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Vice President - Workforce Strategy
Zachary joined Kelly Services in 2002 with more than 15 years of human resource and management expertise. Prior to KellyOCG, Zachary held various HR practitioner roles in the areas of recruitment, employment law, employee relations, strategic HR planning, performance management, training and compensation. Zachary is an expert in LEAN methodologies.
A new hiring paradigm has emerged. Now, instead of the opportunity shaping the candidate, the right candidate helps to shape the opportunity. It's no longer a matter of whether a position should be full-time or contract, it's a matter of what kind of working arrangement will suit the right candidate.
This new paradigm asks, “Where is the talent that matches the need, and how does that person want to be employed?”
Candidates have had a shift of mindset, and recruiters must go beyond static job postings, phone calls and networking to find top talent. They must match the opportunity to the person more effectively, and this means knowing where to look for the person, as well as how to structure the opportunity.
Traditional methods such as cold calling and in-person networking, print and brand recognition/attraction, as well as social media, blogs, microblogs, meet-ups and more are all important components in both the recruiter’s and the job-seeker’s strategies.
An integrated approach using all the available tools to find and engage candidates wherever they live, work and play is taking sourcing to a new level.
The problem is that HR departments are already overwhelmed by other demands and this kind of highly targeted approach is more than many can commit to. Instead, many are looking to Recruitment Process Outsourcing (RPO) to help them achieve the desired integrated approach.
As such, the differentiator among RPO providers will be how well they work with clients to create opportunities that meet the company’s needs, as well as candidate preferences.
Workers are increasingly interested in free agent options such as microwork, independent contracting, temporary and project work, and entrepreneurship. The global free agent population accounts for at least 20-30% of the entire workforce—44% in the U.S.— and growing. In the 20-30-year-old age demographic, average tenure in a job is one year, whereas a contingent contract is typically a-year-and-a-half.
Tenure and stability are no longer the primary considerations—and employment opportunities must reflect this.
You want to hear more about latest trends in recruitment? Then I invite you to download my new Ebook, 5 Global Trends in Recruitment Outsourcing, today.