At first glance, the term fractional may evoke negative feelings. After all, anything categorized as fractional could be construed as fractionalized, which according to the dictionary, means “to divide or splinter into fractions, sections, factions, etc.” Such a distinction may lead some people to naturally assume that those things described as fractional or fractionalized are in all likelihood inferior to that from which they are separated. But is this second-class descriptor accurate?
Talent in today’s workforce is more than a commodity, it is a necessity. Having the right people in the right position at the right time ensures those at different levels of any organization or business hierarchy are well-equipped to adapt faster than the competition for a more dynamic economy. From the lowliest worker to the highest executive, talent endows each individual with an area of specific insight, or specialization vital to the company’s smooth operation and continuous growth. So, what would happen if the terms fractional and talent began to intermingle?
As it turns out, fractional talent is a workforce strategy already being utilized by a number of business leaders. Cursory analysis of search engine results delivered from the term reveals a slew of publications, each of which highlight the benefits of fractional talent as an occupational strategy and organizational principle.
What is Fractional Talent?
While the exact definition of fractional talent varies somewhat from article to article, those who have brought awareness to it generally agree on the advantages afforded by such an approach. According to Matt Widdoes, author of the 2022 article
The Future is Fractional: How Remote Work Opened Doors For Decentralized Talent published in Forbes, the concept of fractional talent is akin to what he refers to as fractional hiring. Regardless of phraseology, it seems both labels speak to the same methodology that seeks to free business personnel from the limitations and constraints incurred by an on-site business environment.
In Andrew Van Dam’s Washington Post Article - The Remote Revolution Could Lead to Offshoring Armageddon, he shares important data and trends including from Gusto, a leading payroll company, showing the number of payments to fractional contractors has risen 56% since 2019.
Van Dam also quoted our ShapeConnect CEO, Brian Zielinski,
“I think people are looking for the flexibility now of outsourcing personnel versus hiring.”
The Appeal of Fractional Talent
Widdoes and Van Dam are far from alone in their appraisal of fractional talent’s attractiveness as a model by which business leaders can directly mold and positively impact their workforces. Though not without some challenges, agencies like Higher Talent Solutions, a third-party recruitment firm, outline the many benefits of fractional talent, especially for small and mid-sized businesses (SMBs):
The Benefits
ShapeConnect: Your Platform for Connecting to Fractional Talent
At ShapeConnect, providing solutions and solving challenges is not just a mere guiding principle or mission statement, it is a central tenet essential to a morally sound work ethic and successful business acumen. Created for business owners and tech leaders by business owners and tech leaders, our platform is a thriving repository of vetted business and tech professionals spanning an array of industries and specialties with which you and your company can confidently rely on and evolve.
In key areas such as accounting, marketing, operations, human resources, technology, & web development, tapping in fractional experts to deliver fresh perspectives and execute your projects faster is more important than every in today's economy.
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