How HR Professionals Can Keep Pace In The Gig Economy

Tips to stay agile

As the gig economy grows, today’s HR professionals must be more agile than ever before.
 
According to an annual review of the labour market by Statistics Canada, the number of employees with temporary jobs grew at a faster rate than those with permanent jobs in 2017. But this is actually nothing new, temporary employees have outpaced those in permanent roles since 1997. What hasn’t changed at quite the same rate is the way the recruitment process is conducted, to keep up with market changes and the agility of some of today’s best talent.
 

 
Today’s HR professionals are often challenged with having to hire quickly in order to keep up with the demands of short-term employment requirements. In a bid to make fast hiring decisions and secure much-needed resources, critical recruitment processes are often fast-tracked.
 
One element that is regularly overlooked is reference checking. But while the growing gig economy requires employers to be nimble, foregoing the reference checking process means they are neglecting a step that is key to protecting the business.
 
There are a few things HR professionals can do to remain agile in the gig economy while still doing their due diligence.
 
First, is being proactive. Maintaining a network of vetted candidates is an efficient way to find a potential hire, as in keeping internal notes pertaining to performance history and areas of expertise. This will help when it comes to re-hiring contract workers for various projects that may arise, as well as with keeping an eye out for candidates that may be appropriate for full-time opportunities. The more prepared you are — with a roster of potential candidates who have up-to-date reference checks — the better you’ll be able to respond to whatever hiring needs are thrown at you.
 
Second, is using technology (to feel less like a search engine expert and more like a recruiter). Reference checking technology lets you focus on data and weed out short-term applicants who are great in interviews but aren’t actually the best workers. This technology can also help identify high-potential candidates who might not interview so well. Combining expertise and experience with accurate, fast, data-driven insights is key to finding good, reliable talent quickly.
 
Third, is being clear about the role. Clearly communicating what’s required for a project is important for both the recruiter and the candidate. Short-term contractors need to know exactly what experience a company is looking for, in addition to knowing what specific deliverables are expected of them. Clarity around qualifications also allows for an HR-driven process, whereby recruiters can accurately and systematically make hiring decisions based on what’s needed, coupled with what recruitment processes - such as reference checks - reveal.
 
And, last but not least, is never cutting corners. Even when strapped for time, due diligence is critical. Freelancers and contractors are a valuable addition to the workforce but bringing on a short-term worker often involves allowing them the same rights as permanent workers, which can include access to a range of confidential information. Reference checks — conducted by a qualified professional — ensure that you are only exposing your business to trusted professionals who will be respectful of colleagues and corporate codes of conduct.
 
The workforce is changing and that’s all the more reason to ensure your hiring process is evolving along with it. Thanks to advancements in technology, HR professionals can help their companies benefit from the gig economy in a secure, accurate, and timely manner.

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