As the talent it has on board defines and differentiates the efforts of any business, more and more companies are actively joining the war for talent and fighting it with every techno-tool at their command. Few companies are following the traditional staffing models in this era of disruptive staffing methods…aided by technology. In fact, technology has taken the task of staffing online and the different models of online talent exchanges are offering various options to engage individuals.
People get an opportunity to accept a packaged task (or project) or they can opt to pass through the various stages of online engagement, which begins with ascertaining the task involved, payment offered and contracting out services of an expected standard at a pre-set price, agreeing to link it to the feedback received at the end of the task. Here’s how some of that looks:
Bid for pre-determined tasks – The tasks are shared along with a price offer, which is predetermined, and bids are submitted by interested candidates who explain their proposed solution to the task, leaving the task owner to decide who has the winning bid. Selection depends entirely on the bid and what it offers – and this makes it a truly winning model for tasks that may require creative solutions and passionate executors.
Specific offers – Companies that need to scale up to demand and scale back when demand dries up, find this model exceptionally suitable to their needs as they put out task-based requirements, that are job-specific or vertical-specific offerings. They’re more successful with this approach as it provides flexibility and efficiency.
Talent pipelines – Companies are establishing online networks of alumni workers, job seekers and gig workers, who are interested in opting for openings with them, using technology to achieve this. These networks can offer cost and time efficiencies, allowing employers to scale up quickly when they are in need of new hires. Such networks may also be created online by engaging people with the right skills on social media networks such as LinkedIn and other forums. Identify the platforms that are attractive to the candidates you’re seeking to attract, and engage their attention through sponsored events and challenges offering prizes.
Recruiters online – Technology has made it possible to connect with recruiters who can offer you exceptional services without coming on board to fulfill your recruiting needs for an hourly fee. This innovative market development makes it possible for companies to pay for a recruiter for services rendered, and reduce their time-to-fill without having to get a recruiter on board.
Internships – Interns have always been a source of talent, but the intensity and planning that are brought to this option have no comparison with earlier efforts. Online platforms make it possible to source candidates, reaching deep into the various departments in universities to find suitable candidates even as they enter the portals of the institute and bring them onboard.
Professionals online – Many subject matter experts and professional consultants offer their services online across a variety of industries that are specifically seeking such expertise and skills.
As the growth of the freelance economy and online staffing platforms grow 60% in a year, the time has come for companies to leverage the value offered by the internet to source their workers. From Amazon’s Mechanical Turk to Gigwalk, as online staffing reaches new heights and plumbs the depths, the time has come for companies to make them an essential part of their talent sourcing efforts.
Continued learning and training opportunities through courses and seminars offer professional development, better opportunities and career growth that meets a candidate’s aspirational needs.
Coaching and training – Most training and coaching professionals are moving online, whether it’s to teach mathematics or music. Online learning platforms such as Lynda and Coursera are facing stiff competition from universities and educational institutions that don’t want to lose out in the race for assignments and reputation-building. Businesses are gaining in this situation by having their staff access courses relevant to their roles, with or without paying for a certification. They benefit from the workers’ improved performance without having to invest in a full-blown, full-priced training program.
Yet others may require a certified capability development, with continuous dialogue and ongoing evaluation for a fee, and as such needs can also be obtained online without having a huge budget and investment into on-site training resources. Such an initiative offers indirect benefits including improved employee engagement and reduced attrition.
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