Do you know that many firms spend upwards of 10% of their yearly turnover on advertising and marketing and branding? This isn’t only for retail manufacturers both – monetary companies, expertise and plenty of different industries are spending large to develop the energy of their manufacturers and win new prospects. Savvy HR leaders leverage these advertising and marketing investments to boost the group’s employer model and talk the worker worth proposition (EVP) throughout the entire worker lifecycle. So, on the subject of hiring contingent staff, why aren’t we doing the identical?
Direct sourcing is the method of attracting contingent staff utilizing a branded expertise group. It sounds easy sufficient, however how does this profit HR and Procurement?
Traditionally, HR and Procurement have usually performed very totally different roles inside organizations. Procurement is accountable for contingent labor which incorporates partaking with exterior suppliers for payrolling, sourcing, and onboarding expertise. Whereas HR is accountable for the everlasting worker lifecycle together with sourcing, inner onboarding, profession development and extra.
Nonetheless, the rising proportion of contractors, freelancers, and versatile staff within the job market implies that HR and Procurement, which beforehand sat in separate siloes, are actually overlapping. Everlasting hires are on the lookout for contract work and contingent staff are out of the blue open to everlasting positions due to the power to work from wherever. In consequence, the 2 groups want to think about how they will work collectively in a approach that advantages each departments.
Attracting and constructing a versatile workforce
LiveHire information reveals that 46% of staff who utilized for contingent roles are additionally open to everlasting positions. Equally, 33% of those that utilized for everlasting positions are open to contingent roles. The function preferences throughout every division are not black and white and Procurement and HR can use this to each their benefits on the subject of hiring expertise.
With the expertise scarcity right now, each groups have to work collectively to make sure no expertise slips by means of the cracks. This may be finished through the use of employer branding to draw all forms of expertise to a single expertise group vacation spot.
Advantages of utilizing employer branding to draw all expertise
- Leveraging the model to draw extra expertise throughout totally different channels
- Making a constant candidate expertise for every type of expertise
- Whole expertise administration and visibility
1. Leveraging the model to draw extra expertise
Candidates right now are trying greater than ever to work for firms that align with their values. HR is working tirelessly to create an EVP that aligns to these values and attracts the best candidates. Procurement can leverage this branding (with slight changes) to proceed attracting the fitting kind of expertise to the group.
Your expertise system ought to present a platform that allows Procurement to showcase the employer model in the identical approach that HR does. Procurement ought to have the ability to supply and entice expertise from a number of places (profession pages, web site, social media, job adverts, and so on) right into a single vacation spot.
Placing the model entrance and middle for contingent roles will increase model consciousness, which may end up in extra functions and extra certified candidates that will even be open to everlasting roles sooner or later.
LiveHire’s platform permits organizations to draw all forms of expertise right into a single expertise group that may be searched and filtered by function kind preferences, authentic sources, and extra. This single vacation spot is promoted throughout a number of channels through the use of the employer model to draw candidates.
2. Making a extra constant candidate expertise for every type of expertise
It’s no secret {that a} dangerous candidate expertise will lead to increased software withdrawals, extra job rejections, and a detrimental affiliation with the group that may closely affect the backside line.
How one can create a extra constant candidate expertise
- Ship well timed messaging
LiveHire automates affirmation messages upon software and encourages communication all through the recruitment course of to maintain candidates knowledgeable of their software. - Reinforce the branding all through the entire course of
LiveHire’s platform shows firm branding and actual recruiter names in all messaging and touchdown pages to make sure candidates know precisely who they’re speaking with and from what firm. - Present a straightforward approach for candidates to speak with sourcers and recruiters
LiveHire’s two-way texting makes it straightforward for candidates to reply shortly, even when they’re on the go.
Candidates who’ve a optimistic expertise when making use of for a job, whether or not it’s contingent or everlasting, will inevitably be extra responsive when being requested to use for future roles and can cut back the withdrawal fee. In truth, on LiveHire candidates from the expertise group and expertise pool have the very best shortlist to rent fee throughout all channels.
3. Whole Expertise Administration and Visibility
Making a unified location for expertise will in the end lead to an total view of the expertise workforce from the group.
LiveHire permits organizations to simply search and filter their expertise group by function choice kind together with everlasting, half time, contract, and FIFO. Customers can even construct expertise swimming pools with our smart-matching algorithms to uncover expertise primarily based on function preferences, expertise and over 30 different function necessities.
With LiveHire, organizations can take a holistic strategy to their expertise recruitment, whether or not it’s everlasting or contingent hires. HR and Procurement may also help fill the gaps for scarce expertise and cut back time to rent and price to rent for each departments.