Digital recruitment and selection
A significant digital footprint across social media platforms on which to develop multiple candidate touchpoints as a means of:
a) Attracting and identifying interest, expertise and professional motivation;
b) Engaging potential candidates through interactions with current, contingent and former employees
c) Assessing values alignment and cultural fit through on-line situational interviews, company-specific case studies and capability assessment centres;
d) recruiting talent for multiple roles (permanent, temporary, contingent, project or competency-based), skill gaps and time-to-deploy; and
e) Selecting talent based on a portfolio of work, development and performance.
Values and culture are key attributes used by high-performing opportunity seekers in the gig economy to make decisions about their alignment to and fit within an organisation.
Integrated workforce planning
Integrated workforce planning is managed through a system that identifies of enterprise-wide roles including permanent, ready-to-move, temporary, contingent, project and competency-based positions.
To realise the full potential of key talent in the midst of rapidly changing labor market conditions – exacerbated by the gig economy – a robust workforce architecture with up-to-the-minute market, business and demographic data, should provide a single source of truth for workforce analysis, planning, decision making and execution.
While modern planning tools range from spreadsheets to desktop, ERP and cloud-based systems, the requirements for any integrated workforce planning tool are relatively simple.
Key workforce planning requires a single source of information with reliable, up-to-the-minute data that can be sourced quickly to guide planning decisions across multi-scenario parameters.
Without an integrated workforce planning tool, an organisation’s ability to develop elastic capability to effectively negotiate market changes will be slow, reactive and inconsistent.
A robust workforce planning architecture that integrates live enterprise-wide and labor market data, business and capability requirements, and maps change and transformation in real time is a distinctive competitive advantage in the gig economy.
Build, buy, move
While the principles of build, buy and move are implicit in an organisations’ continuous improvement and risk management strategies, significant changes to the labor market and access to talent prompted by the gig economy require a forward thinking and transparent platform on which to lean into capability development, leadership, succession, talent acquisition planning and execution.
Historically, building capability has often been linked to uncovering gaps that stand in the way of achieving commercial and development objectives.