Finding Temporary Workers May Be a Broken Process, But it Doesn’t Have to Be.

In a recent article titled “The New Rules of Talent Engagement,” the Harvard Business Review outlined how almost every HR function is embracing a more agile approach. From performance management to coaching to compensation to feedback, the old way of doing things no longer works. Hiring and recruiting too “have become more urgent—and more agile,” according to HBR. But it’s not just recruiting full-time talent, businesses big and small now embrace a more nimble approach to finding and placing temporary workers.

The Way Things Are (Or Used To Be.)

So what are the old ways of finding on-demand workers being upended by this industry-wide transformation? For decades HR and procurement teams have relied on a lengthy process involving back-and-forth with staffing agencies, many times with requirements and expectations getting lost in translation. Making the broken process worse, temporary candidates were often unavailable or unqualified, forcing businesses to start the arduous practice all over again. Interviewing, onboarding, background checks, hours reconciliation, on-site management and payroll piled more burden onto both the staffing agency and internal teams.

No doubt the traditional processes were broken but only recently have new, more agile strategies emerged. Technologies supporting these new approaches have developed in tandem, allowing companies to scale their temporary workforces up and down more efficiently and intelligently.

The New Way Forward.

On-demand talent solutions now streamline the entire process, connecting temporary labor directly with available work on demand. From the worker’s perspective, their complete life cycle with a particular client — applying, interviewing, onboarding, communicating, submitting hours and getting paid — lives in one place. For businesses, the administrative burden of those activities is handled entirely by the technology.

However it’s not enough for these new solutions to simply automate and centralize processes. Best-in-class on-demand talent providers have powerful matching engines ensuring workers only see shifts for which they have the appropriate skills and experience. As a result, HR and procurements teams can be confident higher-quality, more reliable workers will claim available shifts. At the same time, these tools are capturing intelligence about worker behaviors and preferences, driving data insights that will power smarter matching in the future.

With this industry-wide sea change and disruptive technologies hitting the market, companies are now taking a closer look at their workforce strategies.


About The Author

Jane Smith is the Community Relations Manager at Shiftgig. She is passionate about helping Shiftgig Specialists and helping transform the way people work. In her free time, Jane loves cooking, exploring Chicago, and spending time with family.