Technology and the Merger of Contingent and Permanent Hiring

ThinkstockPhotos-184624238Ten years ago, five years ago, even today, the way we recruit contingent workers and permanent employees looks nothing alike for most organizations. Our talent acquisition (TA) teams are dedicated to an intense process for permanent hiring that’s designed to bring forward the best candidates from large talent pools to better compete for top talent in the marketplace.  In the other silo, contingent hiring follows its own process, often driven by individual business units on a case-by-case basis. Now, technology is fueling a new, blended model that merges contingent and permanent workforce management. The recruitment ROI this model can deliver is catching the attention of top leadership across industries, geographies and market size.

Not Your Grandfather’s VMS

The integration of technology in hiring contingent and permanent employees is nothing new. In fact, there’s a whole alphabet to describe it — ATS, VMS, TAS and more. What’s new is the level of collaboration made possible, in part, by advances in technology.  With new technologies, service providers are coming together to form alliances that will better serve joint customers across their entire hiring function.

The recent alliance formed by IQNavigator in the VMS space, and Montage in the video interviewing space, is just one example. Through this partnership, the two platforms will be integrated in order to deliver video and voice interviewing to the contingent workforce market.  Now, the paths contingent and permanent job candidates take from recruitment to hire to onboarding will become more alike, and companies will benefit from a contingent hiring process that becomes more rigorous without additional time and cost. In this blended model, companies can take advantage of video interviewing, background checking and many other features of their permanent hiring process across their total workforce.

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Mindsets Must Shift

The blended model is not without its challenges. Long after technologies have been integrated, organizations may still be working on change management initiatives. The blended model brings together different talent buyers across an organization, many of whom have not worked so closely together before. Managers of TA, hiring and procurement will need to let go not just of turf wars, but also of conventional ways of looking at hiring. However, as many organizations learn with their adoption of video interviewing, when stakeholders embrace and engage with innovative technology, their hiring workflows evolve and improve.

High Expectations for Continent Hiring Metrics

As contingent and permanent hiring evolve into a blended model, organizations should expect some significant results. For instance, we believe a client’s contingent workforce will benefit from a higher quality of candidates and greater speed to hire, all within the context of a better hiring experience for the candidates.

Currently, 20% to 30% of the average organization’s workforce is contingent, and that segment is projected to grow to nearly 50% by 2020. The blended model offers a more strategic approach and greater value for talent buyers, candidates and the company’s bottom line. It soon will be a must-have in today’s global war for talent.

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Tina Yoder
Tina Yoder is vice president of strategic alliances at Montage.

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One Response to “Technology and the Merger of Contingent and Permanent Hiring”

  1. This article argues that the technology and the merger of contingent and permanent hiring have impacted also suggests that current research may be minimizing the consequences of the changing economic landscape for the outcomes of standard, permanent, full-time workers. Great Going!

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