Millions of young Americans are experiencing a “quarter-life crisis.” They understand that the economy and the nature of work have changed forever. Talent today want more bang for their buck. They want to leave a mark, make a contribution, have a purpose. In short, they’re seeking a calling more than a career. They crave meaning, autonomy, and exploration. Managing one’s vocation successfully is no different than managing a business. And that’s why the contingent workforce has the power to[...]
The contingent workforce no longer steps in for temp assignments, seasonal needs, or one-off projects — skilled contingent workers are being courted to fulfill imperative enterprise functions. Yet we must also remember that qualified, in-demand talent have choices. And although they aren’t permanent members of the team, creating a rich employee experience is just as important in attracting and retaining them. MSPs — who’ve broadened their responsibilities in managing the blended workforce — understand this and can help clients create a rewarding experience for workers of all types.
Interviews are tough - even a hiring manager who has been doing them for years could tell you that. Both parties are trying to learn as much about each other as possible in as little time as possible, all while trying to ignore the obvious tension of frazzled nerves clouding the room. Thankfully, casual interviews have become popular as of late, due to a growing millennial workforce and a bigger emphasis on candidate experience. And though they may just seem like some hip new trend, they’re actually pretty effective.
Think about the last time you applied for a job and never heard back. It was sort of discouraging, right? Days, weeks passed by as you eagerly awaited a response. Were you overqualified? Under-qualified? Maybe your cover letter wasn’t eye-catching? All these unanswered questions likely left you feeling confused and perhaps even a little bit angry.
Now, imagine the roles are reversed and you’re the potential employer who left the applicant hanging on the line. Somewhere out there, your rejected candidate is telling others about their negative experience. And if that candidate was also a customer, you might have a problem on your hands.
Tags: candidate experience