Future of Sourcing - Recruitment http://futureofsourcing.com/tags/recruitment en Benefits of CX Blockchain Certification for BPO Vendor Procurement http://futureofsourcing.com/benefits-of-cx-blockchain-certification-for-bpo-vendor-procurement <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Benefits%20of%20CX%20Blockchain%20Certification%20for%20BPO%20Vendor%20Procurement-2.png"><a href="http://futureofsourcing.com/sites/default/files/articles/Benefits%20of%20CX%20Blockchain%20Certification%20for%20BPO%20Vendor%20Procurement-2.png" title="Benefits of CX Blockchain Certification for BPO Vendor Procurement" class="colorbox" rel="gallery-node-2257-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Benefits%20of%20CX%20Blockchain%20Certification%20for%20BPO%20Vendor%20Procurement-2.png?itok=ogTIoaW1" width="624" height="325" alt="Benefits of CX Blockchain Certification for BPO Vendor Procurement" title="" /></a></div></div></div><div class="field field-name-field-intro field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"> <div> <div style="font-size: 13.008px;"><strong><span style="font-size: 13.008px;">&quot;Blockchain&#39;s ability to ensure data integrity and foster trust in outsourced vendor relationships can streamline procurement, saving time and making the process less labor-intensive,&quot; says Shelli Ryan,&nbsp;Founder and Principal of The CX Blockchain Institute.&nbsp;</span><span style="font-size: 13.008px;">Read on to explore more of the benefits of CX Blockchain Certification for BPO Vendor Procurement!</span></strong></div> </div> <p>&nbsp;</p> </div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div> <div><span style="font-size: 13.008px;">Procuring the services of an outsourced BPO or contact center vendor can be a time-consuming, labor-intensive process, given the ever-expanding vendor landscape and emerging nearshore and offshore regions.&nbsp;</span></div> <div>&nbsp;</div> <div>Blockchain is proving to be a viable solution to help procurement teams manage the process more efficiently and cost-effectively. Blockchain certification, a new standard, can also give outsourced BPO and contact center vendors a leg up on their competition when submitting RFPs and RFIs.&nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h3>How Blockchain Benefits CX Vendor Procurement</h3> </div> <div>Applying blockchain offers companies several benefits, the main one being that it can ensure data accuracy and integrity. Whatever is inside those &quot;blocks&quot; cannot be tampered with or changed.&nbsp;</div> <div>&nbsp;</div> <div>From a procurement perspective, data on service providers and vendors can be very accurate and personalized, making the procurement process more robust. Procurement teams can use blockchain to verify data on vendors, which builds trust in the information vendors provide in RFPs or RFIs. &nbsp;</div> <div>&nbsp;</div> <div>&quot;Blockchain ensures consistency, that everything is more efficient and predictable and that the information they&#39;re providing is much more secure and transparent,&quot; says Mark Angus, CX strategist and author of the <a href="https://www.cxblockchain.org/the-global-cx-blockchain-market-intelligence-report-2022/" target="_blank">2022 CX BlockchainTM Market Intelligence Report</a>. &quot;There can be no way a vendor can say that they can offer specific services or claim that they&#39;re doing certain things without verification.&quot;&nbsp;</div> <div>&nbsp;</div> <div>He adds that for any procurement department to have that access to information on their vendors is also quite important. &nbsp;</div> <div>&nbsp;</div> <div>&quot;It could be financial information or information in terms of the performance, their size, scalability, certifications &mdash; all of that data they can then have access to in the procurement environment,&quot; he says.</div> <div>&nbsp;</div> <div>&nbsp;</div> <div><strong>Why does blockchain matter in a CX environment?&nbsp;</strong></div> <div><span style="font-size: 13.008px;">A financial services company had multiple acquisitions that spread customer data throughout disparate, disconnected systems, leading to inconsistent customer experience delivery across its customer service channels.&nbsp;</span></div> <div>&nbsp;</div> <div>The company used blockchain to connect the data and put it in a single location, promoting consistent omnichannel delivery and increasing its ability to upsell and cross-sell.&nbsp;</div> <div>&nbsp;</div> <div>As a result of implementing blockchain, NPS and CSAT scores increased by 22%, AHT was reduced by 35%, and self-service resolution rates went up by 42%. &nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h3>CX Blockchain Certification Benefits</p> <!--2--></h3> </div> <div>It&#39;s clear that implementing blockchain in a CX environment offers benefits to procurement teams, but outsourced BPO and contact center vendors can also benefit from its use in several ways.&nbsp;</div> <div>&nbsp;</div> <div><strong>RFP/RFI Differentiator&nbsp;</strong></div> <div>Vendors can differentiate themselves from competitors, especially when submitting RFPs or RFIs, by achieving a new standard: CX blockchain certification.&nbsp;</div> <div>&nbsp;</div> <div>When submitting proposals, almost every BPO or contact center vendor talks the same game: people, process, and technology. That may have sufficed in the past, but in an era when Web 3.0, blockchain, and the metaverse are converging, BPO and contact center service providers that aren&#39;t blockchain market-ready could be left behind.</div> <div>&nbsp;</div> <div>As the CX industry looks more closely at blockchain, procurement teams will no longer simply ask vendors if they are ISO 9000 certified or PCI compliant. Now, they will want to know how adept vendors are at using blockchain.&nbsp;</div> <div>&nbsp;</div> <div>CX blockchain certification is a way to answer that, asserts Mark Angus.&nbsp;</div> <div>&nbsp;</div> <div>&quot;If you have blockchain certification as a CX provider, you can say to any procurement officer or manager that you can deliver highly personalized and beneficial CX services with accurate data about the customer that has not been tampered with and that is very much compliant,&quot; Angus says.</div> <div>&nbsp;</div> <div><strong>Security Risk Mitigation&nbsp;</strong></div> <div>Blockchain-certified providers can also lay claim to better data security.&nbsp;</div> <div>&nbsp;</div> <div>&quot;As a certified provider, you can also claim that you can mitigate those security risks, whether it&#39;s fraud or some sort of cybersecurity data breaching attack that may happen,&quot; he says.&nbsp;</div> <div>&nbsp;</div> <div><strong>Increased Trust</strong></div> <div>Since blockchain makes all data verifiable, certification increases trust.&nbsp;</div> <div>&nbsp;</div> <div>&quot;With blockchain certification, in a procurement or proposal environment, it would be very clear from the data that can be accessed as to what that provider&#39;s strengths are, their fields of expertise,&quot; Angus says. &quot;For example, if they say that they are good at inbound to outbound customer service, as opposed to inbound and outbound sales services, you will know that.&quot;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h3>Follow the Green Building Industry&#39;s &#39;LEED&#39;&nbsp;</h3> </div> <div>Although blockchain certification may be a new concept in the CX industry, it&#39;s standard practice in others, including finance, healthcare, and retail.&nbsp;</div> <div>&nbsp;</div> <div>A prime example is the <a href="https://www.usgbc.org/leed" target="_blank">U.S. Green Building Council</a>, which offers the Leadership in Energy and Environmental Design (LEED) certification.&nbsp;</div> <div>&nbsp;</div> <div>LEED is a widely-used and accepted green building industry rating system that provides a framework for healthy, efficient, and cost-saving green buildings.</div> <div>&nbsp;</div> <div>LEED provides a building audit, makes recommendations for improvement, and certifies those that comply. Because it has become an industry standard, more and more companies want to construct buildings that adhere. Certification provides advantages to facilities that aren&#39;t environmentally friendly. They have higher resale value, offer healthier indoor space, and qualify for tax breaks.&nbsp;</div> <div>&nbsp;</div> <div>CX blockchain certification can follow the same process. Conduct an audit, follow up to see if the protocols, policies, procedures, and other criteria were implemented and working and that shortcuts weren&#39;t taken, and then award certification for one year to those who comply.&nbsp;</div> <div>&nbsp;</div> <div>To be effective, certification should be comprehensive, covering all aspects of CX operations, including compliance, policies, processes and procedures, quality management, audits, and other factors.&nbsp;</div> <div>&nbsp;</div> <div>In the same context, CX blockchain certification can help BPOs and contact centers increase NPS scores, decrease handle time, and improve other critical KPIs.&nbsp;</div> <div>&nbsp;</div> <div>Vendors can include certification in RFIs and RFPs to win business. While everyone else says they are PCI-compliant and ISO 9000 certified, these entities can add CX blockchain certification to the list, giving them an edge.&nbsp;</div> <div>&nbsp;</div> <div>Certification is not only for the vendor but also applies to BPO and contact center employees. Every stakeholder can receive certification training on the blockchain, giving them a career path, so they aren&#39;t destined to answer the phone 24/7/365. Being a contact center employee is no longer just a job; it&#39;s now a career.</div> <div>&nbsp;</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h3>Conclusion</h3> </div> <div>Blockchain&#39;s ability to ensure data integrity and foster trust in outsourced vendor relationships can streamline procurement, saving time and making the process less labor-intensive. BPO and contact center vendors can also use blockchain to their advantage to become more competitive and market-ready. An industry-accepted CX blockchain certification standard is a critical component that can benefit both.&nbsp;</div> <div>&nbsp;</div> <div>To learn more about blockchain&#39;s impact on the CX industry, download the <a href="https://www.cxblockchain.org/the-global-cx-blockchain-market-intelligence-report-2022/" target="_blank">2022 CX BlockchainTM Market Intelligence Report</a> from CX Blockchain Institute.</div> </div> <p>&nbsp;</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Transformation</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/sourcing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sourcing</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/strategy" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Strategy</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Benefits of CX Blockchain Certification for BPO Vendor Procurement - Future of Sourcing" addthis:url="http://futureofsourcing.com/benefits-of-cx-blockchain-certification-for-bpo-vendor-procurement"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Thu, 15 Dec 2022 16:12:17 +0000 Shelli Ryan 2257 at http://futureofsourcing.com http://futureofsourcing.com/benefits-of-cx-blockchain-certification-for-bpo-vendor-procurement#comments Negotiating Success: The Technical Evolution of Procurement’s Win-Win Formula http://futureofsourcing.com/negotiating-success-the-technical-evolution-of-procurement%E2%80%99s-win-win-formula <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-5.png"><a href="http://futureofsourcing.com/sites/default/files/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-5.png" title="Negotiating Success: The Technical Evolution of Procurement’s Win-Win Formula" class="colorbox" rel="gallery-node-2256-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-5.png?itok=iqqjHStY" width="624" height="325" alt="Negotiating Success: The Technical Evolution of Procurement’s Win-Win Formula" title="" /></a></div></div></div><div class="field field-name-field-intro field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"> <div> <div> <div style="font-size: 13.008px;"><em><strong>&quot;<span style="font-size: 13.008px;">As it turns out, in tandem with the transformation from phones to text to whatever other exciting forms of interaction future digital breakthroughs will deliver, the negotiation mindset must also evolve</span>,&quot; says Dawn Tiura, President &amp; CEO of <a href="https://sig.org" target="_blank">SIG</a> and <a href="https://futureofsourcing.com" target="_blank">Future of Sourcing</a>. Read on to discover more about the evolution of negotiation in the sourcing industry.</strong></em></div> </div> </div> <p>&nbsp;</p> </div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div> <div><span style="font-size: 13.008px;">I recently read (actually reread) an <a href="https://sig.org/blog/3-Tools-to-Master-the-Art-of-Negotiation" target="_blank">article</a> on the <a href="https://sig.org/blog" target="_blank">SIG blog</a> titled &quot;3 Tools to Master the Art of Negotiation&quot; by industry thought leader Darren Smith.&nbsp;</span><span style="font-size: 13.008px;">One of the many critical points from Darren&#39;s article is when he writes: &quot;The difference is that haggling is just about the price, and largely the outcome depends on who starts the highest or lowest. But negotiation is about trading variables and takes more skill, which makes it an art rather than a blunt instrument.&rdquo;</span></div> <div>&nbsp;</div> <div>It is at once a succinct yet broadly made statement that can lead to many different and interesting discussion tracks. I will take one track rarely discussed in today&#39;s post &ndash; the impact of digital technology on negotiation.</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h2>Humans <strike>versus</strike> With Machines</h2> </div> <div>Do today&#39;s emerging digital technologies make us better negotiators?&nbsp;<span style="font-size: 13.008px;">A January 2022 Harvard Law School </span><a href="https://www.pon.harvard.edu/daily/negotiation-skills-daily/technology-changing-us-way-negotiate-nb/" style="font-size: 13.008px;" target="_blank">article</a><span style="font-size: 13.008px;"> states, &quot;The use of technology in negotiation has introduced new ways of communicating and interacting and could have a profound effect on our negotiation behavior.&rdquo;</span></div> <div>&nbsp;</div> <div>What is the &ldquo;profound effect&rdquo; to which the article refers?</div> <div>&nbsp;</div> <div>A Misra study suggests that besides &ldquo;reducing our attention and consequently our ability to empathize with others in negotiation,&rdquo; technology may also have a negative effect on our ability to trust. It is a sobering statement because, without trust, negotiation can be difficult, if not outright impossible.</div> <div>&nbsp;</div> <div>Of course, on the plus side, technology creates &ldquo;unprecedented new ways of collaborating and connecting with one another.&rdquo; It also delivers a wealth of actionable knowledge to streamline processes and better decision-making.</div> <div>&nbsp;</div> <div>From my standpoint, I am a strong advocate of technology use &mdash; with a human interface balance.</div> <div>&nbsp;</div> <div>&nbsp;</div> <div> <h2>From Hagglers to Negotiators</h2> </div> <div>A famous Aaron Levie tweet discussed the importance of &quot;building for how the world should work instead of optimizing for how the world does work.&quot;</div> <div>&nbsp;</div> <div>Regarding using technology in the negotiation process, there is no doubt that building for the way the world should work will transform procurement from a functional to a more strategic role. Technology does this by facilitating improved connectivity and communication between buyers and suppliers. Tech also enables a more informed and transparent dialogue to take place between &ldquo;willing&rdquo; stakeholders. The key word here is willing, which, by the way, has little to do with the technology someone is using.</div> <div>&nbsp;</div> <div>As it turns out, in tandem with the transformation from phones to text to whatever other exciting forms of interaction future digital breakthroughs will deliver, the negotiation mindset must also evolve. When I say evolve, I am talking about more than a wishful win-win sentiment. I am talking about leveraging the full informing power of real-world, real-time technology to produce tangible and measurable benefits for all stakeholders.</div> <div>&nbsp;</div> <div>In this context, many industry thought-leaders assert that procurement is no longer about price alone but delivering strategic value. Shifting the negotiating focus from getting the best price to redefining and realizing value beyond cost alone means we can finally shed the &quot;haggler&quot; mindset to become true and mutually effective negotiators with our partners both within and external to the organization.</div> </div> <p>&nbsp;</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Transformation</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/sourcing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sourcing</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/strategy" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Strategy</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Negotiating Success: The Technical Evolution of Procurement&amp;rsquo;s Win-Win Formula - Future of Sourcing" addthis:url="http://futureofsourcing.com/negotiating-success-the-technical-evolution-of-procurement%E2%80%99s-win-win-formula"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Tue, 06 Dec 2022 19:57:38 +0000 Dawn Tiura 2256 at http://futureofsourcing.com http://futureofsourcing.com/negotiating-success-the-technical-evolution-of-procurement%E2%80%99s-win-win-formula#comments 4 Strategies to Adopt in a High-Volume Recruitment Process http://futureofsourcing.com/4-strategies-to-adopt-in-a-high-volume-recruitment-process <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-2.png"><a href="http://futureofsourcing.com/sites/default/files/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-2.png" title="4 Strategies to Adopt in a High-Volume Recruitment Process" class="colorbox" rel="gallery-node-2245-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Copy%20of%20FOS%20June%202022%20Article%20Graphics-2.png?itok=Rc8sQzdr" width="624" height="325" alt="4 Strategies to Adopt in a High-Volume Recruitment Process" title="" /></a></div></div></div><div class="field field-name-field-intro field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"> <div> <div> <div style="font-size: 13.008px;"><em><strong>&quot;All companies want to hire the best candidates possible, but not every company has the resources to invest in hiring those candidates,&quot; says Jessica Day, Senior Director for Marketing Strategy at <a href="https://www.dialpad.com">Dialpad</a>. In this article, Jessica dives into the topic of High-Volume Recruitment (HVR) and how to create a strategy that&#39;s unique to your organization.</strong></em></div> </div> </div> <p>&nbsp;</p> </div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>Recruitment or talent acquisition is one of those aspects of your company&#39;s growth that seems straightforward but really isn&rsquo;t. It&#39;s challenging and consumes a lot of time, effort, and resources.&nbsp;<span style="font-size: 13.008px;">You don&#39;t want to lose productivity and profitability due to vacancies in business-critical positions. Therefore, you have to recruit replacements as fast as possible.&nbsp;</span></div> <div>&nbsp;</div> <div>However, what happens when you&rsquo;re looking to attract top talent to fill a high volume of vacancies? Let&#39;s look at the high-volume <a href="https://futureofsourcing.com/plan-a-winning-recruitment-strategy-in-a-post-covid-world" target="_blank">recruitment</a> process and how you can do it efficiently.</div> <div>&nbsp;</div> <div><strong>What is High-Volume Recruitment (HVR)?</strong></div> <div>The name pretty much gives the concept away. High-volume recruitment is any activity that involves hiring a large number of people at a time.</div> <div>&nbsp;</div> <div>There&#39;s no specific number of new hires that serves as a benchmark to determine if your recruitment is high volume. Generally, your recruitment process is high volume when you&#39;re hiring a significantly higher number of people than you&#39;d typically hire.</div> <div>&nbsp;</div> <div><strong>High-Volume Recruitment Challenges</strong></div> <div>Embarking on an activity of such magnitude is never straightforward. You&#39;re going to come across specific challenges when recruiting in bulk.</div> <div>&nbsp;</div> <div><strong>1. Time restrictions</strong></div> <div>When your responsibility is to hire many employees to fill up vacancies as fast as possible, there&#39;ll never be enough time.&nbsp;</div> <div>&nbsp;</div> <div>You&#39;ll have to examine, interview whether via online meeting or contacting them by a <a href="https://www.dialpad.com/blog/pots-line/" target="_blank">plain old telephone service</a> and assess many applicants within a limited amount of time. There&#39;s no average handling time for screening and selecting applicants; it differs from business to business. The faster you can go without compromising the quality of hires, though, the better.</div> <div>&nbsp;</div> <div><strong>2. Budgeting cost per hire</strong></div> <div>All companies want to hire the best candidates possible, but not every company has the resources to invest in hiring those candidates.&nbsp;</div> <div>&nbsp;</div> <div>You may find yourself having to recruit a high number of people but without adequate resources. For example, only a few companies provide premium video conferencing software and other tools such as cloud-hosted PBX that modern recruitment increasingly needs.</div> <div style="margin-left: 240px;">&nbsp;</div> <div><strong>3. Keeping the recruitment team up to speed</strong></div> <div>Due to the sheer number of active participants, keeping the other recruitment team members on the same page will be difficult. However, this challenge is easily solvable by enabling real-time information sharing among team members using an <a href="https://www.databricks.com/glossary/acid-transactions">acid transaction</a> database. This will ensure that the data you gathered is reliable and will keep your database updated for all your team members.</div> <div>&nbsp;</div> <div><strong>4 Strategies For Your High-Volume Recruitment Process</strong></div> <div>Every challenge of the high-volume recruitment process is easily solvable with the right HVR strategies.&nbsp;</div> <div>&nbsp;</div> <div>Depending on your available resources, you can use any combination of the techniques below. But you&#39;ll also need to consider the number and level of applicants you&#39;ll be hiring, amongst other factors.</div> <div>&nbsp;</div> <div><strong>1. Select the right recruitment platform that works for you</strong></div> <div>Hiring for multiple positions means dealing with many candidates simultaneously applying for numerous positions. Dealing with all of those applicants can be overwhelming.</div> <div>&nbsp;</div> <div>The right recruitment platform, however, can take care of a large part of the job. A pre-employment assessment software solution will select candidates that fit each role from the total pool and filter out the rest. It may even handle preliminary screening for selected candidates.&nbsp;</div> <div>&nbsp;</div> <div>Then, you can take your time to get to know the best candidates via secure video conferencing or in person.</div> <div>&nbsp;</div> <div><strong>2. Set up a solid front for candidate engagement</strong></div> <div>Unemployment levels across the U.S are low, so most applicants have other employment options. Now, you need to entice the talents that you desire and make them want to work with you.&nbsp;</div> <div>&nbsp;</div> <div>In other words, you need to engage with the candidates and make them develop a genuine interest in the job.</div> <div>&nbsp;</div> <div>You may want to combine this strategy with the previous one for your HVR process. Leverage the recruitment platform to engage with a large volume of candidates simultaneously. You can also use a hosted contact center for handling individual engagements and inquiries.&nbsp;</div> <div>&nbsp;</div> <div>Communicate consistently with prospects to spur their interest in the job.</div> <div>&nbsp;</div> <div><strong>3. Use external recruiters &amp; recruitment agencies</strong></div> <div>Why go through all the recruitment trouble when you can have someone else handle the process for you?&nbsp;</div> <div>&nbsp;</div> <div>Recruitment agencies make a living by helping other companies fill their vacant positions. You can be sure they&#39;ll do an excellent job of it as they have loads of experience and also have their own reputation to protect.&nbsp;</div> <div>&nbsp;</div> <div>Hiring external recruiters for HVR will cost money, so you need to assess how much investment you can afford. To save costs, you could choose to have external recruiters support your in-house recruitment team. Your <a href="https://traffit.com/en/talent-acquisition/internal-recruitment-process-pros-and-cons/" target="_blank">internal recruiting team</a> will thank you for the assistance, but you may not have to pay so much to the outside contractor.</div> <div>&nbsp;</div> <div><strong>4. Eliminate hiring bias</strong></div> <div>You make biased decisions every day without realizing it, and it&rsquo;s the same for every other person.&nbsp;</div> <div>&nbsp;</div> <div>When you&rsquo;re dealing with many candidates, this bias will probably find its way into your recruitment decision-making process, too. But you should avoid it as much as possible because it can negatively affect your hiring in several ways.&nbsp;</div> <div>&nbsp;</div> <div>Try to be conscious of your decisions and weigh them carefully. Also, train your team members to avoid making biased decisions.&nbsp;</div> <div>&nbsp;</div> <div>Recruitment software can also exhibit bias as it&rsquo;s based on previous human input and algorithms. The best way to prevent recruitment tool bias is by constantly reviewing preset recruitment algorithms and using DevSecOps compliance to avoid a breach.</div> <div>&nbsp;</div> <div><strong>Additional Quick Tips to Keep in Mind</strong></div> <div>The strategies above should serve you well in the HVR process, but the following hiring tips are worth putting into practice, too.</div> <div>&nbsp;</div> <div><strong>1. Keep an eye on hiring trends</strong></div> <div>Do you know what&#39;s going on in the job market? What are the new methods recruiters use for talent acquisition? Are there any new conversion funnel metrics that can impact recruitment positively? These are factors you should always consider when outlining your recruitment strategy. &nbsp;</div> <div>&nbsp;</div> <div><strong>2. Promote your brand as an employer</strong></div> <div>The job market today is an employee market. Most employees have options, and they get to choose whether they work for you or not.&nbsp;</div> <div>&nbsp;</div> <div>Considering that, you want to put your brand out there and make your company attractive to talents. Try to bolster your brand, and develop a reputation as a great workplace.&nbsp;</div> <div>&nbsp;</div> <div><strong>Reach Out And Get The Best Talents to Work For You</strong></div> <div>There are many ways to go about improving your HVR process. You only need to identify what you want, make a suitable plan, and go out to get it. The talents you&#39;re looking for are out there for you to go and acquire them.</div> <div>&nbsp;</div> <div>Lastly, it may also be in your best interest to employ <a href="https://futureofsourcing.com/node/866" target="_blank">payroll services</a> and other similar solutions to take care of employee remuneration and other related aspects of the business.&nbsp;</div> <div>&nbsp;</div> <div>Take the work off your HR and let them focus on talent acquisition.</div> <div>&nbsp;</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Transformation</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/sourcing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sourcing</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/strategy" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Strategy</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="4 Strategies to Adopt in a High-Volume Recruitment Process - Future of Sourcing" addthis:url="http://futureofsourcing.com/4-strategies-to-adopt-in-a-high-volume-recruitment-process"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Thu, 10 Nov 2022 17:04:14 +0000 Jessica Day 2245 at http://futureofsourcing.com http://futureofsourcing.com/4-strategies-to-adopt-in-a-high-volume-recruitment-process#comments How to Future-Proof Customer Service Strategies http://futureofsourcing.com/how-to-future-proof-customer-service-strategies <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/How%20to%20Future-Proof%20Customer%20Service%20Strategies.png"><a href="http://futureofsourcing.com/sites/default/files/articles/How%20to%20Future-Proof%20Customer%20Service%20Strategies.png" title="How to Future-Proof Customer Service Strategies" class="colorbox" rel="gallery-node-2002-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/How%20to%20Future-Proof%20Customer%20Service%20Strategies.png?itok=R3hLuiUK" width="624" height="325" alt="How to Future-Proof Customer Service Strategies" title="" /></a></div></div></div><div class="field field-name-field-intro field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"> <h1>How to Future-Proof Customer Service Strategies</h1> </div></div></div><div class="field field-name-field-related-news field-type-entityreference field-label-above"><div class="field-label">Related news:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/top-7-reasons-why-you-should-outsource-a-software-project">Top 7 Reasons Why You Should Outsource a Software Project</a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>Customer and product support has to evolve in the wake of the COVID-19 crisis. In Southeast Asia alone, the pandemic has caused a permanent spurt in digital adoption, with more than 1 in 3 consumers being new to digital services, of which 90% intend to continue their newfound habits post-pandemic, according to <a href="https://www.bain.com/insights/e-conomy-sea-2020/" target="_blank">Bain &amp; Company</a><a href="https://www.bain.com/insights/e-conomy-sea-2020/">.</a>&nbsp; As more people adopt digital platforms, such as online shopping, food delivery and digital payments to meet their daily needs, so too has the need for businesses to adopt digital customer service capabilities.</p> <p>At the same time, employees are also beginning to challenge traditional workplace practices. They want more flexibility and are impacting how companies attract and retain a more diverse workforce.</p> <p>To meet the growing demand for customer services and transform the customer experience industry to make it fit for the future, organizations can embrace automation and artificial intelligence (AI), build a geographically distributed and hybrid workforce, and perfect remote training and support for their employees.</p> <h2>Automation, AI and a Global Approach</h2> <p>By making use of automated, AI-powered customer-facing tools, companies can fill service gaps and ensure continuity of service at all times. Use cases include chatbots and virtual assistant technology to improve customers&rsquo; experience and relieve the pressure on customer service employees during peak periods.</p> <p>Even with the increasing effectiveness of AI technologies, however, trained agents are still needed to handle more complex queries. The business disruption caused by the pandemic has shown that new customer experience strategies are required going forward.</p> <p>For example, the Philippines&rsquo; outsourcing industry, a popular offshore location, <a href="https://www.ft.com/content/990e89de-83e9-11ea-b555-37a289098206" target="_blank">was hit hard by the pandemic initially</a>, having had to rapidly switch agents from brick-and-mortar offices to a secure work-at-home solution.&nbsp; The industry bounced back with home-based agents but they were impacted once again when Typhoon Vamco hit Manila, the capital city of the Philippines. This cut power and internet to most of the region for a few days, &nbsp;which meant that outsourcing companies had to work closely with the country&rsquo;s internet service providers to ensure that agents had reliable internet access. This shows that delivering resilient customer experiences extends beyond a remote strategy.</p> <p> Companies can reduce potential risks and other market uncertainties by collaborating with reliable customer experience firms that have built up geographically distributed and digitally enabled workforces. Such partnerships can also optimize customer service performance and costs.</p> <p>By assembling a mix of onshore, nearshore and offshore teams, with each of these leveraging remote and socially distanced workplace options, companies can call on support as needed in the short term, while cross-training and redeploying talent to meet evolving demand over the medium term.</p> <p>Combining multi-shore customer service teams can also give companies the advantages of reputable outsourcing regions without the risks of over-relying on any one of them. This approach mitigates the potential fallout of geopolitical upheavals, natural disasters or other unforeseen market risks.</p> <p>At Everise, we call this strategy &ldquo;flexshoring&rdquo; because it provides the flexibility of blended work-at-home and centralised office teams on a global scale. For this to be successfully implemented, the right technological tools are needed to facilitate communication, enhance service delivery and enable agent monitoring. This includes agile cloud contact center architecture to easily manage and reroute volumes, as well as enable root cause analysis to find and solve any issues in specific locations. Powerful business and agent intelligence platforms with analytic capabilities are also needed to optimally route volume and enhance coaching strategies.</p> <h2>The Future of Recruitment and Training</h2> <p>To reap the full benefits of &ldquo;flexshoring,&rdquo; firms may also need to rethink recruitment and training practices for customer support agents. Well-designed and comprehensive virtual programs may be the most cost-effective way to attract and interview potential employees and train existing agents who are scattered across the globe. Companies now have both the responsibility and ability to attract and hire a more diverse and inclusive workforce.</p> <p>Additionally, they require the expertise and technology to attract and retain high-performing talent worldwide. This can include smart candidate screening products, new hire onboarding chatbots and virtual classroom training. At the same time, customized solutions may be required to meet specific needs.</p> <p>For example, a food logistics company needed to urgently improve agent efficiency to manage surging live chat inquiries. The solution was a self-directed, video-based training program, which shortened the time needed to train agents in soft skills by 25%, without any drop in customer satisfaction.</p> <p>As the COVID-19 pandemic has demonstrated, the customer experience industry is overdue for a revamp. With people placing a larger premium on good customer service, and firms looking for ways to elevate themselves from competitors, now is the time for businesses to build stronger bonds with their consumers through impeccable customer experiences.</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/customer-service" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Customer Service</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/call-center" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Call Center</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/flexshoring" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">flexshoring</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="How to Future-Proof Customer Service Strategies - Future of Sourcing" addthis:url="http://futureofsourcing.com/how-to-future-proof-customer-service-strategies"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Wed, 16 Jun 2021 02:00:00 +0000 Sudhir Agarwal 2002 at http://futureofsourcing.com http://futureofsourcing.com/how-to-future-proof-customer-service-strategies#comments The Introduction of Social Media Recruiting http://futureofsourcing.com/the-introduction-of-social-media-recruiting <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg"><a href="http://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg" title="The Introduction of Social Media Recruiting" class="colorbox" rel="gallery-node-1418-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Social_Media_Recruitment.jpg?itok=WtIxHvUV" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>When social media came onto the scene, it was like manna from heaven for recruiters because it elevated the networking environment. &nbsp;We could &ldquo;friend&rdquo; prospective candidates and contact them directly. The recruitment process became faster, and it was much easier to get a more robust picture of a potential recruit.</div> <div>&nbsp;</div> <div>But along with the benefits came the drawbacks.&nbsp;</div> <div>&nbsp;</div> <div>Social networks have lowered the barriers to entry for ANY recruiter to zero. <a href="https://www.themuse.com/advice/94-of-recruiters-use-social-media-heres-how-to-make-the-most-of-it" target="_blank">Over 94% of recruiters use social media to recruit new employees</a>. Today anyone can create an account on a social network, publish a job posting, advertise to candidates based on detailed criteria and message them directly.</div> <div>&nbsp;</div> <div>But when you have zero barriers to entry, inevitably problems arise. &nbsp;Everyone has access to the same networks as you, and because of that, certain messaging can easily go viral, sometimes unintentionally.</div> <div>&nbsp;</div> <div>In my 15+ year career in <a href="https://futureofsourcing.com/how-digital-technology-will-transform-talent-acquisition" target="_blank">recruitment</a>, I&rsquo;ve seen the upside and the downside of social media and recruiting and unfortunately, the downside seems to be on a recent winning streak.</div> <div>&nbsp;</div> <div><strong>How Social Media Revolutionized Recruiting</strong></div> <div>&nbsp;</div> <div>When I first started using social media as a recruiting channel, there were mainly positives. I especially appreciated the ability to connect directly with candidates who were only passively looking for a new role. &nbsp;This allowed a casual acquaintance to form so I could observe candidates on a peripheral basis, but with the ability to interact as needed.</div> <div>&nbsp;</div> <div>You could also group candidates according to specific criteria. The targeting capabilities made it easy to launch campaigns to attract candidates with the exact set of skills and experience you were looking for.&nbsp;</div> <div>&nbsp;</div> <div>Posting jobs became very simple as well. &nbsp;You could post in groups based on particular interests or skills, post on your company&rsquo;s LinkedIn page, and share job specifications or tips on your own timeline.</div> <div>&nbsp;</div> <div><strong>The Dark Underbelly of Social Recruiting: Recruiter Shaming</strong></div> <div>&nbsp;</div> <div>However, there&rsquo;s a dark side to social recruiting that has emerged in recent years with increasing frequency. &nbsp;In this era of &ldquo;fake news&rdquo; and toxic tweet streams, the level of civility on social media has reached rock bottom, and unfortunately, the recruiting industry has become one of its victims.</div> <div>&nbsp;</div> <div>The lower barriers have made it really easy for thousands of recruiters to send mass, imersonal, unresearched communications to high-value, in-demand technical talent and some of the messages can come across as obtuse.&nbsp;</div> <div>&nbsp;</div> <div>The response by potential candidates (in our case, technology consultants) has been brutal. More and more candidates have resorted to a form of social media shaming.&nbsp;</div> <div>&nbsp;</div> <div>For example, I&rsquo;ve seen potential candidates on LinkedIn post screenshots of recruiting emails they&rsquo;ve received, with the names and email addresses of individual recruiters on full public display. The commentary accompanying these images is often shockingly rude, and the worst part is that the recruiter has no idea they have been publicly shamed.</div> <div>&nbsp;</div> <div>Admittedly, the recruiter may be lacking certain skills or abilities to properly connect with their target audience, but the majority of these cases are for lack of training and not deliberate .</div> <div>&nbsp;</div> <div>But seeing how these negative postings have been so severe, I have, at times, limited my own team&rsquo;s social media recruiting efforts in favor of other creative solutions. This has allowed them to be human and make mistakes. &nbsp;This deliberation is especially important since a large part of my team is based overseas, and U.S.-based candidates can sometimes be harder on their psyche. &nbsp;(For a very thoughtful response from a tech recruiter on this topic, please check out this <a href="https://www.linkedin.com/pulse/public-shaming-recruiters-tom-weinert/" target="_blank">LinkedIn article</a>).</div> <div>&nbsp;</div> <div><strong>It&rsquo;s a Tough Job but We Love It!</strong></div> <div>&nbsp;</div> <div>In a world where there seems to be so much negativity, we believe the focus should be put back on positivity. &nbsp;</div> <div>&nbsp;</div> <div>Most people have no idea how difficult recruiting can be and how much time and effort we put into our work. &nbsp;It is easy for people to think that matching key words and sending offer letters is mindless. Many people don&rsquo;t understand why we can&rsquo;t cut corners in the hiring process to make the process go faster. &nbsp;It&rsquo;s truly rare when someone says, &ldquo;&hellip;Wow, you guys did an outstanding job, you guys are amazing!&rdquo;&nbsp;</div> <div>&nbsp;</div> <div>But with the <a href="https://futureofsourcing.com/stand-out-in-supply-chain-staffing" target="_blank">technology talent shortage these days</a>, a recruiter&rsquo;s job is as critical to an organization as sales and operations and top-tier recruiters are in high demand. &nbsp;So be kind to recruiters and remember that an encouraged recruiter is a company&rsquo;s secret weapon and a future employee&rsquo;s best friend.</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/process" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Process</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/innovation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Innovation</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="The Introduction of Social Media Recruiting - Future of Sourcing" addthis:url="http://futureofsourcing.com/the-introduction-of-social-media-recruiting"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Sat, 06 Apr 2019 02:03:18 +0000 Helen Castor 1418 at http://futureofsourcing.com http://futureofsourcing.com/the-introduction-of-social-media-recruiting#comments Stand Out in Supply Chain Staffing http://futureofsourcing.com/stand-out-in-supply-chain-staffing <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Stand%20Out%20in%20Supply%20Chain%20Staffing.jpg"><a href="http://futureofsourcing.com/sites/default/files/articles/Stand%20Out%20in%20Supply%20Chain%20Staffing.jpg" title="Stand Out in Supply Chain Staffing " class="colorbox" rel="gallery-node-1394-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Stand%20Out%20in%20Supply%20Chain%20Staffing.jpg?itok=61-vsp5C" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>The job market has changed radically in the last four years. This is now a candidate driven market and employers consistently name skills shortages as their primary challenge in <a href="https://www.sourceoneinc.com/consulting-tools/consulting-services/procurement-transformation-advisory/" target="_blank">refining procurement</a>. This lack of talent is what holds companies back from getting to the next level. It stagnates growth, market share and revenue. There is indeed a <a href="https://futureofsourcing.com/the-digital-dilemma-how-an-outsourcing-partner-can-combat-the-it-skills-shortage" target="_blank">shortage of talent</a> that are pursuing other job opportunities but there is no shortage of recruiters. How do we stand out and differentiate ourselves from the rest? &nbsp;</div> <div>&nbsp;</div> <div>Rule number one is to know your industry. This is why it is paramount to have an industry focus and a niche. Without industry knowledge, your credibility goes out the window. And although recruiting&rsquo;s a big world, both positive and negative words travel fast. &nbsp;</div> <div>&nbsp;</div> <div>Whatever position you&rsquo;re looking to staff, whatever industry you&rsquo;re hoping to support, the actions listed below will help you separate yourself from the others and can turn you from a recruiter into a &ldquo;power broker.&rdquo; &nbsp;</div> <div>&nbsp;</div> <div><strong>Pick Up the Phone</strong></div> <div>&nbsp;</div> <div>After you finish a search, pick up the phone and speak to the candidate using a list of position-specific questions. If you can&rsquo;t reach them, don&rsquo;t forget to leave a detailed voicemail. If the candidate is a good fit, email them the job description and invite them to connect on LinkedIn. Make sure you use this email to set up a more formal conversation as soon as possible. Figure out when, how and where you can best reach them. I know people don&rsquo;t always read their emails, but who doesn&rsquo;t at least get an alert when they&rsquo;ve received a new message?&nbsp;</div> <div>&nbsp;</div> <div><strong>Follow Up</strong></div> <div>&nbsp;</div> <div>You should make calls to your submittal pipeline at least every other day. It&rsquo;s not a lot of work, but most recruiters won&rsquo;t make this effort to keep in touch with their candidates. In many cases, a candidate won&rsquo;t hear back from their recruiter until they&rsquo;ve received an interview request. Others will have to wait until they&rsquo;ve been turned down. How hard is it to remind a candidate that you&rsquo;re still alive and working on their behalf? Not very. The slightest effort often goes a long way. Letting your candidates know they&rsquo;re valuable builds loyalty and helps you distinguish yourself as a dependable advocate. In a market flooded with recruiters, you&rsquo;ve got to earn this distinction. Put yourself in their shoes. If you put yourself out there and engaged a recruiter, you would expect &ndash; and deserve &ndash; that level of attention.&nbsp;</div> <div>&nbsp;</div> <div><strong>Know the Role</strong></div> <div>&nbsp;</div> <div>As a recruiter, your subject matter expertise is everything. It&rsquo;s how you build your reputation and it&rsquo;s how you deliver results. You have to know enough about the job, company and industry in question to provide details you wouldn&rsquo;t find on a listing. It&rsquo;s possible that a candidate could look great on paper but ultimately prove a terrible culture fit. Your insights should help empower you to quickly and confidently make these assessments. The only way you can gain these insights is by conducting research and asking the right questions of the hiring manager. Cover your bases because a bad fit will not look good in the eyes of a client or a candidate. &nbsp;</div> <div>&nbsp;</div> <div>It sounds simple, and the reality is that it is simple. Complicated problems always have easy solutions. Know your industry, stay consistent, follow up and know the role for which you are recruiting. &nbsp;In other words, separate yourself.&nbsp;</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/staffing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Staffing</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/supply-chain-management" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Supply Chain Management</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Stand Out in Supply Chain Staffing - Future of Sourcing" addthis:url="http://futureofsourcing.com/stand-out-in-supply-chain-staffing"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Fri, 01 Mar 2019 19:40:05 +0000 Andrew Jones 1394 at http://futureofsourcing.com http://futureofsourcing.com/stand-out-in-supply-chain-staffing#comments Digital workers: How will they affect the world of work? http://futureofsourcing.com/digital-workers--how-will-they-affect-the-world-of-work <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="http://futureofsourcing.com/sites/default/files/articles/Digital%20workers-%20How%20will%20they%20affect%20the%20world%20of%20work%20624x325_0.jpg"><a href="http://futureofsourcing.com/sites/default/files/articles/Digital%20workers-%20How%20will%20they%20affect%20the%20world%20of%20work%20624x325_0.jpg" title="Digital workers: How will they affect the world of work?" class="colorbox" rel="gallery-node-1306-_7dm1asMYNM"><img typeof="foaf:Image" src="http://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Digital%20workers-%20How%20will%20they%20affect%20the%20world%20of%20work%20624x325_0.jpg?itok=stale-z0" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>If you&rsquo;re in the business of talent, there&rsquo;s a pretty good chance that you&rsquo;ve heard of the coming advent of artificial intelligence (AI) and its impact on recruiting and <a href="http://www.futureofsourcing.com/robot-workers-and-human-problems-hiring-and-firing-your-digital-workforce" target="_blank">workforce strategy</a>.</div> <div>&nbsp;</div> <div>There&rsquo;s also a pretty good chance that, if you&rsquo;re like most talent leaders, you&rsquo;ve been inundated with the concept of &ldquo;artificial intelligence.&rdquo; This is understandable, given the ubiquity and omnipresence of content and conversations dedicated to AI in recruiting. &nbsp;</div> <div>&nbsp;</div> <div>From emerging and established vendors purporting to offer some sort of &ldquo;AI&rdquo; enabled solution for recruitment, to the cottage industry of prognosticators and pundits focused on its impact and its implications on the future of work, it&rsquo;s easy to get overwhelmed (and likely, a little weary) when it comes to AI. &nbsp;</div> <div>&nbsp;</div> <div>Like &ldquo;big data&rdquo; or &ldquo;social recruiting&rdquo; before it, it can be hard to cut through the noise, much less believe all the hype, when it comes to leveraging machine learning, natural language processing and intelligent automation to drive real recruiting results. But unlike these once trendy topics, it&rsquo;s important to note that AI is more than just another empty buzzword or meaningless marketing messaging.&nbsp;</div> <div>&nbsp;</div> <div>It is, in fact, the future of talent acquisition. And while the development of true AI remains relatively nascent, what we&rsquo;re witnessing in its infancy is nothing short of transformative. I know what you&rsquo;re thinking. &ldquo;Bruce, really? Another article about AI and recruiting?&rdquo;  &nbsp;</div> <div>&nbsp;</div> <div>I understand where you&rsquo;re coming from, but the thing I&rsquo;ve noticed is that most of this exponentially expanding canon of AI-related content seems to focus primarily on the technology itself, or its impact on recruitment efficacy, efficiency or alignment with bigger business imperatives. &nbsp;</div> <div>&nbsp;</div> <div>The thing that&rsquo;s often lost in this conversation (and likely the most important consideration about the impact of AI on recruitment) is that the most exciting possibilities &ndash; and actionable applications &ndash; of artificial intelligence have little to do with the technology itself, or its recruiting-related repercussions.&nbsp;</div> <div>&nbsp;</div> <div>Instead, the thing that we need to think about as we enter what&rsquo;s widely referred to as &ldquo;The Second Machine Age&rdquo; by academics and economists alike, is its impact on individual workers. We are, obviously, in the business of people, and it&rsquo;s those people who will likely be the most profoundly impacted by the exponential growth in both computing power and automation. &nbsp;</div> <div>&nbsp;</div> <div>Indeed, even though we are still in the early days with AI, one trend that seems both irrefutable, and irreversible, is the fact that machines are beginning to displace&nbsp;not just the sort of low skilled, highly repetitive processes which we generally associate with automation, but also, for better or worse, they are beginning to displace knowledge workers, too. This is a trend that looks likely to continue for the foreseeable future.&nbsp;</div> <div>&nbsp;</div> <div>Some obvious examples of this include the corporate earnings previews which appear on Forbes, Bloomberg and many other investor-related websites; these are now generated almost exclusively through algorithm, with no human involvement or intervention. Similarly, many of the press releases or stories that appear on many wire services, including the Associated Press and Reuters, are the result of sophisticated AI applications.&nbsp;</div> <div>&nbsp;</div> <div>Our inability to distinguish between <a href="http://www.futureofsourcing.com/teaching-and-talking-to-robots-the-benefits-of-cognitive-enabled-rpa" target="_blank">content created by machines</a> and that which was written by real humans only underscores the fact that when it comes to AI, in recruiting or otherwise, the future is now. And we&rsquo;re quickly approaching the point where we can comprehensively pass the Talent Acquisition Turing Test, in which the work of human recruiters and machines will be indistinguishable for candidates and clients alike. &nbsp;</div> <div>&nbsp;</div> <div>I say this not to scare you, but instead, to prepare you. Too many people out there believe, erroneously, that the rise of AI portends the end of talent acquisition and recruitment. In fact, it represents a new beginning for the world of work in general, and staffing in particular. And I, for one, could not be more excited about what the future holds for AI and talent acquisition.&nbsp;</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/artificial-intelligence-ai" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Artificial Intelligence (AI)</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/automation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Automation</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/big-data" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Big Data</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/future-of-work" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Future of Work</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Digital workers: How will they affect the world of work? - Future of Sourcing" addthis:url="http://futureofsourcing.com/digital-workers--how-will-they-affect-the-world-of-work"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Thu, 01 Nov 2018 19:55:37 +0000 Bruce Morton 1306 at http://futureofsourcing.com http://futureofsourcing.com/digital-workers--how-will-they-affect-the-world-of-work#comments Are you ready to outsource your CIO? http://futureofsourcing.com/node/747 <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>Outsourcing has always been a key component of the technology sector; however recently it has been not just basic IT services, but key CIO roles taken on by outsiders. The term &lsquo;virtual CIO&rsquo; (vCIO) is gaining increasing momentum, and refers to an individual or service that is charged at an hourly or flat rate fee for the provision of services that incorporate technology and business strategy. vCIOs are particularly popular with small and mid-sized businesses, because they make the strategic guidance of an expert affordable. Additionally, this innovative solution can help address the industry-wide shortage of seasoned professionals with cutting-edge experience in both technology and customer services, by making sure those few individuals with these skills can utilise them across a broad spectrum of different businesses. This service is currently delivered both by independent consultants and service providers.</p> <p><strong>Who are these vCIOs?</strong></p> <p>Choosing the right vCIO is a big challenge, and the CEO of an SME must make sure that they assess whether a particular candidate will be able to adapt to working in a much smaller organisation, without being blinded by an impressive CV. Judging prospective vCIOs&rsquo; ability to successfully operate in your particular business environment is crucial before giving them the job, especially because many of these individuals will be very good communicators with carefully honed interview skills.</p> <p>The face of IT has changed drastically in recent decades. Originally perceived as an internal service which helped employees to perform their jobs more efficiently for a price, technology is now integral to most companies, and indeed for many has become the primary mode of delivery for customer service. Experts who have worked in large corporate environments have often had the greatest exposure to customer-centric IT. Those who have truly placed the consumer at the forefront while simultaneously master-minding the IT transformation of their business and guiding the board along with them, are a rare breed. However, it is precisely these type of individuals who are able to bring their years of experience to bear in a virtual CIO role. In the latter part of their careers, corporate veterans with years of experience in IT can look to this role in order to become their own boss and achieve a better work-life balance.</p> <p><strong>The advantages of having a vCIO&nbsp;</strong></p> <p>There are two obvious primary reasons why taking a time-share in an expert CIO is beneficial: access to a diverse and experienced knowledge range; and cost-reduction. Another less obvious benefit is that of being able to access multiple sources of specialisation, as and when needed. For example, some organisations&nbsp;will outsource by taking on a vCIO to oversee a particularly complicated project, like overhauling the entire service management function. The specialist knowledge that an external consultant provides will also come with the benefit of objectivity; it is easier to make tough decisions without the influence of employee allegiances and other internal factors. Outsourced CIOs are able to highlight the failings of certain individuals or departments without worrying about any political ramifications or the career of a friend or colleague.</p> <p>It is often stated that IT directors lack influence at board level because of their lack of business and communication skills. Consequently, many smaller businesses would really benefit from harnessing the experience, contacts and skillsets of individuals who have spearheaded major customer service transformations at the helm of large enterprises at an affordable price.</p> <p>Unlike many other types of outsourcing, hiring a vCIO does not have the negative connotations which can lead incumbent IT teams to feel threatened or fearful for their jobs. This is because the vCIO will rely on the internal IT team to implement their proposals as they will often operate largely remotely and be more focused on the strategic rather than tactical issues.</p> <p>In the same way that the cloud brings SMEs the opportunity to acquire advanced technology which previously was only within the grasp of larger businesses, the use of a virtual CIO offers an affordable way to gain vital skillsets to build a customer service culture at the heart of the IT function. Whether that be in the form of an independent consultant or by engaging a service provider offering a portfolio of different skillsets, the trend is set to continue and potentially accelerate. If properly managed it is likely to have the positive side-effect of passing along these valuable enterprise skills to those rising through the ranks to become tomorrow&rsquo;s corporate leaders.</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/chief-information-officer-cio" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Chief Information Officer (CIO)</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/customer-service" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Customer Service</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/software" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Software</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/technology" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Technology</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Transformation</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Are you ready to outsource your CIO? - Future of Sourcing" addthis:url="http://futureofsourcing.com/node/747"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Tue, 26 Jul 2016 19:34:35 +0000 Dean Coleman 747 at http://futureofsourcing.com Q&A: Joe Musacchio, PeopleTicker http://futureofsourcing.com/node/720 <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p><em>Outsource: Joe, thank you very much for joining Outsource today. We always begin interviews by asking for a little bit of an introduction to yourself and your organisation for our readers &ndash; so, over to you&hellip;</em></p> <p>Joe Musacchio: I am the CEO of PeopleTicker. PeopleTicker is a rate and benchmarking tool, we cover salary and contingent labour benchmarking. We basically help companies that want to know how much somebody costs, for projects, individuals, recruitment, sourcing, and procurement.</p> <p><em>O: Is your typical client US-based? Or are you totally global?</em></p> <p>JM: We are global, we&rsquo;re presently in eleven countries and we will be in 100 probably about twelve months from now.</p> <p><em>O: That&rsquo;s pretty great ambition!</em></p> <p>JM: Well the company has been around since 2001; it was proprietary software<br />for a VMS, and we spun it off when we sold the VMS because we saw a market need for this type of information.</p> <p><em>O: And what&rsquo;s the relationship with John Sculley?</em></p> <p>JM: John is our chairman; he was a friend of the firm to begin with and he took a liking to it, and as John does when he likes things, he gets involved.</p> <p><em>O: Can you tell us a little about the kind of engagement that you would typically have with a client? How do you go about starting a relationship? Who is your buyer inside the target?</em></p> <p>JM: Basically companies are trying to manage the largest spend they have, which is contingent labour and what we do with companies is, build market rate cards for them. We develop all their jobs, all the job descriptions; and do project management around that to deliver a rate card that they are able to buy from. If they know the market pay rates and statutory costs, they are in a better position to negotiate with their suppliers, find the right talent quickly, and retain them.</p> <p><em>O: Who within the organisation do you tend to speak with? Is it procurement? Is it HR?</em></p> <p>JM: We actually speak to both HR and procurement. In the organisation HR is usually responsible for hiring people and procurement for buying them. As the contingent labour market explodes &ndash; I think we&rsquo;re going to be up to 40% by 2020 &ndash; HR is now starting to evolve into the management of contingent in partnership with procurement. So rather than just buying, procurement is now also responsible for negotiations and HR is now getting involved in the human aspect of the human resources they&rsquo;re bringing in.</p> <p><em>O: One of the things that John was talking about is the changing nature of work, and this is a huge issue for everyone &ndash; procurement, HR, the general population: as automation kicks in, the role of work is changing. So how are you positioning your company to adapt to that and take advantage of what&rsquo;s happening?</em></p> <p>JM: Let&rsquo;s talk about the change in the workforce. I think a lot of it stems from free agency. People decide that they don&rsquo;t want to get involved in the internal politics of the company, they don&rsquo;t want to get involved in trying to move up in a company, stay somewhere 30 years: they want to move quickly, and they want it now. Even before this generation, people always wanted things quickly, and I believe that folks want to do it on their own. They want to get into their own corporations, into their own companies. That&rsquo;s coupled with less employer loyalty and with regulation: you know some of the healthcare bills that have gone through recently, the burden is on the employer to provide more benefits. The government makes laws and business works its way around them.</p> <p>So this is a piece of that, and I also think it&rsquo;s an opportunity for folks to get moving on their own. Technology has enabled this type of environment, where people don&rsquo;t have to be at work. I believe that companies are starting to look at keeping core staff that is focused around the business, and creating an ecosystem around it that delivers projects. That&rsquo;s how PeopleTicker runs its business. We&rsquo;ve got nine folks that are core, and 430 in our ecosystem that are actually employed by the company.</p> <p>Let&rsquo;s just take a look at this in IT for a second. Let&rsquo;s take a development program, and let&rsquo;s say a developer is going to cost us $120,000: what can that developer do in 12 months through management of them? Trying to get different projects out and getting results. If we broke that into $10,000 for each of 12 projects, and the person only got paid when they delivered a result, and all we had to do was integrate that software into the package, we find that we&rsquo;re getting a lot more results this way. We&rsquo;ve got folks in Moscow, in California, Poland, folks in the Ukraine, all over the place. It&rsquo;s an interesting model and it&rsquo;s working both on the sales side and the HR side too, where we have compensation people all over the world doing validation. We have procurement people doing validation for us, we have recruiters that are bringing different types of jobs to the table, and we&rsquo;re up to 84,000 different job titles &ndash; so it&rsquo;s happening. We call it SkillsVillage, a crowdsourced community for compensation validation.</p> <p><em>O: It&rsquo;s interesting because when you started talking about the change in the nature of work you were placing it very squarely on the shoulders of the employee and changing attitudes to work and wanting to move a lot, and lack of loyalty, and then the second stage of that is the responsibility being on the employer and working around legislation&hellip;</em></p> <p>JM: I think the government starts it with legislation; the employer reacts to it, as a capitalist; and then the person reacts to that. There&rsquo;s always a counter balance.</p> <p><em>O: So where&rsquo;s next for you guys then? You&rsquo;ve outlined pretty ambitious growth over the next 12 months country-wise; what else are you looking to achieve over the course of, say, the next business cycle?</em></p> <p>JM: Well we see ourselves providing a critical function in the industry. We have started to get involved in full service consulting roles, and vendor selection. Monitoring pay rates, bill rates, training managers, training project managers. There&rsquo;s a consulting piece of it that seems to be pulling us in, we&rsquo;ve just got to have a consulting business. But you kind of get pulled back in, as Al Pacino says. I think the company&rsquo;s just going to stay focused on how much we see on the HR side, the salary side is booming and it&rsquo;s an accepted practice there compensation-wise, and I think the contingent piece is just coming into its own where procurement is starting to learn that there is a service sitting here to help them. Folks need to know how much they&rsquo;re paying today.</p> <p>The whole thing is very exciting: the whole model and what&rsquo;s happening to the industry, what&rsquo;s happening to the government, what&rsquo;s happening to the employer. The world is really morphing and we&rsquo;re pretty honoured to be a part of it.</p> <p><em>O: At Outsource we see a lot of this being driven by globalisation and the fact that people can source work from different geographies; I&rsquo;m wondering how much you feel that drives things.</em></p> <p>JM: Well I think it might be an evolution of the term &ldquo;outsourcing&rdquo;. I always believed that after all the outsourcing was going to happen, everyone was going to be insourcing, and this is sort of an insourcing: very closely held projects versus taking the whole IT/HR department.</p> <p><em>O: Maybe that was a learning process for the organisation generally realising over the course of several years that actually it&rsquo;s not necessary to have all of this structured in that traditional way, that it&rsquo;s not the most efficient way of doing things?</em></p> <p>JM: I think it&rsquo;s smart to move in this way &ndash; and I&rsquo;m sure with machine learning and other things that are coming, we&rsquo;ll be buying McDonald&rsquo;s from machines soon.</p> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/talent" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/innovation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Innovation</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/technology" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Technology</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/automation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Automation</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/crowdsourcing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Crowdsourcing</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="Q&amp;amp;A: Joe Musacchio, PeopleTicker - Future of Sourcing" addthis:url="http://futureofsourcing.com/node/720"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Fri, 01 Jul 2016 12:52:12 +0000 Joe Musacchio 720 at http://futureofsourcing.com http://futureofsourcing.com/node/720#comments