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Crowdstaffing has earned the prestigious 2019 Rising Star & Premium Usability Awards from FinancesOnline, a popular B2B software review platform. This recognition is given out annually to products that provide outstanding solutions for B2B companies across a number of categories, including the leaders in the HR Technology space.

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People are not commodities. We understand this intellectually but in staffing we have many systems that treat them as exactly that.


The Right to Represent is an example of an outdated system that originated for the recruiter or staffing agency’s benefit to ensure they have ‘ownership’ of a candidate, essentially preventing other agencies from representing the same candidate to the same position or client. Most candidates have no idea that this system actually limits their ability to work with other recruiters on the same roles and sometimes with the client altogether. They unknowingly place faith in a single recruiter who may or may not be best suited to help them find a great new role.

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HR Analytics: from eyesore to icon

The Eiffel Tower celebrated its 130th birthday this year. Originally conceived as the gateway to the 1889 Exposition Universelle, or World’s Fair, it stood as a monument to commemorate the 100th anniversary of the storming of the Bastille. Although it endures today as an iconic part of our global consciousness, most people don’t realize that it was an eyesore to Parisians at the time. The French novelist Guy de Maupassant, as the tale goes, openly despised the tower yet ate lunch every afternoon in its restaurant. When asked why, he responded that it was the only spot in the city where he couldn’t see it.

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Most growing companies can realistically only manage eight or nine staffing suppliers in-house at any one time. The sheer number of manual tasks requires the talent supplier manager to be a Herculean juggler, the center of a constant flurry of activity with no real sense for what’s working.

You know you’ve hit capacity when balls start dropping and hiring goals are missed. Talent Supplier Performance Management is a new type of solution for growing businesses to streamline their hiring efforts and proactively find the right-fit suppliers.

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Striking Balance in Balanced Scorecards

Managed service providers (MSPs) field countless requests from hiring and procurement managers looking to create standardized metrics for use in Service Level Agreements (SLAs) and Key Performance Indicators (KPIs), which are instrumental in monitoring program success and staffing vendors performance. The staffing industry remains abuzz with talk of time-to-fill, submittal rates, cycle times and other measurements, with many players seeking the “right range” for their metrics. And yet national averages and universal standards tend toward a static, one-size-fits-all approach that often fails to illustrate the true story of a staffing supplier’s capabilities, performance and overall value. Why? Because every program is unique, dynamic and constantly evolving.

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“It’s not rocket science to build hiring technology. It is a bit of rocket science to figure out how to make the most effective use of it and create a win-win hiring model for all parties involved. Until now it’s been I win, and I hope you make it also.”

Around two-thirds of medium-sized businesses use spreadsheets to manage their talent suppliers. They painstakingly self-manage their hiring programs, avoiding costly VMS tools or adding an MSP layer to their program.

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Forbes contributor Amy Phillip posed an important question in 2017 about candidate relationship management: Has neglect become the new normal? In this economy, where every company is being pushed toward automation and optimization to stay competitive, some things are bound to fall through the cracks.

Relationships, in my humble opinion, should never be the elements of business to be sacrified in our rush to the top. How we manage our relationships with candidates, through every stage of the hiring process, determines how engaged and passionate our talent will be -- how they in turn will create exceptional experiences for our customers. To grow and prevail, we must recognize that modern professionals seek a sense of mission, not just a position, and bring that to our candidate relationship management strategy.

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We are very excited to announce Crowdstaffing 360, our new solution for growing businesses to effectively manage their staffing agencies and easily expand their reach to new talent.

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Dating apps made quite the splash after Tinder first hit the app store in 2012. People were swiping right around the globe, making matches and meeting exciting new dating prospects. But it didn’t take long for women to realize that flirting on Tinder had many of the same pitfalls as flirting at a bar. Namely, it sometimes opened the gates for unwanted comments and harassment. That’s when Tinder’s former co-founder Whitney Wolfe decided to do something different: she would make a dating app that put the power in women’s hands. Today, Bumble has grown to an estimated 18 million users, and it’s quickly evolving into something much more than a dating app.

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The drive to adopt and invest in new HR technologies is more present than ever. Growing businesses are having to hire better candidates in less time, which is pressuring them to look for ways to automate their hiring process. Beneath the feature sets and fancy functionality lurks the specter of Big Data. In this post, we’re going to examine the latest trends in employment-centric software for contingent workforce management, and tackle a big question about handling Big Data. It’s a journey made possible by HR technology review firm Software Advice (a Gartner company), and Netflix, to name a few.

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