Talent Outsourcing (Hive Talent)

Corporate recruiters and HR leaders have it rough these days. Unfilled job openings continue to impact employers, complicated by a perceived scarcity of needed skills. Internal recruiters often struggle singly to support multiple managers and departments, with limited resources, sourcing tools, talent pools and networks. For employers, times may seem bleak and miserable, as troubling industry statistics show.


Exponential changes in business demand exponential thinking — models build to scale and flex and adapt. Savvy corporate leaders are already tapping into crowds of contracted professionals to tackle tough problems and innovate. So why not outsource these demanding talent acquisition challenges to experts? Some executives still cling to the idea that outsourced staffing curators exist solely to place temp workers. The reality is that with their resources, experience and reach, they have the ideal hiring solutions for any class of worker. In short, they represent hope for beleaguered employers.


Thinking Outside the Internal Recruiting Box


Traditionally managed internal hiring teams are having a difficult time adjusting to the accelerating changes in the workforce. Candidates command more power in choosing their next employers, and they’ve become more selective. The insecurity left in the wake of the recession — complicated by growing concerns about the current U.S. political administration’s approach to labor — has made established employees more reluctant to search for new work.


Retention is also an issue. Based on LinkedIn figures, the average tenure for Millennials is nearly three times shorter than for Boomers. Research also suggests that the hiring process now takes longer than at any time over the past 15 years. In 2016, the average time to hire was nearly 30 days. And Glassdoor reports that 72 percent of CEOs are worried about finding skilled workers. Let’s not forget that neglectful candidate experiences could keep companies from increasing their quality of hires by 70 percent.


The transactional tactics of matching skills, work experience and compensation to job descriptions no longer bear the same fruits, especially among the younger generations of talent entering the labor market. Finding exceptional talent requires a commitment to launching targeted, marketing-centric recruitment efforts: today’s job seekers aren’t poring over want ads or searching traditional job boards. And because these next-generation workers have placed a greater emphasis on an employer’s culture and vision, branding becomes an integral part of those campaigns. So as new complications sprout to dot the employment landscape, increasing complexities in the recruiting process further contribute to the challenges facing hiring managers.