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 providers, expertise and lots of different industries are spending large to develop the energy of their manufacturers and win new clients. 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, in terms of hiring contingent employees, why aren’t we doing the identical?
Direct sourcing is the method of attracting contingent employees utilizing a branded expertise group. It sounds easy sufficient, however how does this profit HR and Procurement?
Traditionally, HR and Procurement have typically performed very totally different roles inside organizations. Procurement is accountable for contingent labor which incorporates participating with exterior suppliers for payrolling, sourcing, and onboarding expertise. Whereas HR is accountable for the everlasting worker lifecycle together with sourcing, inside onboarding, profession development and extra.
Nevertheless, the rising proportion of contractors, freelancers, and versatile employees 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 employees are abruptly open to everlasting positions due to the flexibility to work from anyplace. In consequence, the 2 groups want to contemplate how they will work collectively in a manner that advantages each departments.
Attracting and constructing a versatile workforce
LiveHire information exhibits that 46% of employees 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 position preferences throughout every division are now not black and white and Procurement and HR can use this to each their benefits in terms of hiring expertise.
With the expertise scarcity at the moment, each groups have to work collectively to make sure no expertise slips via the cracks. This may be completed by utilizing 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 all sorts of expertise
- Complete expertise administration and visibility
1. Leveraging the model to draw extra expertise
Candidates at the moment are wanting 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 proper 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 manner that HR does. Procurement ought to have the ability to supply and appeal to expertise from a number of areas (profession pages, web site, social media, job advertisements, and so on) right into a single vacation spot.
Placing the model entrance and heart for contingent roles will increase model consciousness, which can lead to extra purposes and extra certified candidates which will even be open to everlasting roles sooner or later.
LiveHire’s platform allows organizations to draw all forms of expertise right into a single expertise group that may be searched and filtered by position kind preferences, authentic sources, and extra. This single vacation spot is promoted throughout a number of channels by utilizing the employer model to draw candidates.
2. Making a extra constant candidate expertise for all sorts of expertise
It’s no secret {that a} unhealthy candidate expertise will lead to increased utility withdrawals, extra job rejections, and a destructive affiliation with the group that can closely impression the backside line.
Tips on how to create a extra constant candidate expertise
- Ship well timed messaging
LiveHire automates affirmation messages upon utility and encourages communication all through the recruitment course of to maintain candidates knowledgeable of their utility. - 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 manner for candidates to speak with sourcers and recruiters
LiveHire’s two-way texting makes it simple for candidates to reply shortly, even when they’re on the go.
Candidates who’ve a constructive 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 scale back the withdrawal charge. In actual fact, on LiveHire candidates from the expertise group and expertise pool have the best shortlist to rent charge throughout all channels.
3. Complete 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 position choice kind together with everlasting, half time, contract, and FIFO. Customers may also construct expertise swimming pools with our smart-matching algorithms to uncover expertise primarily based on position preferences, expertise and over 30 different position 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 help fill the gaps for scarce expertise and scale back time to rent and price to rent for each departments.
