The share of contingent workers in an organization’s workforce has grown significantly in the past few years. Despite its growing importance, the temp labor ecosystem has not seen much change in attracting and retaining top qualified contingent workers unlike the regular workforce.
Although contingent labor plays a critically role in achieving business objectives, enterprises lack strategies such as leveraging employer brand to attract talent, building employee referrals and other web-based talent attraction channels, talent retention frameworks in their temp labor ecosystem.
Unlike full time hiring, temp labor hiring strategies have not transformed to meet the evolving job seeker behavior. More than 90% of talent today starts their job search online and 69% of them start that on Google. Temp labor hiring strategies are not optimized digitally to map the online job search funnel. For instance, do employers have mobile optimized career pages for temp labor? In most cases, the answer is no!
The lifecycle of a temp talent during its association with an employer is solely managed by a third-party staffing supplier.
The Role of Direct Sourcing
Direct sourcing allows enterprises to adopt direct hiring talent attraction strategies into their temp labor ecosystem and offers a path towards Total Talent Management.
Most of the direct sourcing solutions available in the market currently leverage employer brands to create temp labor career pages, build employee referral networks, screen talent using online assessment tools, offer seamless candidate experience through digital platforms and retain temp talent effectively. Continue reading here…
Via: The Staffing Stream