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Why companies are turning to on demand work

Written by

Jessica Marrazzo

Posted on

July 4, 2022

There’s no doubt that the Covid-19 pandemic has transformed the way we live, work and do business. With 95% of fashion and luxury purchases are set to take place online by 2040, the fashion and luxury industries are quickly moving into an era of digital transformation. As they look to accommodate new business opportunities, companies are faced with the choice of either quickly upskilling their existing employees to meet their needs, or bringing in agile consultants who can hit the ground running. 

The concept of the gig economy is nothing new in itself: it’s something that’s mainstream in the tech and healthcare industries, for example. Over the past couple of years, many thought leaders within our own sector are starting to welcome the idea for themselves as the workforce evolves. What’s more, we’ve seen that digital-first companies are starting to think about how they can integrate consultants into their workforce on a company-wide basis. So, what’s accelerating this change right now?

Companies have skills gaps

The industry is changing so quickly, and companies have had to pivot to accommodate their evolving needs. We’ve particularly seen this within the luxury industry, as an increasing amount of brands are investing in the digital sides of their businesses. As we continue to speak to clients, we’re acutely aware of the need to find people who have the cutting-edge skills and experience needed to take their projects to the next level. Likewise, there are many consultants who relish the challenge of solving complex problems on short-term projects, providing them with the mental stimulation they’re craving. Being able to showcase their key results in their portfolios is also a great way to make them more marketable for their next roles.

Discovering a wider talent pool

As companies begin to double-down on their diversity and inclusion efforts, the talent pool is widening. It’s something that’s incredibly exciting in a sector that has traditionally been so specific to the fashion capitals of the world. Luxury leaders are now realising that workers don’t need to necessarily be bound to their geography, working hours or lifestyle commitments, depending on their roles. Throughout the hiring process, we work closely with our clients to reduce the human bias that might have traditionally crept in, focusing instead on finding the right talent and personalities to meet team needs. 

They can reduce time to market

Building out a full and experienced team in the traditional way can take a lot of time and capital investment. When working in such a fast-paced industry, these are two elements that are luxuries in themselves. What’s more, experienced consultants may enjoy getting involved in the strategy and set-up of a project, but may not necessarily need to play as active a role in the maintenance phase that follows. This can be costly for business and result in reduced engagement across the team. Over the past few years, we’ve supported both start-ups and large organisations to quickly and effectively bring their ideas to life, bringing incredible results to businesses. Our recent eBay case study is a great example of that. 

Interested in becoming your own boss and exploring new opportunities in fashion and luxury? Sign up for your free Dweet profile to start the next chapter of your career. 

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