Remember when job hoppers tended to be stigmatized by recruiters? Ten years ago, any savvy HR exec worth their salt would take a firm pass when a candidate’s resume listed five jobs in as many years.
But thanks to the Great Recession of 2008, jumping from job to job no longer signifies flightiness. Instead, it signifies a fighter with strong hustle.
As the Pokémon Go trend has proven, today’s workers are increasingly mobile. So, how can Human Resources professionals tailor their recruitment approaches to engage Millennials? For one thing, they need to shift their definition of what constitutes a “real job.” Then, they need to get smart about digital tools, so that they can deliver a streamlined hiring experience.
RESPECTING THE HUSTLE: GO -GETTERS IN THE “GIG ECONOMY”
Freelance talent is gaining a major foothold in the American workplace. In their most recent Global Human Capital Trends study, researchers at Deloitte found that more than 1 in 3 workers surveyed were freelancers. What’s more, the survey projects that this number will grow to 40% by 2020.
The statistics are even more staggering when considering younger workers — Inc.com reports that 70% of Millennials believe that freelance employment will play a role at some point during their careers. Innovative employers are taking note of this growing “gig economy” as a way to relieve some of the pressure stemming from revised labor laws related to overtime and minimum wage.
Simply put: using freelance workers as a part of a hiring strategy is a more accepted practice than ever before—proven by the fact that 42% of the employers surveyed in the Deloitte study plan to increase the number of these workers within the next three to five years.
What does this all mean for the hiring process? That resumes from candidates with atypical work histories may no longer merit a trip to the discard pile. Instead, HR professionals will find themselves screening candidates who have spent years making their living as contract employees, and are now ready for the stability and camaraderie of full-time work.
However, just because someone has balanced the demands of freelance work in the past doesn’t mean they’ll be a great fit for the office. As a recent blog post on SimplyHired.com makes clear, it’s critical that HR professionals ask former freelancers questions about their desire to transition back to more traditional work. Inquiring about these candidates’ motivations will reveal whether they’ll be well-suited for the position, as well as the overall company culture.
LEVERAGING AUTOMATION FOR THE MODERN WORKPLACE
Automating time-consuming hiring processes not only frees up an HR team’s time to engage with freelancers, it also positions a company’s brand as innovative. But if the idea of integrating online processes into your recruitment and hiring system feels overwhelming, try starting one step at a time.
When employers integrate software tools (like AppointmentPlus® scheduling software with Workday) into their recruiting strategies, candidates sit up and take notice. Instead of requiring a tedious back-and-forth exchange over the phone or email between talent and recruiters, potential employees are invited to quickly view interview openings in the hiring manager’s calendar, then schedule themselves for a slot. This puts some of the power back into the hands of the candidates, and leaves more time for recruiters to focus on key interactions that help them land top talent.
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