The way current business operates in sourcing temporary\nstaff is due for disruption from long time. In digital era of successful\ncompanies like Uber, Airbnb and other shared economy-based services and\nproducts, staffing industry operates on same old model of Customer, staffing\nvendor, body shoppers, etc. and Candidates. Although there are reasons why the staffing\npartner (sometime multiple) exist between who offers and who is seeking work,\nnot always they add real value. Some of the redundancy and duplication can be\navoided but it always been considered as trade off with overheads of operation. <\/p>\n\n\n\n
Are these only reasons why industry is due for change?<\/strong><\/p>\n\n\n\n Easy way to find right skill resources, Insights in skill and availability of resource, True status of available candidates and their expertise.<\/strong><\/em><\/p>\n\n\n\n For most of the industry, it\u2019s\nquite difficult for internal HR or Recruitment team to deal varied skills and\nexpertise requirements in addition to existing responsibility of HR. Temporary\nstaff hiring is by nature a quick cycle and demands faster response. Usually\nsourcing\/head hunting been performed by separate team or partnering staffing\nfirm. Role of staffing partner is difficult to rule out. However, ultimate\nresponsibility still lies with Company\u2019s internal team to go through number of\nsubmissions, shortlisting and interviewing candidate. <\/p>\n\n\n\n What if, sourcing for temporary\nstaff gets decentralized. The Managers themselves check the availability of\nright skill resource and post the requirements. They get insights on skills,\npast credentials, availability, demand in market and make decision keeping\ninternal HR\/Recruitment team in loop. What if there is way to instill\nconfidence in authenticity of candidates and make informed decision without\ntaking much help from internal or external staffing team. The internal system\ntakes up the load of required agility to support this kind of decentralized process.<\/p>\n\n\n\n Trusted business partner for verifying resources for background check, HR compliances and authenticity of skills.<\/em><\/strong><\/p>\n\n\n\n One of my recent experience while\ndealing with top consulting company that they audit their vendors to ensure\nthat due process is followed while establishing contract. The term of contract\nlike rate (i.e. markup), background check, insurance, etc. At the same time, I\nhave seen same company has other staffing vendor who differs to some extent in\nthat same process. There are very few staffing vendors who are afront in\nbuilding trust between Customer and Candidate. There is always space for unknown\nand it happens most of the time with individuals and small service providers.\nAlthough it visibly seems like Company seeking candidate don\u2019t get impacted by\nit but both sides (Company and Candidate) loose in long term. <\/p>\n\n\n\n Managing staffing through trusted\nbusiness partner will bring lot of value for both hiring Company and Candidate.\nBeing open and upfront about the terms will increase trust and reduce the\nhiring time. <\/p>\n\n\n\n Single mechanism to manage various multi-resource channels like Individuals, Services vendors and staffing vendor.<\/em><\/strong><\/p>\n\n\n\n When it comes to augment temporary\nstaff, big to medium size Companies are always limited by their system and\nprocess they use to deal with third party vendors. They are not as agile as\nthey should be when it comes to onboarding any new resource or service provider\nwith right skills and capabilities. <\/p>\n\n\n\n The biggest hurdle I can think of is\nsystem they use. Usually system defines process to be used to manage third\nparty vendor and resources. It\u2019s close to impossible for right skills resource\nor companies to get in direct relation with these companies unless they are\nalready part traditional resource channel. Result of it is companies stay\nconfined with same set of vendors within limitation of their system. Companies\nshould investigate their system to manage multichannel work-force to get their\nwork done. <\/p>\n\n\n\n How many companies are out there\nwhere their Team Manager can directly get in touch with right skilled resource with\nminimum process hassles. Even onboarded somehow, it\u2019s always initial challenge to\nmanage the contract execution within the system and process. Almost all the\ncases Vendors must follow different system from different customer and to some\nextent change for customer too. This is another reason Companies are against to\nbring new individual or staffing vendor.<\/p>\n\n\n\n I strongly believe that the industry is due for change. Say it as employee or employer\u2019s market, fast paced, less redundant and highly efficient changes will benefit both allies in true sense.<\/strong><\/p>\n\n\n\n