The Advantages of Hiring a Recruiter On Demand

Introduction: – Role of TA in today’s talent landscape 

In today’s knowledge economy, the “right talent” is becoming a critical driver of organizational success. How organizations attract, engage and retain talent has a direct impact on business growth. As a result, Talent acquisition is becoming a more strategic function by the day, and talented recruiters are a critical input in shaping this talent strategy. 

“Enhancing the EX/EVP to attract and retain top talent” is the top key HR priority for the 2024 People agenda.

However, achieving this is increasingly difficult. Undulating business needs and changing talent demographics are compelling organizations to favour “skills” over “jobs” to make the right hiring decisions. This skills-first outlook is fostering the rise of the agile talent model and in turn, the “on demand workforce”. This is a workforce that is available “on demand” – as per the business need, for as long as required, with no long term commitments, and in suitable flexible work formats. 

Why On-demand workforce

The on demand workforce model offers the following advantages: 

• Access a wider talent pool of global, boundaryless, expert and experienced talent.
• Access diverse skills, upholding DEI.
• Access deep skills and expertise, by opening the channel to senior level (including CXO level) talent who works “on demand” as a way to fulfil their “larger purpose”.
• Hire talent as needed, for as long as needed, and in whatever format needed.
• Hire talent across domains and industries at optimized costs.
• Save costs by “rolling off” talent when not needed.
• Meet specific business needs by driving business-forward projects in less time with the right skills. For example, Ninja teams which are built quickly to address specific concerns.
• Better engaged workforce by hiring talent in flexible work formats like freelance, consultants, fractional, short term, turnkey projects, fixed term, or even permanent roles. Provides workforce flexible and engaging ways of working.
• Access next-gen talent driven by intangibles like purpose and flexibility. Gen Zs and millennials continue to value flexibility in where and when they work, and this drive for flexibility continues to increase the popularity of less traditional employment models, including part- time roles, job-sharing, and side gigs.
• Usually on demand workforce management is platform led, with AI-powered features to enhance the efficiency of Source-Search-Shortlist. 

Going ahead, agility – both in business and in talent will be a key success factor, and recruiting teams will make a strong effort to ensure their organization is able to quickly adapt to changes in the labour market. On demand hiring is the solution to this need. 

Advantages of a Recruiter On Demand

The concept of on demand workforce extends to recruiters too, with the concept of on demand recruiters. Often companies may not have the in house recruitment capability, or it may not be commercially feasible to scale up in house recruitment or to hire expensive talent acquisition consultants. Hiring on demand recruiters can help here. 

An on demand recruiter or a contract recruiter is a recruiter hired on contract, who works on hiring needs as per the varying talent needs of the organization. An on demand recruiter can be a virtual recruiter[MOU1] , or an in person recruiter; a full time recruiter or a part time recruiter. This Recruiter on Demand service is a flexible way for organizations to scale up their talent acquisition actions. Companies can choose from various formats of recruiters on demand: 

•     Business needs-based hiring
•     Full spectrum hiring
•     Part-time hiring
•     Urgent scale up of talent through time-bound projects, for example rapid response teams. As well as choice of scaling down in downtime 
•     Hiring for specific niche skills, domains, industries, or levels of talent

Because a Recruiter on Demand brings on board hiring skills in a flexible way of working, through these multiple formats, it helps scale the workforce quickly, efficiently and effectively, without long-term commitments. This is of great advantage to organizations such as start-ups who are in a high growth phase, corporations who are undergoing rapid ramp up – ramp down cycles, organizations operating in inherently dynamic industries, or simply those who are looking to enhance their existing talent acquisition efforts. Companies can also choose to have a mixed approach i.e. a few permanent on-role recruiters for regular hiring, along with some specialized on demand recruiters for needs-based hiring. This is called the blended workforce strategy and can balance stability with agility. 

How does a Recruiter On Demand service work? 

A Recruiter on Demand is hired after the due diligence of talent search, along the recruitment funnel, from Sourcing-Screening-Shortlisting as below:

1. The client discusses their hiring needs with the on demand recruiter (RoD).
2. The RoD initiates hiring, from sourcing candidate profiles, to screening suitable candidates, to shortlisting candidates with the “right fit”. This includes all recruiting activities like scheduling interviews, gathering feedback, and final selections.
3. Once the hiring need is met, the client decides how long they need the recruiter for, which could be a few weeks or months.
4. The client can continue the engagement if they need their services further, or choose to disengage. 
5. RoD services often come with the flexibility to cut short or extend the agreement on a needs-basis.

The Solvecube Way to Unlock On-Demand Recruiting Services

With Solvecube’s RoD services, companies can quickly enhance their recruitment efforts in a flexible, scalable, and cost-effective manner. 

The SolveCube RoD solution opens up access to a pool of experienced Talent Acquisition professionals and talent recruiters. Companies can choose from over 2250 experienced recruiting professionals to work exclusively on their hiring needs, across domains and industries. Moreover, these on demand recruiters are available in either virtual format, or onsite format, to suit the company’s ways of working. The RoDs work closely with the existing teams, seamlessly integrating into the ways of working and deliver talent acquisition expertise for as long as the company needs. The advantage lies in the Power of Choice i.e. the company can “roll on” and “roll off” flexibly, without any stringent long term commitments. 

1. RoD Hiring: Availing the service is easy as well, due to the blend of tech and touch. Solvecube’s AI-powered platform, coupled with human intelligence in the form of a Relationship Manager makes hiring a Recruiting on Demand, a breeze: 

• AI-powered platform[MOU3] hosts RoD talent in a dynamically integrated fashion. By accessing the platform, enterprises can manage who they hire, how they hire, and for how long they hire. The AI features on the platform make this process smooth, removing the logistical hassle of hiring a Recruiter on Demand. For example, AI-enabled Sourcing, Shortlisting, Selection, and creation of a targeted Rank-Ordered shortlist instantly.
• For clients who prefer more human intervention, a Relationship Management is assigned to help with the entire recruitment funnel of hiring the RoD. The RM collaborates closely with the company to Source, Screen, Shortlist Recruiter on Demand from the 2250+ pool, curating a Rank-ordered shortlist for the client within 48 hours, based on the best fit basis skill-role-location-culture and many other factors. Clients can further select the “best fit” through human intervention. 

2. RoD Contract: After selecting the RoD, SolveCube collects the RoD details, and signs the contracts on the platform with clear SoW and performance metrics as well as milestone payment schedules.
3. RoD Work: The RoD then starts working on the hiring need and delivers as per the contract. 
4. RoD Payments: On delivery completion, SolveCube raises invoice with the client as per the contracted schedule and makes payment to the RoD. Because these logistics are handled at the Solvecube end, it makes the entire contracting-payment process hassle-free for the client. 
5. Continuation or Closure: Process continues until the end of the contract.The  client is free to continue or discontinue the contract as per their need. Clients can also tap into extended recruiter capacity as per changing business situations. 

The advantage here is that the client can manage the RoD service in alignment with their needs and available budgets. Also, with Solvecube, they can choose the desirable degree of tech-enablement versus human-enablement in the process as per their comfort and culture. 

Perhaps what stands out is that Solvecube enables a thorough hand holding in the hiring journey by way of the RoD. The team of expert founders and leaders brings together decades of experience in the talent and business space, and offers these in a convenient, cost-effective way. 

Closure

Recruiting will build the skills- based workforce of the future.

To gain this skills-driven talent edge, it is important for leaders to harness innovative talent models which are agile and business-forward. HR leaders and business leaders must work closely to build a workforce strategy which is sustainable for business growth.