Contingent Workforce Hiring: Three Latest Trends

The contingent hiring world is constantly changing, but during our work in this space recently we’ve spotted some trends.

In this blog we’ve summarised three trends that we’ve noticed in the contingent workforce world, giving you an overview of what the market is currently looking like so you can not only better understand it, but feel more prepared as you navigate your own contingent hiring plans.

So, what are the three trends we’ve noticed?

Trend 1: Total Talent Management

Increasingly, businesses are moving towards unified workforce strategies where all talent, regardless of contract type, is managed with equal importance and under one strategy or total talent solution.

Recent SIA (Staffing Industry Authority) data shows that 24% of companies with contingent workforce programmes already operate this way, and another 50% aim to follow in the next two years.

This approach can bring practical benefits like giving a clearer picture of skills across the board, better alignment between people and business goals, and the agility to flex resources as business needs change.

Ultimately, treating every member of the workforce as part of the core strategy isn’t a passing trend, it seems like it’s becoming essential for organisations that want to stay ahead.

Trend 2: Direct Sourcing

Direct sourcing is becoming a key strategy for organisations hiring contingent workers.

Rather than relying solely on third-party agencies, many companies are building and nurturing internal talent pools of contingent workers or working with partners to help facilitate this. According to the SIA, over one-third of businesses with established contingent workforce programmes are already using such direct sourcing, and another third plan to implement it soon.

The main advantages are quicker access to qualified workers, reduced costs by avoiding agency fees, and stronger employer branding through consistent engagement with talent pools and offering wider access to talent.

Trend 3: Recruit, Train & Deploy

The rapid adoption of Artificial Intelligence in business operations has had a significant impact on entry-level hiring. In fact, recent data from Indeed indicates a 33% decrease in graduate job postings for 2025 compared to 2024, with experts noting that graduates are now facing the most challenging early-career job market since 2018.

In response to these trends, businesses are increasingly considering upskilling and reskilling initiatives. ‘Recruit, Train & Deploy’ workforce solutions are expected to become more prevalent, as they directly address skills gaps by preparing candidates for specific positions and accelerating time-to-productivity.

This recruitment model can also support long-term early careers workforce planning through early investment in emerging talent and help enhance diversity and inclusion by focusing on potential and aptitude.

Conclusion

If you’re interested in learning more about these trends or having a chat to learn more about our own Total Talent solutions and Direct Sourcing capabilities, then please do get in touch.

We’ve also put together some advice on best practices for managing your contingent workforce and steps you can take to better manage this talent pool, you can check this out here: Unlocking Success: 5 steps to better manage your contingent workforce.