By Jack Coupland - Co-Founder of Rightlance. Writing about startups, healthy mindsets and leadership in all areas of life.
The thought of Creative Ops seems to be gathering momentum — with creative businesses across the world looking to increase their efficiency, productivity, and margins. With Heads of Creative Operations brought in to assist Creative Directors, businesses are understanding the value of having an individual focus solely on these tasks. From introducing project planning software, defining processes for asset delivery to time and resource allocation; anything to do with process and refining workflows is in the realm of creative operations.
Unsurprisingly, the percentage of a business’s workforce made up of freelancers is increasing all the time. Not only do they help you become more agile but they bring fresh thoughts, ideas, and specialised skills into your full-time workforce. To start thinking about integrating freelancers into your creative ops, you need to think about collecting, organising and collaborating with those freelancers; or to summarise, building a freelance talent pipeline.
Where does a freelance talent pipeline sit in a creative ops strategy?
When it comes to workforce management, a freelance talent pipeline comes into play when the resources needed to fulfill your workload is more than the people you have in your organisation, leading to a talent shortfall. To address this shortfall you use a freelance talent pipeline to select pre-vetted talent to work with.
Understanding your future requirements and building a pipeline to fulfill that should be a monthly task if you’re a small business, or weekly task, if you’re larger. You need to find highly talented, creative individuals that have the skill and experience to work well within your organisation before you need them, so you’re not caught short when the time comes.
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