When a new business word hits the society, it’s just a matter of time before it comes prevalent and swoops in any corner of the industry and revolutionizes how the system works; a phenomenon that happened once again with the birth of the word “Crowdsourcing” and its derivative buzzword “Crowd staffing.”
These two hyped phrases share not only original words, however. On the contrary, they can be categorized in the same department as crowdsourcing was patient zero for crow staffing to spread virally throughout recruitment management agencies and shaken up the styles of acquiring potent and contingent future employees.
Today, we bear witness to a full-blown evolution of business nature and talent recruitment thanks to options that crowd staffing brought to the table that are butchering the old ways. The traditional staffing solutions have fallen short and are no longer considered being reliable or cost-effective.
Why Traditional Staffing Solutions Are Considered Outdated?
In today’s world, it’s easier than ever to get connected to others, and with a straightforward means of communicating, the traditional ways don’t seem to apply anymore; and this also goes for finding a new employee or team.
The ancient approach of contacting a hiring company or going on calls or meetings to evaluate and assess new talents is not only obsolete but extremely time-consuming, inefficient, and simply doesn’t harmonize with the needs of the today’s industry.
As mentioned above, companies rely on new technologies and methods to get their hands on the best possible candidates in the market. So, crowdsourcing resembling the very definition of the new-era online gathering of talents has had a revolutionary impact on hiring acquisition. The old ways just don’t cut it anymore!
Why Everyone Should Move to a Crowdsourcing Method
Quality Vs. Quantity
Accessibility to a wide array of potent talents and suitable candidates is easier than ever, and recruiters are having the time of their lives. They can bask in groping hundreds and thousands of resumes in their database without having to break their backs collecting them. While they have a swift and straightforward access to all this information, going through them one by one might not seem as appealing as the process of evaluation continues. After all, they don’t know each and every individual and how they might perform in a particular company.
Don’t get me wrong, having a long list of candidates on the desk is nothing bad. However, in the long term, it can create some problems for management.
Also, on the other hand, the candidates don’t really trust recruiters to make the best possible career decision for them. In a survey, over 40% of the applicants shared some concern on the subject of a hiring team or person putting them forward for an irrelevant job which can pose extreme problems for them and their career. These people, mostly, complained about the lack of sufficient feedback and direct contact with the potential employee.
So, as you move to a crowdsourcing method to strengthen your brand’s name and stands, think carefully about your approach to the candidates. It might get messy.
A Better Judgment
Many of us have, at one point, experienced some sort of discomfort trying to get recruited or hiring new blood. Crowdsourcing helps with that too.
Truth be told, nobody knows someone better professionally than the people who have already worked with them and this brings us to the subject of references.
Thanks to the new crowdsourcing methods, jobseekers can accurately locate and contact the perfect candidate who carries good references in his career backpack.
As Personnel Today puts it: “By also empowering individuals to take control of the hiring process and become recruiters themselves, human resources and hiring teams can further improve their employee value proposition.”
In essence, these professionals will be acting as an advocate for your firm, even if they haven’t directly worked with the company themselves.
Sometimes by the removal of an intermediary party, and allocating the hiring process to people, aka, efficient crowdsourcing, the HR team gain access to a broader range of applicants and possible future workers. Consequently, unwanted biased decision making will be removed, and opportunities open up for people of all backgrounds to show themselves and apply for a specific position.