We use emojis (or emoji -- both are actually correct….let’s not get started on GIF versus JIF, though!) throughout the day. Texting family and friends. Sending emails to coworkers. And yes, in candidate and client communications.
It’s a pretty safe bet that you know data is important. Just about every staffing firm wants to collect data. Large, popular companies are under fire for covertly taking it from their customers -- but why? Because it’s valuable. These companies use data to make smarter business decisions and ultimately, to generate revenue.
Imagine reaching out to thousands of candidates in your database with an 88% total inbound response rate. If you’re like most staffing firms, you’d KILL for numbers in that stratosphere. With texting and the right candidate engagement platform, it is absolutely possible.
I had a great time in Las Vegas recently at HR Tech. This event has been held for over 20 years, bringing thousands of HR and technology professionals together to share, learn and discuss.
Freelancers, consultants, contingent workers, part-time employees -- these non-traditional workers make up the liquid workforce. And they’re an increasingly powerful component of today’s forward-thinking businesses.
The liquid workforce has become a major force in today’s businesses. Headlines spend plenty of time talking about freelancers, ICs and consultants, but this trend is about much more than headlines. 70% of businesses are using some part of the liquid workforce.
When it comes to tracking time for contingent workers, businesses have it down pat. But actually managing the liquid workforce? Well, there’s some work to do.
Today’s talent is savvier than ever. We talk about this quite a bit on the Sense blog. It’s just that to stand out and land talent, employers are expected to go above and beyond what worked in the past. A concerted, strategic effort is necessary, especially with today’s 4% unemployment rate.
With any number of client reqs and candidates in the pipeline, while sales works on landing new clients, every department of your staffing firm is firing on all cylinders on any given day. While everyone is seemingly moving full speed ahead on the tasks on their plates, it can be difficult to be sure everyone is on the same page.
If your staffing firm has been operating for at least a year or so, chances are your database is teeming with qualified talent. While you may have only placed anywhere from a few dozen to a few hundred (or more), there are many, many more candidates waiting in your database for you to match them with the right opportunity. All you need is the right technology and processes to uncover them.