2016: The rise of the contingent workforce

The future of the job market lies in the contingent workforce. According to a recent study conducted by Fieldglass (a software company) on hiring trends, the number of workers hired as freelance, contract workers, or temps has risen in the past two years, and is expected to continue to increase. According to this study, 95% of businesses believe that these type of workers are essential to success and development in businesses, which will affect the types of hires we will see in 2016.

“As of 2015, the average business’ workforce consisted of 20 percent contingent workforce and 54 percent traditional full-time employees. The other 26 percent are a grey area of people who fit into both categories; perhaps remote workers or part-time employees. Fieldglass predicts that by 2017 that will change to 25 percent contingent and 41 percent traditional workers, while the remaining 34 percent will exist in that grey area.”

Utilizing a flexible workforce can help organizations achieve its constantly adapting and changing goals. An external workforce can be beneficial if an organization is focused on keeping down costs, interested in finding the highest quality workers for projects, or are under time constraints. Instead of having internal employees work on something they might not be interested in or qualified for, short-term hires can do the work better and faster.

Because of the speed at which technology is advancing and things like online hiring platforms are available, it is easier than ever before to access contingent workers. And when organizations take advantage of this, and are able to figure out the ins and outs of managing non-traditional employees, they are able to derive additional value from the wealth of skillsets and talent that is available on-demand in today’s marketplace.

Ultimately, the full-time workforce is not at risk. But using external workers “affords companies access to pre-screened, pre-trained workers with niche skills, who can get to work quickly and stay on only for as long as they are needed. And, as a company’s needs change, an external workforce can be scaled up or down quickly.” If companies readjust and optimize talent management strategies to sync with these hiring trends, they can reap great benefits.

Source: http://www.cio.com/article/3037004/careers-staffing/hiring-trends-for-2016-welcome-to-the-gig-economy.html

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The Elephant in the Room: Discussing Compensation in the Interview Process

In the hiring and interviewing processes, compensation is more often than not a touchy subject, and can be a deal-maker or deal-breaker for the talent the company wants. Timing is essential in job interviews, especially regarding the discussion of salary. It is important to recognize the when it is most conducive to broach these matters for both candidates and employers, and to attempt to find that sweet spot.

One of the benefits to working with a recruiter is that he or she will likely be the one doing the dirty work and negotiating salary. However, both sides should still know how to address the issue if it comes up. According to an article on Business Insider, an IT recruiter,Dan Martineau, notes that “the best employers don’t focus on money until the very end, and the same goes for candidates”. For the candidate, it is much more appropriate to discuss salary once the company has expressed a sense of commitment. In the first meeting, the candidate should be focused mostly on selling his/her skills to the employer, and deflect the compensation issue until later on.

On the employer side, although it may feel like a cruel game to candidates, it is important for them to hold their cards closer to their vest– compensation is traditionally not disclosed until the offer. This is because everyone assumes that they are on the top of the pay scale, and if a job is advertised at a range at which the company offers a lower amount on that range, the candidate would be unhappy even if he or she would have been happy with that amount having never known the range in the first place.

Being aware of the etiquette around compensation discussion is key in the interview process, and mastering the art of timing is everything.

Source: http://www.businessinsider.com/what-to-say-when-an-interviewer-asks-about-salary-2014-11

Social Media, a Candidate’s Threat and Opportunity

With the creation of social media, our personal information is now easily searchable by employers. In fact, a majority of employers utilize social media to influence their hiring decisions. Many of these companies find information on social media sites which disparages the candidates. However, companies report that information on social media can boost a candidate’s likelihood of employment. In order to survive in the new easy information world, a candidate must use social media and use it wisely.

Since these social media outlets are almost all public, they pose as a threat and an opportunity for a potential new hire.  A survey of over 400 employers illuminated these facts: 62% of those companies researched facebook for potential candidates, 45% looked at twitter, and 44% looked at Linkedin. These companies are utilizing social media to research their candidates because  of its extreme low cost and high payoff.

These companies are not only looking at the social information of the candidates, but they are also taking action. As a threat to new hires, 42% of those companies that do search social media found content which caused them to reject a candidate. The survey said  that the most common reasons for eliminating a candidate include posting information about drinking or using drugs (33%), as well as posting inappropriate photographs or information(28%).

However, social media also serves as an opportunity for candidates.  45% of those companies searching said that they found content which led them to hire a candidate. Reasons for hiring include a candidate’s background information supporting their professional qualifications (38%) and believing that the candidate’s personality would be a good fit with the company (27%).

With the downside threat in mind, a candidate may consider avoiding social media altogether. But, this tactic might even hinder a candidate; with 35% of employers saying they are less likely to interview job candidates if they do not have an online presence. Therefore, a candidate should either continue using social media wisely, or begin to use it.

Since candidates are now forced into using social media, there are other actions they can avoid to keep abreast of the competition. They need to ensure that their spelling and grammar are on point to sidestep demerits from 66% of companies. Candidates should also avoid the pitfall of expressing their political views, as this is often viewed poorly in the eyes of a hiring manager (16%). Furthermore, the majority of hiring managers disfavor posts which are gun centric (51%).

Companies have taken to using social media by storm to gather information on their potential candidates. This adoption by employers poses a remediable threat and an overwhelmingly grand opportunity for candidates. In order to succeed in the new social media age, candidates should keep their posts tame, create a persona which buttresses their professional qualifications, and lastly show that they are a likable person.

http://www.huntscanlon.com/Pages/Body/HumanCapital.aspx?topicid=13467

http://time.com/money/3510967/jobvite-social-media-profiles-job-applicants/

http://theundercoverrecruiter.com/job-seeker-not-post-social-media/