as well as the disproportionate number of job seekers in this sector facing a slow hiring rate not seen since 2009 (the Great Recession and its aftermath). According to LinkedIn data, around a quarter of workers leaving Professional Services transition to Technology, Information, and Media and Manufacturing – two sectors where hiring also remains in the tank. Though unemployment in each of these sectors remains around and below the overall unemployment rate (https://lnkd.in/eATgrDst) and has somewhat stabilized, this enduring difficulty in finding a new job is why we keep seeing stories about “white-collar recession.” #jolts #linkedin

I’m constantly surprised at how unimaginative most companies are when it comes to job design, while completely missing that it's possibly the most powerful, untapped element of their EVP. Here’s what absolutely baffles to me: AI is fundamentally reshaping workflows and operations, the modern workforce is loudly craving (demanding even?) a completely new value proposition, and businesses desperately need agile, adaptive skill sets to keep pace with change. We see all of this happening... and yet we continue to design every single job across our organizations using the same formula: standard, 9-5, permanent, in-house roles with generic, department-based job scopes and levels. I want to see more companies get creative: ▪️ Complex roles that combine unexpected skill sets for portfolio-minded professionals. ▪️ Project-based, mission-driven contracts for people who take sabbaticals or mini-retirements (yes, that's a thing now) between engagements. ▪️ Cross-function or cross-department roles that tap into people's multi-faceted capabilities. ▪️ Intrapreneurships where employees can own and build initiatives with autonomy inside the organization. ▪️ Fractional roles that attract senior talent who can make crazy impact, but want flexible terms. ▪️ Return-ship roles for talent with incredibly deep connections and experience who want to pivot without starting from zero. ▪️ Part-time roles that unlock access to incredible talent who don’t have 40-hours/week to give. Companies willing to rethink how they define jobs would gain a serious advantage that goes far beyond salary and office "perks" that others simply couldn't compete with. #futureofwork #EVP #jobdesign