Starting to engage with the gig economy can be intimidating. You’ll have to consider hiring workers you have no history with. Your decisions will be based on a gig worker’s reputation (stars, reviews, experience, etc). With a brand new pool of applicants, it’s inevitable that you’ll experience a “No Call, No Show” or a “No Show” during your job. Over-hiring for gigs ensures that you’re getting the job done while also determining the best fits for your hiring needs. This strategy can help you fill your roster while identifying a pool of reliable workers you can contact for future opportunities.
What does a “No Call, No Show” or “No Show” mean for me?
Gig workers often praise the flexibility of independent work. Unfortunately, this can also mean that their schedules are constantly changing and evolving. Companies with employer/employee relationships can build “No Call, No Show” policies into their employee handbooks. These policies would detail consequences associated with an employee missing a shift and failing to notify their employer.
Because gig workers aren’t hired as company employees, it can be harder for you to enforce consequences if a shift or job is skipped. For example, difficulties