Overcoming Challenges In Contingent Talent Acquisition

Successfully acquiring contingent talent

Navigating the complexities of contingent talent acquisition, we've gathered insights from four HR and recruiting leaders. They share their unique challenges from aligning worker availability to automating onboarding with RPA, and the innovative solutions that led to successful outcomes.
 

• Optimize Recruitment with Technology
• Collaborate with Educational Institutions
• Implement a Vendor Management System
• Adopt an Empathetic Hiring Approach

Optimize Recruitment with Technology

A specific challenge we faced at DayJob Recruitment in acquiring contingent talent was efficiently matching skilled workers with temporary positions in the metal fabrication and CNC sectors, where demand can fluctuate significantly. The main issue was the speed at which we could identify and place contingent workers without compromising on the quality of matches.

To overcome this, we optimized our recruitment processes by leveraging technology for quicker candidate sourcing and screening. We implemented an advanced applicant tracking system (ATS) that allowed us to maintain a talent pool of pre-vetted candidates. This system was capable of quickly matching candidates' skills and experience with the requirements of temporary positions as they became available.

Additionally, we enhanced our communication strategies to ensure swift engagement with potential candidates. This involved automated yet personalized communication for initial contact and regular updates, which kept candidates informed and engaged throughout the recruitment process.

The outcomes of these changes were significantly positive. We reduced the time-to-hire for contingent positions by 30%, improving our clients' satisfaction by ensuring their workforce needs were met promptly. Moreover, the quality of our placements remained high, as evidenced by feedback from both clients and placed workers. This success reinforced DayJob Recruitment's position as a trusted partner in the industry, capable of meeting the dynamic workforce needs of the manufacturing and construction sectors.
 

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

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Collaborate with Educational Institutions

Project delays occurred because it was difficult to obtain contingent talent for niche markets due to the high demand for specialist talents and the low supply.

We came up with a creative solution by collaborating with schools and training institutes to design internship programs and certification courses that would meet the demands of our project and prepare students for the technological trends of the future. Through this strategy, we were able to attract and retain a pool of talented individuals whose interests and skills were a perfect fit for our business needs.

The effect was substantial. Thanks to these collaborations, we were able to tap into fresh pools of talent, significantly reducing the time it took to fill highly specialized positions. Tasks were initiated punctually by teams that were enthusiastic and well-prepared. It also created a long-term talent ecosystem, guaranteeing a steady supply of qualified individuals to fulfill our technological and project-specific needs.
 

John Butterworth, Founder and CEO, 10kschools

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Implement a Vendor Management System

A significant challenge we faced in acquiring contingent talent was the need for a more streamlined and efficient process to identify and onboard skilled freelancers. 

To address this, we implemented a comprehensive vendor management system (VMS) to centralize and automate the contingent workforce procurement process. This VMS allowed us to consolidate vendor management, track performance metrics, and enforce compliance standards. Additionally, we established a robust communication framework to foster better collaboration between internal stakeholders and external talent suppliers. 

The outcomes were notable; we experienced a reduction in time-to-fill for contingent positions, improved visibility into talent acquisition costs, and enhanced compliance with relevant regulations. The implementation of the VMS not only addressed our immediate challenge but also provided a scalable solution for effective contingent workforce management, ensuring agility in adapting to evolving business needs.
 

Steven Mostyn, Chief Human Resources Officer, Management.org

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Adopt an Empathetic Hiring Approach

Acquiring contingent talent today presents a significant challenge due to candidates' experiences of redundancy, layoffs, or career breaks, often disclosed sparingly. For instance, one candidate hesitated to share their redundancy until prompted by my similar experience, reflecting the broader uncertainty in today's job market where departures are often unrelated to performance.

In response, we've adopted a more empathetic approach, encouraging clients to consider individuals with resume gaps or job changes. By thoroughly exploring candidates' motivations, we've managed to unearth a number of hidden talents. Recently, advocating for one such candidate resulted in one of our client's most successful hires, demonstrating the benefits of a nuanced evaluation.

To address this challenge effectively, a greater openness to unconventional career paths is required. By delving deeper into candidates' motivations, we can cultivate deeper connections between talent and opportunity.
 

Jonathan Lupolo-Chan, Principal, Kepler Search

Brett Farmiloe is Founder, CEO & CHRO of Featured.