Telecom Industry and the Future of On-Demand Workforce

The United States is obsessed with the concept of jobs. Every month, we are eagerly awaiting the Labor Department's job report, while the first question, when meeting a new acquaintance, is often "what do you do?" But this concept of focusing on jobs is wrong in our new economic reality - we should instead focus on work

The Bureau of Labor Statistics does not have an official number exactly how many contract-based workers there, but over the past 20 years, the number of workers who act as independent contractors, often through apps, has increased by about 27 percent more than payroll employees, according to  CNBC . Simply put, thinking about jobs alone - and training people for that reality - is a red heirloin.

This is beyond the " gig economy " moniker. We have entered the experience economy - a state of the labor market that values ​​skills and know-how and presents a new model of work that brings together capable individuals with companies that have work to do.

So why now? And how is this different than the gig economy? It starts with understanding how people are being trained today - and the fact that there is a skilled worker pool that is significantly underused.

Adapting for the experience economy

A 2016 Pew Research Center survey, The State of American Jobs , found that 87% of workers believe it is essential for them to get training and develop new job skills throughout their work lives in order to keep up with changes in the workplace. . But at the same time, a follow-up of the 2017 Pew Research Center survey ( The Future of Jobs and Jobs Training ) reported that people believe the traditional college degree will still be the primary measure of training and skills in 2026.

As we move towards a work-oriented or project-driven economy, the gap between what types of skills is in demand and the training programs for building these skills is increasingly shrinking. We are already seeing this happen as companies build partnerships with universities to influence their curriculum - IBM has a residence in many universities around the world, including at the University of South Carolina. ADP worked with the University of Texas at El Paso to develop a complete curriculum track on human capital management.

In parallel to the shrinking of this divide, the other gap we need to examine is how the existing skilled labor pool is being utilized. Labor data shows that there is a declining rate of labor force participation, especially in the United States, which is usually attributed to a population aging. Economists say the fix is ​​to expand the workforce.

I see this cause and effect differently. Declining labor force participation can also indicate that people are choosing to do something else because they do not have a better option. In other words, the declining labor force participation could also be a result of the fact that employers are not able to find the skilled workers who are out there and available to work.

Perhaps the best example of this is the telecom industry. The internet and mobile technologies have redefined what the telecommunications industry is capable of, but companies can not keep up with customer demand fast enough. This means that both business and consumer customers are growing impatient in their virtual queue, waiting for delivery of services. Service providers' reputations (and revenue) are at risk as they can not make good on their promises. And field engineers - people around the world who have the right skills and are available to work right now - can not find meaningful work, largely because service providers can not find them.

The common answer for telecom companies is to rescale their existing workforce. But considering the backlog of demand and the increasingly global telecom market, training is not scalable. At the same time, it's just not realistic to think that they can match their training with the pace of technology.

A growing chasm of available work and the talent who can do it

There's work to be done right now, and the talent is already there to fill these jobs. The experience economy requires a way to ensure that skilled workers are matched with opportunities when and where their specific skills are needed.

As CEO of  Field Engineer , I've seen this disconnect time and time again. Recently, a tier-1 telecom company wanted to work on a project in multiple global locations, which began in just a few weeks. But they only had field engineers on the ground in the US, and there was no way that they could find and onboard local engineers quickly enough. Again, the reality is that the expertise and talent we need may not be living and working where the work is happening.

In this new reality, this problem goes beyond telecom. Companies from Amazon to UPS and Macy's hire thousands of seasonal workers for the holidays. But these employees must have a specific set of skills -retail associates, drivers and even more skilled logistics and project managers. While there may be a perfect candidate for these positions in Boise, Idaho, looking for additional income and additional work, workers are required on the ground in Seattle, Washington, and across the country.

Connecting and embracing the experience economy

In May 2017, the Bureau of Labor Statistics will begin to collect data on contingent workers, signaling a formal shift in how our governing systems think about work. The next step is to use that data to analyze the skills that these contingent employees have and understand how - if at all - they are being applied.

Then, it's time we drew the dots in the experience economy to redefine how the B-to-B work gets done. We have the technology able to connect workers with work, but options like TaskRabbit do not translate well into the B-to-B world, where companies have very specific skills requirements.

The "future" of work is no longer years or months away - it's here. In order to prepare for this era of the experience economy, we must take a new approach to how the work is quantified, classified and completed.

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<~PostViwe~> | 1397/9/23  | ۰۹ | fieldengineer

How Freelance Engineers Integrate into Teams

In the years since technology has evolved, remote work has become a big deal. People work remotely to be one of the most comfortable ways of working, as there is less rigidity in the working day compared to 9-5 routine. Companies are also waking up to the benefits of their employees working remotely, and this is why they embrace that technology that makes it possible to differentiate staffing models.

By thinking creatively, a business can figure out a new way to leverage talent that may not be in their original sights by casting wider nets. When they relax the rules of working in-house, talent can be sourced globally for ongoing projects, and thus they can provide much better service to their clients. Companies have always hired freelancers or subcontractors in some capacity, but it's usually done for projects that are short-term, or to help an existing team that needs a temporary help.

It's a good thing, then, that the workforce is changing. We can not expect technology and communication to evolve if we are not willing to do the same, which is why the "contingent workers" are growing segment of the working world. Businesses who can see that there is a future in the hiring of flexible workers, powered by connectivity, they will be able to completely redefine how their work pool is put together.

A contingent worker is someone who does not have a contract for ongoing employment, and by bringing these employees into a project on a project basis, you are embracing the fact that you have a global talent pool, with leaner project teams that can provide solutions that are less expensive than before. The biggest bonus? A huge drop in what you pay for overheads, travel ***ts and training for these employees.

Contingent Worker Pros & Cons

As with anything, there are pros and cons to  hiring contingent workers , but the pros these are far outweigh the mishaps! Your business needs to change all the time, and using a contingent workforce allows you, as a jobseeker, to maintain your core staff while supplementing them during special projects that require additional expertise. There are some logistics involved in hiring employees that you do not directly supervise, so it's important to understand the benefits of your organization before you go ahead.


  • Nearly every single instance of contingent workforce engagements comes from using another company to manage its elements - such as payroll and other administrative responsibilities. It takes a lot of pressure from you, because you can be assured that you are getting the best talent possible without the rigmarole of sourcing it yourself.
  • This then allows you to make huge savings, as you do not have to put a budget together to hire and interview new staff to work for you.
  • Contingent workers - especially those in telecom - work in the field, and therefore there is no office overheads to factor in.
  • With the right company to manage the talent for you, you can feel secure that your freelance management is taken care of at all times.


  • If you have a project that is critical and needs to be completed quickly, you need to be able to find the right employees for the job and talent lack of this time can be a problem for you.
  • Keeping your employees involved is a challenge, but this comes from having no right on boarding sequences.

The good news is that you do not have to handle the contingent workers themselves, and the lack of talent in a critical time does not have to be a problem for your business. FE is one such organization that takes the difficult task of sourcing new  global field engineers  out of your hands. We have a pool of over 40,000 engineers in our network, which means that finding the specific talent you need for your job is not as much a problem as initially believed. Our platform connects your business to expert field engineers all over the world, offering you seamless communication between you and the engineers that you hire to get the job done.

In the telecom field, teams need to work together to accomplish major goals, which means that you may need to hire more than one field engineer at a time to get the project completed in time. If you're just hiring one person as a silo of information, your job will not be completed. It's important to have a point of contact and an open stream of communication with your contingent workers, because otherwise the project can not run smoothly. Businesses are finding that freelancers fit nicely into their team structures and  freelancer field engineers are in demand. This is obvious in this example here, as BT Openreach, a UK company has had a recent push for more than 250 engineers due to the demand for superfast broadband. Without field engineers, it would not be possible to complete such a huge job.

When you use a company like FE, you are getting communication built into the app - with other communication methods available for you to connect with field engineers and keep communication lines open with your staff. It can be tricky for a big business to relate to freelance staff to complete a project, but when you need a team of engineers working together, you also need space to check in with your team and see that they are on track, which is what the app can offer. You can see exactly what the team of engineers is working on through the app and have frequent check-ins to ensure that the project will be completed to the high standard you expect.

With Field Engineer's app integration, communicating with your contingent workforce has never been easier. Sign up for free  and hired experienced engineers for your project today!

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<~PostViwe~> | 1397/9/23  | ۰۸ | fieldengineer


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