3 ways to make Direct Sourcing of Temporary Staff Easy

The way current business operates in sourcing temporary staff is due for disruption from long time. In digital era of successful companies like Uber, Airbnb and other shared economy-based services and products, staffing industry operates on same old model of Customer, staffing vendor, body shoppers, etc. and Candidates. Although there are reasons why the staffing partner (sometime multiple) exist between who offers and who is seeking work, not always they add real value. Some of the redundancy and duplication can be avoided but it always been considered as  trade off with overheads of operation.

Are these only reasons why industry is due for change?

Easy way to find right skill resources, Insights in skill and availability of resource, True status of available candidates and their expertise.

For most of the industry, it’s quite difficult for internal HR or Recruitment team to deal varied skills and expertise requirements in addition to existing responsibility of HR. Temporary staff hiring is by nature a quick cycle and demands faster response. Usually sourcing/head hunting been performed by separate team or partnering staffing firm. Role of staffing partner is difficult to rule out. However, ultimate responsibility still lies with Company’s internal team to go through number of submissions, shortlisting and interviewing candidate.

What if, sourcing for temporary staff gets decentralized. The Managers themselves check the availability of right skill resource and post the requirements. They get insights on skills, past credentials, availability, demand in market and make decision keeping internal HR/Recruitment team in loop. What if there is way to instill confidence in authenticity of candidates and make informed decision without taking much help from internal or external staffing team. The internal system takes up the load of required agility to support this kind of decentralized process.

Trusted business partner for verifying resources for background check, HR compliances and authenticity of skills.

One of my recent experience while dealing with top consulting company that they audit their vendors to ensure that due process is followed while establishing contract. The term of contract like rate (i.e. markup), background check, insurance, etc. At the same time, I have seen same company has other staffing vendor who differs to some extent in that same process. There are very few staffing vendors who are afront in building trust between Customer and Candidate. There is always space for unknown and it happens most of the time with individuals and small service providers. Although it visibly seems like Company seeking candidate don’t get impacted by it but both sides (Company and Candidate) loose in long term.

Managing staffing through trusted business partner will bring lot of value for both hiring Company and Candidate. Being open and upfront about the terms will increase trust and reduce the hiring time.

Single mechanism to manage various multi-resource channels like Individuals, Services vendors and staffing vendor.

When it comes to augment temporary staff, big to medium size Companies are always limited by their system and process they use to deal with third party vendors. They are not as agile as they should be when it comes to onboarding any new resource or service provider with right skills and capabilities.

The biggest hurdle I can think of is system they use. Usually system defines process to be used to manage third party vendor and resources. It’s close to impossible for right skills resource or companies to get in direct relation with these companies unless they are already part traditional resource channel. Result of it is companies stay confined with same set of vendors within limitation of their system. Companies should investigate their system to manage multichannel work-force to get their work done.

How many companies are out there where their Team Manager can directly get in touch with right skilled resource with minimum process hassles. Even onboarded somehow, it’s always initial challenge to manage the contract execution within the system and process. Almost all the cases Vendors must follow different system from different customer and to some extent change for customer too. This is another reason Companies are against to bring new individual or staffing vendor.

I strongly believe that the industry is due for change. Say it as employee or employer’s market, fast paced, less redundant and highly efficient changes will benefit both allies in true sense.

Check my previous blog on related topic
https://www.aadiya.com/knowledge-space/2018/12/03/should-companies-start-looking-in-maintaining-temporary-resource-pool/

Please share your valuable opinion to make this topic more informative.