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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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Scalable, Limitless Recruiting Power: Crowdstaffing

Leveraging the power of the crowd: an historic solution with a modern makeover

The contemporary concept of “crowdsourcing” entered the business lexicon around 2005 when Jeff Howe and Mark Robinson, editors at Wired Magazine, coined the term after observing how businesses were leveraging the Internet to outsource work projects to a disparate and often times unrelated group of individuals. Howe and Robinson concluded that a new model was emerging, in which companies were “outsourcing to the crowd.” Days later, the pair published their influential article “The Rise of Crowdsourcing,” laying the groundwork for what has become an increasingly crucial aspect of problem-solving and innovation for companies of all sizes and markets (Howe, Jeff. “Crowdsourcing: A Definition.” Wired, June 2, 2006).

“Simply defined,” Howe wrote, “crowdsourcing represents the act of a company or institution taking a function once performed by employees and outsourcing it to an undefined (and generally large) network of people in the form of an open call. This can take the form of peer-production (when the job is performed collaboratively), but is also often undertaken by sole individuals. The crucial prerequisite is the use of the open call format and the large network of potential laborers.”

Three years later, scholars and academic researchers joined the ranks and began promoting the philosophy of this “online, distributed problem-solving and production model” around the world, each one incorporating an expanding set of methodologies, rules and best practices. Yet one principle has always persisted: by broadcasting problems to the public through an open call for contributions, a diverse team of amateurs and experts will deliver fresh perspectives, novel approaches and unique means for attacking and resolving issues.

Although many of us think of crowd-based outsourcing as a relatively modern business development, championed by the IT sector, the reality is that organizational and governmental leaders have been tapping into the limitless potential of the populace-as-problem-solvers for centuries.

  • In 1714, struggling to determine a method for measuring a ship’s longitude, the British government publicly offered a financial prize to any person who could devise the best solution.
  • The Oxford English Dictionary, published in 1884, was the result of 800 volunteers who catalogued words to create the first fascicle of the now revered dictionary.
  • The iconic Sydney Opera House in Australia? Those expressionist-inspired shells that dot the edge of Bennelong Point in Sydney Harbour sprung from the mind of Jorn Utzon, the architect selected as winner of the 1957 design competition for the performing arts center.
  • And we can’t forget the 2001 launch of Wikipedia. Like the OED, this free Internet encyclopedia evolved from the efforts of volunteer contributors, who continue to create and edit the content of the growing knowledge repository.

The crowd as today’s most vital labor pool

Today, artisans and innovators found amid the crowd have become partners of choice for organizations striving to answer perplexing innovation and research questions, which have eluded their internal teams. And yet, there exists untapped potential in the same crowds for staffing professionals and MSPs in need of fresh contingent labor sources, regardless of skill sets, categories, jobs or industries. We believe there are vast marketplaces of talent waiting to be courted and engaged through these unconventional channels.

Through a broad array of social media -- such as Facebook, Twitter and Instagram -- creative recruiters are building global benches of passive and active candidates by interacting with people to discover their job skills and career goals. Social networks allow staffing curators to post relevant positions that become available, with a captive audience of prospects who are ready to respond.

So why not broaden these concepts, bolstered by the limitless availability of the crowd, as a way to tackle fundamental problems with crowdsourcing: the lack of visibility? Through a “people in the cloud” outsourcing model, we have at our disposal an effective means for seizing labor arbitrage opportunities without incurring the same infrastructure costs as traditional outsourcing initiatives. The concerns that companies express center on limited insight about the resources working on projects, knowledge of their backgrounds, intellectual property rights and domain-specific expertise.

Through a Crowdstaffing solution, however, staffing curators can utilize robust private marketplaces to facilitate the procurement process, support the full servicing and management of talent, create scalable and limitless recruiting power, and ensure 100-percent compliance with all employment regulations. A carefully crafted and thoughtful Crowdstaffing solution supports a unique, innovative, and end-to-end fulfillment model to meet the demands of the 21st century’s heightened staffing requirements.

For today’s MSPs, this groundbreaking model can produce unrivaled results: delivering talented people with fast submission times and infinite scalability for high volume hiring needs. Download our latest eBook now to learn more about “The Evolution of Talent Fulfillment: Crowdstaffing.”

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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