By Steve Saah, Executive Director of Finance and Accounting Permanent Placement, Robert Half
You never want to turn down good work, or the chance to expand your customer base and business. But if you don’t have enough staff or employees with the right skill sets to take on those opportunities with confidence, the risk is real that your small or midsize company may need to put growth on hold.
Hiring the talent your organization needs to succeed can be a challenge in the current labor market. Robert Half’s workplace research found that 85% of hiring managers for small businesses are facing difficulty recruiting talent right now — and an equal percentage of managers at midsize firms said the same. Our research also surfaced a related trend: More than half of managers at both small and midsize companies are increasing their use of contract professionals to meet business needs.
Hiring contract talent is an effective solution to bring relief to overworked teams and overcome critical skills gaps. However, because the shortage of skilled professionals is likely to persist in many fields, from finance and accounting to technology, business leaders at companies of all sizes may want to consider making a scalable talent model a permanent component of their talent management strategy.
A scalable talent model can help your company address its immediate talent needs but also put the business on firmer footing for the future. This staffing approach is based on the “shamrock organization” model that business expert Charles Handy introduced decades ago. It involves using a mix of core employees, flexible workers like contract professionals, and outsourced resources such as consultants, to help your business become more nimble, adaptable, productive and efficient.
A scalable talent model allows your firm to access specialized skills when and for as long as needed. Importantly, it can help you focus your internal resources on core competencies and strategic initiatives — the kind of work that makes the most of your team’s abilities and which they likely find fulfilling. That can help boost employee retention, which is a key concern for 77% of managers at small businesses and 80% of managers at midsize firms through the end of 2025, according to Robert Half’s research.
Another benefit of using a scalable talent model is that you may be able to tap the same contract professionals to support longer-term or multistep projects at your company. That consistency in staffing for your initiatives creates a more seamless (and less stressful) experience for your team. You may even decide to offer permanent positions to contract talent because they work so well in your organization.
Let’s drill down on several other positive outcomes your small business can potentially realize by embracing a scalable talent model as an ongoing staffing strategy.
Maintaining a fixed, full-time workforce involves a lot of overhead, including salaries, benefits and infrastructure expenses. With flexible staffing, your firm can mitigate these fixed costs while retaining the ability to scale your workforce up or down as business demands dictate.
This cost-effective approach can enhance your company’s financial resilience and competitiveness in any economic environment.
In addition to your team members having more time to focus on projects that make the best use of their knowledge and skills, a scalable talent model can give them more time to enjoy their life outside of work. They can maintain a healthier work-life balance and stay off the path to burnout.
If you offer flexible work arrangements for your core team, your small or midsize business also will be well-positioned to increase employee satisfaction and drive higher productivity and retention. Research for Robert Half’s 2025 Salary Guide found that flexible work schedules is one of the perks employees want most.
The business landscape is continuously evolving due to technological advancements, shifting client needs and expectations, and regulatory changes. Your small business must be able to adapt swiftly to unpredictable market dynamics to remain competitive.
When you use a scalable talent model, you can staff up quickly to meet changing demands and move fast to onboard specialized talent. This proactive approach helps your organization stay agile — and even ahead of the curve — so you can consistently deliver high-quality services to your customers, avoid turning down new work and growth opportunities, and devote more time and resources to innovation.
Unforeseen circumstances such as sudden departures of key staff, surprise surges in workloads or unexpected economic downturns can pose significant challenges for a small or midsize business.
If you use a scalable talent model, you will be better prepared to respond to these risks. This staffing approach also offers geographical flexibility, allowing your firm to access skilled talent from anywhere.
Rapid advancements in technology like generative AI and automation are reshaping many professions, requiring workers to quickly adapt to new tools, software and methodologies and even build entirely new skill sets. With a scalable talent model, your business can access professionals with in-demand skills and have your employees learn from them.
The strategic use of consulting solutions, which is another aspect of a flexible staffing approach, can also help your firm become more future-forward. Third-party resources can assist in selecting, implementing and customizing new technologies like AI, training and educating your staff members, assisting with change management, and much more.
A scalable talent model can be a critical safety net when your company’s staffing needs change unexpectedly, or when deadlines are looming and you know your team needs reinforcements. But if you only use this approach as a quick fix to manage workload fluctuations or cover gaps, you are overlooking a prime opportunity to make your small or midsize business more competitive and resilient.
As a feature of your overall talent management strategy, a scalable talent model can help you establish a robust pipeline of skilled resources you can tap into whenever needs arise. Having access to a mix of talent solutions to both complement and enhance your company’s existing capabilities will also enable your team members to deliver their best work, while under less pressure.
Ready to get started with using this staffing approach at your small or midsize business? Learn more about Robert Half’s talent solutions.
