Because the creative services, entertainment, and event services industries rely on agile talent to assist in delivering a fantastic experience for its clients and attendees, we all know the importance of finding, choosing, and scheduling the right people. If somebody hits the wrong button (or even the right one) at wrong time, it can lead to a catastrophic failure. It can also lead to losing a great client or an embarrassing mess to clean up with your company’s name on it.
I recall someone from Saatchi & Saatchi saying that you spend your entire career building a reputation, and you can lose it in a second. It’s harsh, but kind of true when you play in that space. That’s why when people who manage these live events find someone they trust to perform at a high level, consistently, they always go straight back to them. And for good reason because there is an immense amount of comfort knowing you don’t have to worry about whether or not they will perform. Makes complete sense, right?
Well, maybe not. Agile talent is what it is…agile. These top performers have loads of skills and no shortage of companies requesting their services. Because this highly specialized talent has myriads of options (money is NOT always the determining factor BTW), they can go work on any gig they want, whenever they wish, at the drop of a hat. They’re that agile. The question is: Is your database of talent that agile? How fast can you find a replacement with no discernible drop-off in skills to fill the breach when the person you’ve relied on for so many shows is no longer available?
Since I’ve started at LASSO, I’ve had hundreds of conversations regarding agile talent with C-level teams who run some of the leading companies in the industry, and they’re all concerned with four things: One, not having a deep enough bench. Two, not giving other talent an opportunity. Three, compliance issues and operational challenges related to the Affordable Care Act (ACA) (moving from a 40 hour a week to 30 hour a week threshold for part time employees). And four, how to deal with employee misclassification and transitioning from 1099 contractors to part time W-2 employees.
Things are starting to change, and it’s fun to watch. Over the next few weeks, we’ll discuss these issues and how the industry is planning on addressing these challenges. Any ideas on how your organization is going to tackle this?
