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A recent webinar from Staffing Industry Analysts caught our eye as it shed some light on what staffing firms can expect in the coming year in terms of hiring. The entire webinar is worth watching, or reading, but a big point that they made is that they are expecting to see a big increase in contingent workers, especially high skilled ones, in the next year.

The hiring of these independent professionals is expected to grow by 54% in SIA’s survey of various companies’s 10-year plan, not to mention growth in temporary and freelance workers overall. With this big opportunity looming in the near future, is your staffing firm ready to capitalize on this trend? Here are a few ways to take advantage.

1. Know where contingent workers are looking

Your list of candidate sources is something your company should be constantly auditing and refreshing. With an eye for skilled workers, which sources are providing you the specific candidates you’re looking for? Identify these sources and nurture them to provide you with a steady stream of high quality candidates. You will likely have to research where specific contingent workers are looking or gathered and position your team in the right place.

For example, freelance graphic designers can list their skills and availability on specific talent directories, but perhaps your team might be better served sourcing candidates from more general freelancer sites. As always, test each source for the highest placement rates and cultivate the ones that exceed your expectations.

2. Properly coach your team to handle contingent workers

Highly skilled contingent workers are definitely not your typical job seekers. They chose this path usually because they enjoy the freedom, flexibility, and autonomy of the lifestyle. Not only does your team need to understand this mentality, but they should be able to communicate expectations to the clients as well. While some clients may understand the reasons to go with these workers, others may be newer to contract employees.

In this economy, highly skilled contingent workers have a good sense of exactly what they’re worth and know that they are in high demand. They know they mean lower costs for the company overall, and want the right benefits in return. Coach your team to manage expectations on both sides, and yes, to manage egos when needed.

3. Know which clients are trending in this direction

Certain sectors such as healthcare have a continuously growing need for contingent employees. Do you know which of your clients will be hiring more of these working in the coming months? Get ahead of your clients needs by analyzing your historical contract revenue data.

By looking at which clients have a growing history in this area, your team can target the right candidates for growth. After all, growth on this chart would most likely mean a client is seeing success with contract employees and will want to continue to hire more. In this way, your team can use predictive analytics to get the right candidates for certain clients itching for more.

Want even more tips on how to maximize your staffing team’s efforts?

 

Samuel Clemens
Sam is founder and chief of product & marketing for InsightSquared. Previously, Sam was VP Product at HubSpot, VP Product at BzzAgent, and on the founding team at Elance.com. His background also includes venture capital with Greylock Partners, the Algorithms group at Amazon.com, and management consulting with Booz Allen Hamilton. Sam has an MBA from Harvard Business School and a B.S. in Applied Math from Yale. In his off time he dives shipwrecks in the New England area.
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