As automation inserts into internal and external recruitment tasks, is automation skipping over International labor law compliance? Globally, labor laws change and are enforced quickly. Until automation is tied directly into in-country municipalities, lawful compliance shields are the only method to properly pay workers outside of your border. – Louis B. Calamaras
“The war for talent is fast outwitting recruiters, thanks to the changing landscape of the talent economy. From increasing restrictions on offshoring to the rise of a contingent workforce, a number of new challenges are being thrown to recruiters. They must turn to technology to be able to tap into the gig economy workforce which comprises of part-time workers, contract workers, freelancers and others. How to make the most of this unique workforce, with their unique needs, seems to be the top-priority question bothering recruiters.
The answer seems to lie in technology automation of recruitment tasks. In fact, a recent report of a Bullhorn Engage conference survey said that 67% of recruiting pros believe automation will promote top talent by freeing them up from tasks such as scheduling and screening candidates. 33% said that they planned to replace a portion of their staff with technology to reduce administrative costs. Clearly, technology is playing a larger role in recruitment with each day. This is a must, considering the gig economy is on the rise.
The way recruiters view talent needs to change. A more open and accepting mindset towards independent workers needs to be ingrained. More importantly, the HR Technology used for recruitment must also factor in this change. We see a lot of recruitment tools and systems for full-time workers, but hardly any for the onboarding, engagement, learning, and career planning of contingent workers.
This state of affairs is a stark contrast to the reality of today. A survey by the McKinsey Global Institute found that about 20-30% of the global working-age population perform some type of independent work regularly. In the US, this number is said to be about 34% of the working population, according to Intuit. This is a significant chunk, and both employers and HR Technology companies must wake up to the fact that recruitment processes and technologies must include this workforce.
The solution is to think of recruitment as a sales function. As a recruiter, you are after all selling the organizational brand. To cater to the gig economy, this means creating a distinct employer value proposition—one that caters to the values of the gig workforce. This means presenting job roles and culture that espouses freedom, independent accountability, entrepreneurial mindset, etc. Technology can help in profiling of these unique candidates (or potential candidates) and help track and source from hidden talent sources such as returning mothers and returning entrepreneurs. Data can be used effectively to unleash opportunities for talent search. It is all about recruiters and HR strategists realizing that the gig economy is here to stay and the sooner they align HR systems and processes to this reality, the better they stand to gain.”
The above article was originally posted on HR Technologist July 14, 2017. Click here to see the original posting.
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