5 Tips on How to Source Hourly Workers

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5 Tips on How to Source Hourly Workers

Andrei Muntean
Oct 12, 2021 5:06:29 PM

According to Statistica, there were 59 million people in 2020 doing contracting or freelance work in the United States.

During the pandemic, many workers started to move towards this more flexible working style as they enjoyed the freedom it gave them in comparison to traditionally salaried positions. More contractual, hourly workers are a great benefit for companies as well, as they can bring on top-tier experts for specific projects with the understanding that once the contract is over, you may no longer need their assistance.

Often, the hardest part about hourly workers is sourcing them. Finding the right candidate and convincing them that you are worth their valuable time can be a challenge. While you certainly can make a job posting, in a candidate-driven market you have to be proactive. Here are a few tips on how to source those perfect freelance candidates:

Create Expectations

It is always impossible to find the perfect candidate for your role if you aren’t even sure what you are looking for. First, have a full understanding of what you will be asking the candidate to do. Know the scope of the project, and how much time you expect them to be working. Think about the milestones throughout the project, and consider what your end goal truly is beyond project completion. Take time to really look at the needs of the position you are trying to fill and make a list of the qualifications you are looking for. Separate these lists into “must-have” skills and “might-have” skills that help you understand what the candidate should be able to do and what would be a nice benefit for them to have experience with. Once you know what you are looking for, it is much easier for you to identify the ideal candidate!

Look at Similar Projects

Are you looking for a programmer that has experience working on eCommerce websites? Look at the list of developers that worked on similar applications that you really respect, and see if those people are looking for more work! Freelancers are often looking for the next project, and contacting them before they go looking for that work puts you at the front of the line. Find their LinkedIn or another form of contact, and send your proposal their way! Give them an offer they can’t ignore, and you may find yourself the perfect experienced candidate.

Reach Out to Your Network

One of the best ways to find highly trusted candidates is by utilizing your existing network. Talk to HR professionals and business founders that you have a rapport with, and ask them if they have any recommendations for the position you are trying to fill. Getting a personal recommendation helps you get connected to talent that you wouldn’t be able to find on job boards, and they already come with praise from a trusted colleague. So much talent is found through recommendations and word of mouth, and that is doubly true in the world of contract and freelance workers.

Consider Gig Worker Communities

UpWork, Reddit, Slack, CloudPeeps, SimplyHired — there is a growing list of places where freelance and contract workers congregate to either look for job opportunities or connect with other similar workers. Job board sites for freelancers often are vetted or require portfolios to be posted, allowing you to find a worker with the experience and samples to back that up. Being active in gig worker communities can help you make connections that you can reach out to for position needs or when looking for referrals. Take time to get out and poke around these sites and network as much as possible!

Improve Your Candidate Experience

From the moment you find the candidate and first reach out, your candidate experience must be positive to attract top talent. Near-instant response times and one-on-one attention with high-quality candidates will be a must to get them interested in the role you are trying to fill. Automation and chatbots can help this process run smoothly, responding to candidates as soon as they contact you on whatever platform they prefer.

To learn how XOR fits into your current recruiting strategy, schedule a demo with us!

Tags: recruiting automation, Virtual Recruiting, Text Recruiting, Screening, Chatbots, sourcing

What Stands Behind the Growth of Gig Economy?

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What Stands Behind the Growth of Gig Economy?

Nikolay Manolov
Nov 18, 2021 9:27:36 PM

2020 saw a massive shift in many parts of business and hiring. The use of virtual platforms for work spiked, as did the flexibility that working from home offered.

Moreover, shifts across numerous industries have been prevalent even into 2021, with no signs of stopping. More blue-collar workers than ever are shifting over into the world of gig business models. While this model was once considered volatile and unpredictable, it has proven stable enough for sustained income. Over 57 million Americans are currently doing some type of gig work. The infrastructural change has most certainly been noticed at this point, creating an economic atmosphere that could lead to many future opportunities for savvy business leaders. It is crucial to understand how the current atmosphere came to be to understand these economic shifts clearly.

First of all, how did all of this happen so suddenly? 2020 was a year rife with many chaotic events. With the massive migration to “work-from-home” practices, one of the unforeseen byproducts was a reluctance for many employees to return to previous conditions. Issues of safety were primarily responsible given the state of the pandemic, however, so too was the dissatisfaction of employees themselves. Having proven that working from home was viable, sustainable, and even beneficial with an average increase in productivity of 51%, employees were no longer willing to return to archaic models. Because of this, the correlation between workers choosing jobs that allow for greater flexibility as well as the decrease in blue-collar markets can’t be ignored. In that regard, neither can the availability of government stimulus programs, allowing for safe and secured incomes to those searching for a different vocation more suited to their individual needs. For the most part, these circumstances allowed the current blue-collar crisis to be largely ignored until recently, when an abrupt shortage in the global economy came at a time when a resurgence in the workforce was expected.

A massive void in blue-collar jobs has only continued to expand with the shortage of employees returning to traditional working environments. As of October 20th, the US Department of Labor Statistics reports that worker “quit rates” have only increased since the 10.2 million job vacancies of August were announced, resulting in 4.3 additional vacancies since. Among these jobs are what are widely considered traditional “trade skill” jobs, such as plumbers, electricians, machinists, roofers, construction workers, and more. A recent decline in these trade skill jobs has been linked to the surge of IT and tech vocations that have seen greater demand in the last decade. However, with 2020 came a resurgence in demand for such aforementioned jobs, most of which remain unfilled. So, what jobs are former employees turning to? They are picking jobs that offer the greatest flexibility and incentive for maximum return on their invested time: the gig model.

Gig models such as Uber, Instacart, Lyft, and Doordash saw massive demand increases during the onset of the pandemic, not only allowing restaurants and other businesses to continue sales and distribution but catering to the needs of many new stay-at-home employees. A proverbial “perfect storm” of conditions with the pandemic, numerous shutdowns on an international scale, and many workers looking for viable and sustainable jobs with preferred flexibility have all contributed to the massive rise of these industries with no sign of change. As the months progressed, gig markets only continued to thrive, increasing by 14% by the end of 2020. These numbers are only expected to increase in 2021 and beyond, predicted to gross over 455 billion dollars globally by the end of 2023. In the US alone, over 44% of the workforce consider gig work to be their primary income source, with over 60% engaging in freelance work weekly. In fact, gig work in the US currently contributes 1 trillion dollars annually to the national economy.

With higher satisfaction rates, a surging demand that’s only expected to increase, and a robust supply of readily available applicants, it’s safe to say that gig work is here to stay. While the future remains unknown for any industry, models such as the previously listed gigs have shown resilience and adaptability along with their broad appeal to a workforce looking for a change. However, through it all, the question of any prospective employer remains: what opportunities can be found amidst the current climate?

To learn how XOR fits into your current recruiting strategy, schedule a demo with us!

Tags: recruiting automation, Virtual Recruiting, Text Recruiting, Screening, Chatbots, sourcing

Why Gig Economy Is the Future of Work?

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Why Gig Economy Is the Future of Work?

Irina Ialovenco
Oct 25, 2021 7:46:28 PM

Recruiters and sourcing specialists are seeing a dramatic shift in how talent is being hired. While gig workers and freelancers have always existed, it used to often be only within certain sectors and for specific kinds of companies.

Now, it seems like gig workers are becoming the norm, with many companies hiring gig workers to complete tasks they may have tasked their already busy workforce with or hired a full-time temporary position for. In fact, a Brodmin case study found that the global gig economy will be worth $347 billion dollars in 2021!

So, what is there to gig working? Why is there a sudden shift towards this type of work, not just by companies but by workers? Is it the flexibility, the freedom, or the hours?

Why Are Workers Moving to Freelancing?

Perhaps unsurprisingly, millennials are becoming more prevalent in the gig workforce. A study by MBO partners saw that 38% of the current freelance workforce is made up of millennials. With the higher degree of autonomy and power to pick the gigs you want, there is a lot that can attract younger workers to these roles, especially when many traditional roles have been overturned due to the pandemic. Of the roles that are moving towards gig work, Payoneer saw that web and graphic design take the lead with 30% of the workers being freelancers, followed by programming, IT, multimedia production, content writing, translation, and marketing.

When looking at the dynamics of freelancing, many people wonder if companies are taking advantage of these more flexible workers. A recent study by Upwork, however, shows that 51% of freelancers say that no amount of money would entice them to take a traditional job again, and 59% of non-freelancers say they probably will do freelance work in the future. Gig workers overwhelmingly are happy with what they are doing, with Brodmin finding that 79% of full-time gig workers saying they were happier working on their own than at a normal, traditional role. A large downside of this work, of course, is that there isn’t easy access to healthcare and other employer-provided benefits that most traditional workers gain from their positions.

The Upwork study also underlines part of the reason: 46% of freelancers say that flexibility is what attracts them to the job path. Corresponding with this, one in five of the freelancers talked to faced health challenges that would prevent them from working if it weren’t for gig work. Often not considered are the factors of gig work that can dramatically make working more accessible, whether for those who are chronically ill, disabled or discriminated against in many professional settings.

How Do Companies Benefit from Gig Workers?

Companies also can bring in huge benefits by hiring gig workers for most occasional projects and positions. The biggest reasons companies start considering gig workers is for cost savings. The U.S Bureau of Labor Statistics shows that employee benefits often make up 32% of an employee’s compensation. By hiring gig workers, you not only can offer higher wages to get better talent due to your cost savings, but you still will often save money on your end as well. Hiring specialists usually means that less training and onboarding is involved too, especially for consultants and designers who are working on a specific project for you.

Gig economy workers are often talented specialists in their fields, meaning that you are able to hire the right person for the job without having to put the stress on other employees to take on that role. While there is a benefit to upskilling current employees, sometimes what you need done is outside the scope of their usual work and would interfere with their already task-heavy workflow. By hiring a specialist to assist in projects, you can help lighten the workload for your employees while providing them a valuable ally in their goals.

Gig work has many benefits for both companies and employees. By bringing these professional, specialized perspectives into your company to help you with projects, you empower your teams to dream bigger with their projects. In the long run, gig economy workers save companies money while allowing them the flexibility to pursue goals that may be outside the scope of their current workforce. As freelance workers continue to grow in our markets, we will continue to see companies adopting these workers as valuable assets to their projects and teams.

To learn how XOR fits into your current recruiting strategy, schedule a demo with us!

Tags: recruiting automation, Virtual Recruiting, Text Recruiting, Screening, Chatbots, sourcing

Recruit Face-to-Face With Live Video

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Recruit Face-to-Face With Live Video

Irina Ialovenco
Aug 18, 2020 1:20:14 AM

Many businesses have transitioned to digital recruiting in response to COVID-19. Text, call, and most importantly, video conferencing are now essential to the interviewing process—and will remain an integral part of recruiting, even after the pandemic.

There are many reasons to implement video calls into your recruiting process, including:

Safety: Video interviews ensure that recruiters and candidates adhere to coronavirus safety regulations.
Cost-effective: Candidates and recruiters save time and costs on travel and other expenses incurred from traditional interview methods.
Flexibility: Video interviews are convenient for both recruiters and candidates. They allow both parties to meet, engage, and connect from anywhere, anytime, and on any device.
Global reach: Video interviews enable recruiters to reach candidates from all over the globe. Recruiters can tap into a wider talent pool and hire the best talent.

How to Reach Candidates Through a Video Call with XOR

When you first enter the XOR inbox, you will be able to turn on access to your webcam and microphone.

Then, click on the “Video Call” button. The following message will appear, “You are invited to a video call. Please use this link.” This link can be included inside of a calendar invitation or sent to the candidate through the communication platform you are currently using (Email, SMS, Webchat, WhatsApp, Telegram, Viber, Facebook).

By clicking the link the recruiter will receive a video loading screen that states, “Waiting for the candidate to join the link.” Once the candidate clicks through the link, they will receive a message stating, “Please wait for the recruiter to join.”

Recruiters and candidates can join from their desktop, laptop, phone, or any other device without having to download an app.

Once the candidate joins the video call, a system message will appear in the chat conversation saying, “Video Call Started.” The recruiter will see the following screen:

Once the recruiter answers the call, the candidate will need to turn on access to their webcam and microphone in order for the video call to start. A timer will also be displayed to keep track of the duration of the call. Full-screen mode is available for both desktop and mobile.

Once the call ends, XOR will process and compress the video file that can be downloaded via a link. This recording can be used so you stay consistent in your candidate conversations and can revisit past interviews for coaching.

Video calls are a great way to recruit from anywhere at any time while saving on costs. Provide your applicants with a great candidate experience with XOR. Sign up for a demo here.

Tags: Recruitment, Product Update, Video Call

6 Creative Ways to Capture Candidate Attention During a Talent Shortage

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6 Creative Ways to Capture Candidate Attention During a Talent Shortage

Aida Fazylova
Aug 26, 2021 12:20:30 AM

In the midst of a talent shortage, employers may be overlooking one of the best channels to connect with talent today: their cellphones.

The majority of Americans, 97 percent, now carry a cellphone. Furthermore, 90 percent of job seekers use their mobile devices to search for jobs. That means cellphones are one of the easiest ways to interact with your target candidates, regardless of who they are.

Text-based application processes are especially well suited for engaging candidates via their phones. You’ve probably seen text-to-apply advertisements yourself. For example: You’re walking past a “now hiring” poster hanging in a storefront window, and you notice it instructs candidates to “Text ‘Apply’ to XXXX.”

Of course, using that approach relies on making sure that candidates actually see your text-to-apply instructions. The good news, however, is that organizations interact with a pool of potential employees every single day: their customers. Whether they’re in our stores shopping for clothes, greeting the delivery driver at the door, or stopping by the café for a quick coffee, customers are constantly coming into contact with our organizations — and that means you have a multitude of opportunities to get your text-to-apply instructions in front of them. You just have to start leveraging some of your unused advertising space.

Here are six resourceful ways to advertise your open roles — and simple application process — to candidates:

1. Storefronts

One of the most common ways to promote a text-to-apply process is through posters on storefronts. As detailed in our earlier example, these posters often prompt potential candidates to either text a specific phrase to a number or scan a QR code. When you implement this strategy, every customer who enters your store will see you are hiring and can easily start the application process right there. It is also easy to snap a picture of the poster, meaning customers can send it to their friends who might be searching for jobs, too.

2. Social Media

It’s 2021, which means your organization most likely has active social media accounts. With just a few keystrokes, you can prompt your followers to apply through text.

Make an attention-grabbing and straightforward post with instructions, and then send it out to your followers. It’s one of the most effortless ways to make a job ad imaginable. This option is particularly great for companies that may not have physical locations or may want to reach a more geographically diversified pool of applicants.

3. Billboards

Digital and traditional billboards can be a cheap way to get the word out that you are hiring. Billboards can be especially useful in areas with high pedestrian traffic or where public transportation runs. That way, your candidates won’t be driving and can start the application process then and there.

4. Buses, Trucks, and Cars

Ads on vehicles are like moving billboards, allowing your message to reach an even wider audience. This strategy can be especially useful for companies that send employees to customers’ houses, like restaurants that deliver or contractors that send out technicians. That way, your customers and all their neighbors have a chance to see your ad.

Many companies have also had significant success with advertising via buses in populated areas, allowing large amounts of commuters and pedestrians to see that you are hiring.

5. Radio and Podcast Ads

Radio and podcast ads are often available at an affordable price — and with a catchy message, your text-to-apply instructions will stick in listeners’ heads all day. People often listen to radio programs and podcasts while commuting, driving, and doing idle tasks like working out or cleaning around the house — which means you almost have a captive audience.

6. Uniforms

Many companies add slogans to the branded garb their employees wear. Why not go a step further and add application instructions too? Every customer who sees one of your workers will know you’re hiring. And your employees have the potential to be your most potent ad of all. If they do great work and deliver great customer service, customers may be even more motivated to text your application number.

Takeaway

Whether you’re using branded vehicles and uniforms or advertising to a larger audience through billboards and posters, there are many ways your company can use text-to-apply tactics to reach a broad range of candidates today. When you make the application process more accessible, you enable your company to cast a wider net and bring in more top-tier talent.

To learn how XOR fits into your current recruiting strategy, schedule a demo with us!

Tags: recruiting automation, Virtual Recruiting, Text Recruiting, Text Message Recruiting, Screening, Chatbots

The Importance of Emotional Intelligence in Recruiting

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The Importance of Emotional Intelligence in Recruiting

Kristine Le
Sep 24, 2020 11:03:11 PM

As businesses continue to turn to automation and AI to improve and streamline their hiring process, human connection becomes even more so important. Recruiters may automate a job, but not their own; establishing meaningful and human relationships with candidates cannot be replaced by technology.

As a matter of fact, companies with staff who have higher levels of emotional intelligence (EQ) have 63% less turnover than companies with lower EQ. Emotionally intelligent recruiters are more likely to detect and hire emotionally intelligent candidates faster, resulting in a cohesive, productive, and collaborative work culture.

But what exactly is emotional intelligence?
Emotional intelligence (EQ) is the capacity to understand your emotions, as well as evaluate the emotions and motivations of others. EQ is especially important in recruiting, as recruiters need to manage their personal goals while identifying EQ candidates and deciding if they are a good fit for the company.

How can recruiters become more emotionally intelligent?
Practice self-awareness and social skills
Self-awareness builds a successful recruiter. Not only do recruiters represent their company, they also work to build unique relationships with their candidates; in order to succeed at both, they need to be aware of their actions, performance, and mannerisms. To do this, recruiters should always be in a dual-mindset of both the recruiter and applicant to understand how to help candidates feel comfortable during the hiring process. Thus, feedback can be very helpful in identifying areas of strengths and weaknesses for recruiters. Companies like XOR provide recruiters with a feature that implements feedback surveys at the end of every interview, allowing candidates to comment on the recruiting process. Additionally, pulse surveys can be set-up internally; recruiters can leverage this feature to express their sentiments about their role and performance, company’s culture, and the overall health of their company—this can determine areas recruiters may need additional guidance or help from their company.

Be empathetic and flexible
Professional relationships don’t have to be rigid, cold, and unforgiving. In this age of technology, recruiters can leverage many tools to be more flexible and empathetic of candidates. During challenging health and economic times such as COVID-19, it’s essential that recruiters are aware of potential hardships or inconveniences that their candidates may be experiencing. Virtual career fairs, automated scheduling, and video interviews are only some of the modern recruiting solutions that XOR provides, all of which can be used to help recruiters nurture relationships with candidates while staying safe. Technology saves time, provides flexibility, and allows recruiters to focus on the most important element of recruiting—human connection.

How do emotionally intelligent recruiters screen for emotionally intelligent candidates?
Asking behavioral interview questions
Behavioral interview questions give recruiters more insight into the candidate’s personality, thought process, and work ethic. To identify emotional intelligence, recruiters can ask interview questions like:

— Can you describe a time you had a conflict with your team? How did you solve it?
— Can you describe a time you struggled on a project? How did you overcome it?
— Can you describe a time you came up with a creative solution?

This will allow recruiters to understand how candidates work under high pressure, with different teams, or changing environments.

Paying attention to the candidate’s language
During an interview, it’s crucial for recruiters to pay attention to the candidate’s language when they are describing emotions. The more specific they are, the more likely that they have adequate levels of EQ. Showing signs of empathy, forgiveness, and positivity are some other things to look out for, as this will determine whether the candidate fits in with the team or not. Companies like XOR offer live and on-demand video interviews that allow recruiters to download video recordings post-interview and analyze the candidate. This can help determine if the candidate is a good fit for the company.

Emotional intelligence will be the one factor that sets recruiters apart as technology becomes more of an integral part of the hiring process. Not only will it help attract and hire top talent quicker, it also ensures that recruiters retain the human aspect of recruiting. As candidates become more and more comfortable with the use of technology in recruiting, they’ll definitely appreciate a recruiter who can create a lasting meaningful relationship and a positive candidate experience. Schedule a demo with XOR to see how we can fit into your emotionally intelligent recruiting strategy.

Tags: Automation, Recruitment, recruiting automation, scheduling interview, Emotional Intelligence