Alternative Staffing Solutions Revolutionize Recruitment

NAME: Manjima Roy
ROLL NO.: 95/MBH/201009

SUBJECT: Human Resource Selection
CODE: HRC-301 Module (||)
ALTERNATIVE STAFFING SOLUTIONS HAVE

REVOLUTIONIZED RECRUITMENT
Alternative staffing includes independent contracting, part-time work, seasonal work, gig work (really
popular for IT staffing), and more. Alternative staffing has grown steadily since the 1990s and is
especially popular now as businesses anticipate utilizing digital technologies and remote work. Why?
This method provides undeniable benefits to employers and workers. Companies gain flexibility and
greater access to staff while employers cut costs, boost productivity, and tap into distributed and on-
demand networks—especially now during the pandemic.
Precisely why it’s no surprise 65% of employers consider using alternative staffing organizations in
the future. Plus, with the growth of innovative technologies and companies being able to easily
connect with clients, you can see why alternative staffing can make businesses more cost-effective
and efficient.
On-demand hiring solutions employ social media and other digital strategies to allow businesses to
build direct and cost-effective connections with a global network of professionals. These are skilled,
proven, and experienced specialists who have embraced a life of remote work and are available on-
demand. This innovative recruitment strategy enables organizations to streamline hiring methods.
Additionally, vetting remote hires can be completed in one business day instead of traditional
practices that take an average of up to five. Alternative staffing solutions cut costly fee
structures from your budget, allowing you to allocate more money towards working
expenditures.
alternative staffing solutions are:
Social Media
25% of all job seekers use social recruiting to pinpoint their next career opportunities.
Whether it’s Facebook, Twitter, Instagram, Tumblr, or LinkedIn, find a range of skilled
professionals who are easy to contact. Use this solution to target tech-savvy experts, who tend
to know how to utilize social media more than others—precisely why this outlet is a source to
find top-level candidates.
Additionally, social media recruiting through employee referrals allows companies to tap into
brand new talent markets. Plenty of businesses already employ social recruiting, with 9-10
brands using some manner of social media to source, attract, and engage their recruits.
Artificial Intelligence (AI)

AI has become so prominent in hiring that Forbes ran an article titled How AI is Changing
the Game for Recruiting. This article acknowledges recruitment as one of the most
challenging jobs modern businesses faces. AI helps alleviate a significant proportion of the
hiring work. Here are three of the most effective options.
 Chatbots: Secure candidates and direct them to roles using chatbots. They’re a

reactive way to save time and sift through talent pools.
 Sentiment analysis: Use this to adjust job specs in the event of biased or off-putting
language.
 Talent rediscovery: With an applicant tracking system, AI scans your data records
and finds candidates for your bill.
Virtual Reality
VR is a revolutionary hiring prospect. Some industries have VR headsets designed to engage

with candidates more than ever before. Utilizing VR displays, your business is an innovator.
It sends out positive messages, even if it’s timely and expensive to integrate into your
recruitment strategy. How could your business integrate virtual reality into your hiring
strategy? VR allows for unique interpretations for your specific industry.
Virtual Job Fairs
The pandemic changed job fairs forever. Luckily, virtual career fairs are a dynamic solution
to help employers break free from traditional hiring events' limitations. By providing a 3D
online platform, employers and job seekers can now connect in a virtual setting, mimicking a
physical event's feel, but without the restrictive attributes known to be a source of frustration
for human resources specialists.
Create a branded digital environment for virtual career fairs and eliminate the need for
exhibitors or attendees to invest in expensive travel, reschedule their prior commitments, or
lose out on valuable networking opportunities due to distance.
Video Interviews
Whether candidates live 200 miles away or in different countries, the archaic practice of
dragging candidates in for interviews is ending. It wastes a significant amount of time and
money when almost everyone has access to Skype, FaceTime, Google Hangouts, and other
forms of digital communication.
Remove less suitable candidates after a brief screening, and then bring in your top selection
once you have one or two, you’re set on. Video interviews can also significantly increase
your candidate pool.
Applicant Tracking Systems (ATS)
ATS is on the rise for large and small businesses and is now a recognized recruitment
software leader. What are its benefits for employers
 Efficiency: Log your hiring candidate information and campaign data all in one
system.
 Candidate data: ATS allows access to a pool of workers for specific roles in the
future.
 Candidate experience: It’s easier on candidates as you can cater to new hiring
expectations, such as mobile-based application environments.
 Admin reduction: Again, do away with filing cabinets and streamline everything
through one recruitment hub—no more excess files in your office.
Open-ended job posts
Job descriptions are often altered, which is exactly why some recruiters try tactics, like
leaving off job titles. Others even leave off specific specifications. This idea is to encourage a
range of candidates.
Previously, it’s been common to choose the most experienced candidate, under the belief that
they’re the best option. Yet industry experience doesn’t account for enthusiasm, nor whether
an individual naturally fits your business culture. If they’re a fit for the team, training such
candidates over six months or longer can reap benefits long-term.
Job auditions/referrals
A job audition provides additional insights and is an ideal way to stress test candidates or
referrals. Entice more candidates to take the audition by offering to pay for the audition.
Ultimately, which solution to utilize depends on multiple factors. Recognizing these

components helps the hiring process go much more smoothly.
 How fast you need a freelancer (i.e., your timeline)

 Experience with alternative staffing
 Ability to test technical skills
 The number of team members required
 The level of experience required
 budget limitations.

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NAME: Manjima Roy

ROLL NO.: 95/MBH/201009

ALTERNATIVE STAFFING SOLUTIONS HAVE

alternative staffing solutions are:

Artificial Intelligence (AI)

 Chatbots: Secure candidates and direct them to roles using chatbots. They’re a

VR is a revolutionary hiring prospect. Some industries have VR headsets designed to engage

Virtual Job Fairs

Applicant Tracking Systems (ATS)

Open-ended job posts

Ultimately, which solution to utilize depends on multiple factors. Recognizing these

 How fast you need a freelancer (i.e., your timeline)

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