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These Are the 3 Biggest Trends in Workforce Innovation

Keeping up with the changing world requires constant innovation — and this includes hiring. Evolving technology, the shifting generational makeup of the workforce, and a candidate-centric market[...]

February 18, 2020

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Crowdstaffing Solutions Connect Hiring Managers With Top Talent

June jobs report -- great news for unemployment, bad news for employers with unfilled positions

According to the U.S. Bureau of Labor Statistics’ June jobs report, unemployment rates have been dropping steadily. The economy witnessed job gains in professional and business services, healthcare, retail trade, financial activities, transportation and warehousing. In fact, total nonfarm employmentincreased by 223,000 in June 2015, driving the jobless rate down to 5.3 percent. While the news is encouraging for the U.S. marketplace in general, it brings additional challenges for employers struggling to fill open positions.

We’re no longer in a buyer’s market. Across all industries, we’re noticing a glut of unfilled job orders.Candidates now have the upper hand in negotiations, and those with highly sought-after skill sets can command greater compensation, incentives and choices in employers. The problem for hiring managers,however, reaches beyond difficulties in attracting exceptional workers -- it’s finding them in a reasonable timeframe. Based on 2014 research from Glassdoor and DHI Group, it takes an average of 23 to 28 working days to fill a position -- longer than at any time over the past 15 years. And the situation’s worse for certain industries. Health services jobs, for example, require 42.3 days to fill. Financial services firms report an average of 41.2 days to find suitable candidates.

Waiting for candidates to complete applications on job boards or walk through your doors won’t solve the crisis. As operations run leaner, internal recruitment teams and hiring managers are stretched thin. If a recruiter happens upon the right candidate at a price the hiring manager can afford, then a great deal’s been inked. In today’s market, though, the odds of that seem to be dwindling. Let’s look at how employers and MSPs can optimize their hiring strategies by tasking these initiatives to staffing curators who are working in the Human Talent Cloud.

What is the Human Talent Cloud?

The Human Talent Cloud takes its name from “the cloud,” a term coined to describe elastic network computing. Like the cloud computing model, which enables universal access to a pool of sharedresources, the Human Talent Cloud provides a similarly networked structure that connects employers to vital human resources. Businesses have relied on crowdsolving and crowdsourcing as strategies to solveproblems using large groups of people in a flexible, real-time environment that overcomes the constraints of brick-and-mortar infrastructures. Generally, that means they reach into the Human Talent Cloud to find freelancers and independent contractors -- oftentimes with the help of online recruitment platforms.

However, pioneering new talent solutions are bringing out the full potential of the Human Talent Cloud to enhance and replace traditional staffing models for all business needs and positions -- not just one-offprojects. In these models, crowdsolving and crowdsourcing transform into robust Crowdstaffing solutions.

Smaller organizations, for example, may not have the resources to locate the best talent for seasonal needs, projects, temporary assignments, part-time work, sudden ramp-ups, or vital permanent positions. Internal recruiters have limited talent networks to draw from, and typically rely on a couple of major job boards. For MSPs using traditional placement agencies, these same limitations come into play -- sourcing efforts target a narrow pool of active candidates through a few job boards and social networks. Although more resumes arrive, hiring managers continue to struggle with finding the candidates they need.

Curating the Human Talent Cloud

Human Talent Cloud solutions inherently develop crowd-based networks of skilled talent and independent recruiters. Unlike online recruitment solutions, however, the process is supported by staffing curators to ensure complete labor compliance, quality and customer service. A Crowdstaffing model streamlines recruiting and hiring processes for time-strapped hiring managers.

The recruiter and talent networks built within the Human Talent Cloud open the doors to a vast array of sourcing tools, techniques and people, while reducing overhead. Whether you’re running your ownbusiness or leading an enterprise-wide MSP program, that’s crucial to maintaining your margins while receiving the workers you need.

There are obviously a lot of nuances and benefits to a Crowdstaffing solution, yet they don’t ignore the persistent problems that hiring managers encounter. In fact, they remedy them right out of the gate.Crowdstaffing models enable staffing curators to conquer the three biggest problems employers and hiring managers face when seeking exceptional workers: job descriptions and postings, marketintelligence, and candidate development.

Optimized job descriptions and postings

The first step in improving applicant response is to optimize job descriptions and postings. As TalentCulture’s Stephanie Hammerwold pointed out: “Sometimes we get so hung up on what our dreamcandidate looks like that we create a job description that is so complex that there are very few job seekers who have all the qualifications."

Many job seekers state that applications are too convoluted, complex and repetitious. Job descriptions, they feel, are not detailed, unique or specific enough to attract their attention. Today’s talent prefer tohave non-traditional and more captivating details in the job descriptions. Then there’s the issue of where to post them. Job boards are no longer the destinations of choice for young professionals.

Staffing curators tapping into the Human Talent Cloud have a tremendous advantage over traditional recruiters in terms of connections and insight: their recruiters represent countless companies and aredeeply entrenched in all hiring platforms, from standard job boards to social media, associations, groups, community organizations, new technologies such as Tinder-style recruiting apps (Jobr, Switch, Weave), and online marketplaces. 

  • Staffing curators, with their resources and tools, know how to draft compelling and socialized job descriptions that focus on cultural fit, employment brand, opportunities and the most relevant qualifications. They find this talent quickly and approach them with a compelling story. What hiring managers get back is a qualified, engaged and meaningful shortlist, in a dramatically reduced timeframe.
  • They have educated themselves to excel at determining realistic performance expectations, job duties, remuneration, compliance protocols and the identification of high caliber workers. Theseattributes enable them to perfectly match candidates to your business needs and culture, capture their interest, and hone job descriptions that allow your staff to better manage performance and output.

Seeing the entire marketplace through the Human Talent Cloud

In this buyer’s market, competition is fierce. Candidates have more options and are taking the most appealing in-demand positions. Without a vivid awareness of the competition, hiring managers lose their strategic edge. As Benjamin Gilad of the Harvard Business Review notes: “The first requirement for being competitive is to know what others in your space are offering or plan to offer so you can judge the unique value proposition of your moves. This is just common sense. The second requirement is to anticipate response to your competitive moves so that they are not derailed by unexpected reactions. That’s just common sense, too.

Gilad explains that companies spend millions trying to acquire competitive market intelligence through“armies of vendors” and technologies -- $20 billion annually, according to some estimates. And yet few of those companies use that information.

In a Crowdstaffing model, staffing curators develop diverse staffs of independent hiring experts who bring a wealth of past industry and organizational experience to the process. By culling recruiters from the Human Talent Cloud, staffing curators provide a wider, more comprehensive view of the overall market to clients and MSPs.

These professionals have worked with a variety of hiring managers across industries and job categories, enhancing their knowledge of real-world job needs, position requirements and applications. Through their breadth of insight, disparate experiences, global reach and perspectives from working with numerous talent programs, they understand the competition hiring managers face -- and how to strategically position them to rise above. Without spending a fortune on research, hiring managers and MSPs receive consultative recommendations on how to make their positions stand out, offer the most competitive rates for top talent, and promote benefits or incentives that entice quality workers.

Developing candidates, not just placing them

Today’s talent seek environments that mesh well with their values, support needs, work-life goals and ongoing development. Placing them in business environments that are conducive to these goals leads tothe success of the worker and the employer.

When recruiting top talent for the skills employers need now, and in the foreseeable future, staffing andrecruiting professionals are concentrating on fit -- sourcing workers based on matches to established skills and experience. And they are providing them with unique resources and tools to help facilitate andenhance the quality of their job searches, their integration to new business cultures and their careers.

Skilled recruiting professionals are adept at securing candidate acceptance for offers. And this is becausethey’re spending more time and effort baiting the hook, working the line and interacting with prospects. Recruiters in a Crowdstaffing model take this a step further by coaching the right candidates, helpingthem develop compelling personal brands, guiding them through the hiring process, providing critical feedback and continuous improvement suggestions, and even counseling them on approaches fornegotiating offers or counteroffers.

These workers come to organizations satisfied and eager to contribute, while those hiring managers andMSPs have greater assurance of lasting contributions from committed talent. Even for contingent assignments or project-based engagements, retention is paramount to performance, cost efficiencies and timely successes.

Harnessing the power of the Human Talent Cloud

There’s a reason why cloud computing defines the 21st century’s digital processes: it’s scalable, efficient, coherent, on-demand and leverages economies of scale. Why shouldn’t the Human Talent Cloud define this era’s staffing practices? Harnessing the power of the Human Talent Cloud maximizes the effectiveness of the shared resources for programs of any size, optimizes access to critical resources, and allows those resources to be dynamically reallocated on demand. A Crowdstaffing solution, one that seizes the myriad advantages of the Human Talent Cloud, helps hiring managers and MSPs run faster, leaner and at higher levels of productivity, allowing them to concentrate on efforts that fuel the growth of their businesses -- not their infrastructure.

Sunil Bagai
Sunil Bagai
Sunil is a Silicon Valley entrepreneur, thought leader and influencer who is transforming the way companies think about and acquire talent. Blending vision, technology and business skills honed in the most innovative corporate environments, he has launched a new model for recruitment called Crowdstaffing which is being tapped successfully top global brands. Sunil is passionate about building a company that provides value to the complete staffing ecosystem including clients, candidates and recruiters.
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