By: Trevor Foster, VP of Finance & Innovation
Published By: HR.Com.
Clearly, plenty of people are looking for work. Not all of those people want to be boxed in by traditional full-time employment, but HR and business leaders continue to cling to a one-size-fits-all model.
Frankly, that isn’t working in today’s economy. According to IBM’s 2017 Global C-suite Study, as companies adjust to flatter structures, they require empowered, output-oriented workers. Filling those roles means breaking them down into tasks and embracing the human cloud, a crop of online platforms that match qualified gig workers with interested employers.
Surprisingly, the human cloud has so far been the most popular among businesses with less than $100 million in revenue, according to this year’s Staffing Industry Analysts’ report on the human cloud landscape. They’re getting creative, breaking the staffing mold, and recruiting talented workers across the world, and it’s time for other companies to take note.
Why Try the Human Cloud?
In the traditional hiring process, a recruiter or a resume-role matching program checks resumes against a job’s description. But the human cloud’s advanced algorithms go deeper. They see through resumes stuffed with keywords to truly understand whether a given applicant has the requisite skills.
How did the human cloud find these team members that the tech client couldn’t itself? The cloud reaches anywhere the internet does, so the right person for the job could come from next door or a thousand miles away. A broader pool of applicants means more opportunities to find the right hire.
But before you jump to sourcing every job through the human cloud, remember that it’s a completely new way of recruiting. Like any new tool, it takes time and careful planning to get right. Something as simple as choosing a human cloud platform can be tough for HR leaders coming in cold.
Read the full article here.
