Recruiting talent is one of the biggest challenges faced by employers today, since candidates are well-connected like never before with better control over how, when and where they work.
Drawing insights from “The Randstad Sourceright 2015 Talent Trends Report,” here are some guidelines for employers and HR managers to effectively recruit the mobile-enabled, on-demand workforce.
“Technological advancements have created a new breed of worker that has more say than ever in where, when and how often they work,” said Robert Lopes, president, Recruitment Process Outsourcing (RPO) for Randstad Sourceright.
“While this may present certain challenges for employers, it also opens new doors – as long as they can match the technology prowess of their employees and deliver the modern experiences they expect.”
Based on the findings from HR directors, talent acquisition managers and business leaders, there are five key defining trends on how companies are overcoming talent shortages and skills gaps by leveraging an increasingly mobile and always-connected candidate pool. These trends are:
As more job seekers expect a mobile-optimized candidate experience, employers must be ready to deliver a candidate friendly user experience, enabling candidates to view their open positions, learn about the company and apply to jobs all on their mobile devices.
This also entails facilitating how those candidates can apply beyond the standard resumes, whether applying via their LinkedIn profiles or submitting video resumes. Overall, employers must adapt to recent technology advancements and ensure enough bandwidth is available to address the habits of today’s mobile workforce.
This highly connected workforce has made it easier than ever before for companies to employ top talent located anywhere in the world, ensuring they have access to the right-fit talent, wherever those individuals may reside.
According to Randstad’s survey more than three-quarters (77 percent) of employers feel the need to create greater flexible working options, such as variable work hours, job-sharing or work from home arrangements. Not only does remote working enable employers to access the right talent they need to fill in key positions and job gaps, but it also provides those remote workers with greater work-life balance, thus resulting in higher employee satisfaction.
Not only are employees demanding more control over where they work, but they also want more say in when and how much they work, leading many to become independent contractors.
But it’s not just the workers who benefit from such arrangements, even employers do. Employers can build a more talented and agile workforce, whom they can call upon to assist with pressing projects, and scale back during quieter times.
Total spend under MSPs (Managed Services Programs) continues to grow, and the rise of the independent worker is one of the leading drivers. With more workers now classified as “flexible,” whether contingent, contractor or statement of work, MSP providers are being asked to deliver greater value in addition to cost savings, by playing a greater role in the selection and ongoing management of this contingent talent.
Although technology has enabled the growing contingent workforce, could there be a downside to this level of connectivity? Overall, 79 percent of organisations and employers indicate that keeping pace with rapidly evolving technology is an ongoing challenge for them.
While the impact of constant connectivity on productivity remains to be seen, employers may want to encourage their employees to take a device detox, by not checking emails at night and during weekends, or while they are on a vacation.
Image credit: flickr.com