Great talent is available, and building resources now to fill current needs and future opportunities is a strategic approach many organizations are taking to operate a successful contingent workforce.
Project completion is critical to reaching immediate, short-term and long-term business needs
Unlike regular upheaval in the economy, the current crisis is a public health crisis and not financially driven. This means that being prepared for when the economy starts to rebound will be critical, which will require work to be completed now in order to propel your company forward when it’s time to get back to business as usual.
The push to become virtual has never been more important. Whether it’s designing and implementing e-commerce platforms, scaling to accommodate online demand or improving an organization’s mobile User Design and User Experience functionality, all of these drivers bring projects to the forefront and capture revenue that would otherwise disappear.
Project completion is critical to meeting government regulations
Changing government regulations and timelines for business means a company must react today in order to prepare for what could be the results of longer term shut downs and the slow reappearance of customers through live channels.
Supply and Demand is predicting market rates
Market rates will shift during this period as rates are predicated by supply and demand– yet don’t expect this of every industry sector as some will continue to see job losses based on the nature of their business. Currently, the supply of talent is outpacing that of demand for roles to fill. This will cause some downward pressure on rates in a specific industry, as talent is competing for the job or jobs that are available.
However, this does not mean a company should gouge candidates!
How a company operates and treats its people during the COVID-19 pandemic will be remembered by parties involved, and taking advantage of market rates will lead to negative employer branding now and in the future.
When seeking employees or contingent workers, hiring teams and employers will also want to create a long-lasting relationship with the newly acquired resource in order to retain that worker when the market returns or multiple job offers are on the table.
Access to a larger talent pool
Recently released research from Gartner shows that 48 per cent of employees will likely work remotely at least part of the time post COVID-19 pandemic, compared to 30 per cent before the outbreak. In fact, further research finds 30 per cent of CFOs intend to increase remote work within their organization on the other side of COVID-19.
This means employers should look outside their city or territorial borders to source and engage candidates for a job or project. If there is one lesson the new era of work has taught the workforce is that the location of where the work is done is not as important as the job itself.
Work has moved outside of the four walls of the office and sometimes the best person for the job may sit the next city, state or province over.
If the job can be done remotely long-term, is there a reason to confine your search to your local environment if the best resources are living elsewhere? Whether this becomes the new norm or just a learning curve for your company, there may be no better time than now to consider this shift in your talent acquisition strategy if you’re looking to find candidates.
Building out a high-performing team can be easier now more than ever
Sourcing candidates and engaging talent now for your job or project can also mean the job is done faster, better and with less rework – allowing hiring teams to focus on sourcing and engaging high quality talent. This saves time, money and headaches when you’re looking to find candidates and get a job done.
Highly skilled candidates usually have similarly skilled workers in their personal or professional networks, and building out a high performing team may be easier now than in previous years if hiring teams are looking to engage multiple candidates and present multiple offers.
Collaboration can create built-in teamwork
Internal talent referrals can also mean that employers are not only gaining great skills but also have the opportunity to acquired built in teamwork and collaboration from newly acquired resources who have previously work together.
The role of a trusted staffing agency partner
If your organization needs hiring or workforce management assistance but is unsure where to start. There is help!
A trusted staffing partner should be committed to advising on the best solutions available to meet an organization’s business goals and to deliver innovative services that transform how they find and manage talent. An experienced staffing partner will work with a client organization to align their business objectives with their workforce strategies.
This is done by listening to an organization’s specific needs and tailoring a solution that delivers both short and long-term value across an entire organization. Organizations that partner with a staffing agency will shift the hiring and compliance burden to that agency. This puts the onus on the staffing agency partner to mitigate the risks associated with Independent Contractors and ensure compliance.
The Voice of Talent: Return to the Office Report
Procom recently surveyed over 1,000 knowledge workers to discover how and where they prefer to work as offices re-open across North America.
The Voice of Talent Report offers actionable insights into what workers expect in relation to mandatory vaccinations, remote work preferences, The Great Resignation, COVID-19 safety measures and more.
Access your complimentary copy to discover how to attract talent in a post pandemic world: