Choosing the Right On-Demand Recruiting Services for Your Company

Introduction

The War for Talent is ongoing, owing to geopolitical uncertainty, socio-economic transformations, and the man-machine nexus. Being agile and responsive to constant change is a critical success factor for today’s organisations. An agile talent management strategy is a must for companies to not only override the TUNA (turbulent, uncertain, novel and ambiguous) business landscape and unlock the real-world talent pool.

What is On Demand Talent?

On demand talent is talent which is available on demand i.e. available as and when enterprises need it. With this talent pool, businesses can hire skills and competencies on a needs-basis, ramping up hires when they need them, and ramping down when they don’t, in an ethical, cost-efficient, and operationally effective manner. On demand talent strategy is about accessing a wider, flexible, talent pool which goes beyond conventional talent pools. On demand arrangements may vary – freelancers, fractional CXOs, project consultants, subject matter experts and advisors, domain experts, short term talent, interim talent, gig workforce, apprentices, returnships, and many more. Hiring on demand talent is especially relevant for hiring senior, executive level talent like the C-suite, where organisations can tap into deep, rich and niche expertise in a more agile and fluidic manner at a better cost.

How hiring On Demand Talent can help businesses

The skills gap is already rampant, and the half-life of skills continues to shrink, with skills evolving at a rapid pace . In fact, the current labour market is full of missed opportunities where incredible candidates are not getting matched to positions that could positively impact companies, the economy, and society. As a result, skills replacing jobs shall be the focal point for matching people with work.

Skills-first hiring increases candidate pools for Gen Z talent pools by over 10x, for Gen X candidate pools by 8.5x and Millennial candidate pools by 9x*1.

An on demand workforce strategy fosters skills-first, yielding the following benefits: 

• Agile talent model which continuously aligns with changing business needs, for example, Ninja team hiring to meet the workforce needs for specific business-forward projects in less time and with right skills. 
• Access to a global boundaryless workforce with deep expertise and rich experience across domains and industries
• Flexible work formats which make diverse skills available to organisations in flexi work formats (such as short term, fractional, turnkey projects, fixed term, permanent roles and many more) that suit the needs of both employer and employee. 
• AI-enabled talent match ensures the “right fit” in less time on various parameters such as skill-role-fit-location-type of engagement, and culture.
• Easy and fast to hire and scale up talent within the organisation, without the heavy operational costs of traditional hiring methods. For example, Rapid Team Assembly helps hire for specific business needs in scenarios where such skills are not readily or quickly available.
• Supports a more DEI-forward hiring strategy.

These, and many more benefits can be unlocked by choosing the right on demand recruiting services.

Ways to hire On Demand talent – touch upon various channels like direct recruiting, hiring consultants, or talent platforms which enable both tech and touch.

The on demand talent pool is often distributed and dispersed in various aspects – geographical locations, skills, work formats, sources, etc. Especially at the senior and executive level, sourcing such talent is difficult due to skewed talent demand-supply dynamics. Building an on demand workforce begins with a strategic look at various options, some of them being…

 Traditional sources like Job Boards, Job Portals, Career Site: Such platforms are typically designed for full time employees and not for the nuances of on demand talent, such as diverse skills, unconventional profiles, strategic senior-level experience, etc. 

•     Direct recruitment: Recruiters may take a lot of time and effort to manually source-screen-select contingent talent due to scarcity and wide distribution of such profiles, especially at the senior levels. Moreover, talent-skill match may not be accurate due to diverse skill profiles of such talent. This makes the process inefficient and ineffective. 
•     Hiring Consultants / Recruitment Consultants: Traditional hiring consultants may have repositories of on demand talent, however engaging with a consultant means managing multiple on-demand contracts and formats –  a laborious and logistically heavy task. Many organisations prefer simple-and-streamlined approaches to hiring and managing on demand talent.
• Talent platforms: Many new-age talent platforms have onboarded on demand talent and this is a great place to start sourcing such workforce. However, it is important to note that when it comes to assessment, shortlisting and selection, the manual recruiter-driven process may not do justice to the myriad and rich experience of such professionals. This makes it difficult to “find” such talent quickly, assess for the “right fit”, and even scale up as required. Turning to Tech can help in this endeavour.

Challenges in hiring On Demand talent

Clearly, many avenues exist to hire on demand talent, but the challenges lies in their effectiveness and efficiency throughout the recruitment funnel. Access-Availability-Assessment-Right Hire-Management of on demand talent are key concerns. Organisations must devise their ideal blend of Tech-and-Touch and arrive at their optimum workforce mix and workforce strategy  by seeking the expertise of on demand recruitment experts. 

Solvecube’s strategy for On Demand talent availability

Solvecube provides flexible, on-demand recruitment services that allow businesses to access top talent whenever needed without long-term commitments.

“We tailor our services to meet your hiring needs quickly and efficiently”

SolveCube – What we do?

Solvecube aims to solve for all things related to people strategy, talent solutions & advisory in a business, through its AI powered SuperApp. It helps enterprises leverage the On Demand Talent Model and hire ‘hard to find’, mature talent with ease, scale, speed, accuracy and cost efficiency on its one stop platform. It thus makes HCM keep pace with the speed and fast changing ways of business. Some key services are – on-demand recruitment, talent acquisition solutions and formulation of candidate-employer partnerships via its AI-powered talent marketplace.

SolveCube USP – What’s different – AI and tech led human expertise

Solvecube brings together the best of both worlds – tech and touch to revolutionize talent access and availability. 

The AI-powered talent platform…

•  Enables access to a high knowledge-high experience global talent pool of domain experts – an on demand talent pool of 20,000+ and an aggregated talent pool of 580+ million.
•     Covers the entire recruitment process from JD generation to Sourcing (from a dynamically aggregated talent pool) to Searching to rank-ordered Shortlisting, completed in 30 minutes or less. This is a great time advantage compared to traditional competitors who may take up to 1 week. 
•     Ensures speedy hiring, delivering a curated shortlist (vetted by RMs) in 48 hours vis-a-vis competitors who may take up to 2-3 weeks for the same process.
•     Presents rank-ordered targeted shortlists that are defined by skill-role-fit-location-type of engagement (permanent, short term, fractional, remote, interim) all in one go. 
•     The platform thus helps clients to source, select and shortlist on demand experts, customised to their unique needs.

An expert, experienced leadership / founder team understands the importance of the human touchpoint and the importance of the hiring manager’s decision making in talent selection. A RM is assigned to the client to add the element of human intuition and personalization, ensuring selection of the right candidate fit and a great candidate experience. Solvecube thus delivers Speed, Scale, Accuracy, and productive use of time and effort to focus on the actual hiring and onboarding of the candidate by passing on the manual and laborious tasks to AI – without taking out the “human” out of human capital management (HCM).

How does the SolveCube way work? 

With its web SuperApp that integrates all people solutions, Solvecube upholds its commitment to the cause of enabling a business-forward, on demand, workforce strategy for enterprises. This means, clients are now empowered to carry out hiring actions, and handheld with a carefully selected RM to aid the process. This is an ongoing Vision – to aggregate and curate One Million experts-on-demand and One Billion profiles globally for fixed term or permanent roles, cutting across geolocations, domains and industries.

Closing Lines – Best of both – Blended workforce strategy

The Future of Talent is continuously being shaped by the Future of Work. As people embrace different work expectations, flexibility, agility and collaboration will become the hallmarks of successful employer-employee relationships. A blended workforce strategy falls in line with this ethos. i.e. where the workforce is a blend of different types of domain experts who have varied work contracts with the organisation. Such a dynamic talent model is essential to build businesses which are resilient and relevant for the future.