In the US, there are more than 53 million freelancers, making up about 35% of the labor force. A recent report  from McKinsey illustrates that while there is a group of workers that is working on a freelance basis position, the large majority of independent workers are getting great satisfaction from working this way.

Employee engagement and overall satisfaction is unquestionably good for business. Flexibility is known to breed creativity, so if we can provide an effective way for this working-style to succeed, we have the potential to create a progressive system in which everybody wins. By leveraging a flexible and nimble staff, businesses are positioned to better adjust to ongoing project demands, tight deadlines and unique skill-sets required to reach success.

Companies that are successfully utilizing independent contractors have taken the leap to structure their business towards the independent worker- from the very core of procurement, legal and finance, to HR, how they find, source and manage their talent.  It is only a matter of time before all businesses will need to do the same. That’s where TeamPeople comes in. Not only do we have a talent cloud of 40K creative and technical talent, but we have experts in HR, legal and procurement and we take the weight of that pressure off our client’s shoulders. If you’re interested in learning more on navigating compliance with a freelance workforce, join us in our Webinar with IHAF on October 25^th where we’ll uncover the legal and compliance issues surrounding the variable labor model, helping identify the pros and cons, and better understand how to operate within the boundaries of the law.

Are you looking for qualified and fully-vetted creative or technical talent? Whether you need a UX designer, mobile app developer or a post-production editor, we find the right person for the job- every time. Get a quote today.

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A few weeks ago, I attended the ERE Recruiting conference in sunny San Diego, California. It was a delight to spend the week with my fellow recruiters, talking about industry challenges and how we overcome them to find the best talent to add to our teams.

The overarching trend was that unemployment is at an all-time low. The New York Times reported that the U.S. added 313,000 jobs in February alone , the most in a single month since July of 2016. For talent and job seekers, that’s great news! For recruiters, the hot market can be challenging. With an influx of job openings and demand for top talent, the pressure is on. Though not to fear, recruiters are coming up with unique and innovative ways to tap into the market!

Here are the 5 most innovative techniques recruiters are using to find top talent:

1. Social Media is where it’s at

Long gone are the days where talent would merely apply online and see what happens. Companies have started taking a proactive approach to reaching potential candidates directly and it has paid off! 69% of active candidates are more likely to apply for a job at a company that manages its employer brand. Tools such as Facebook Live, Chat bots, Instagram, and Twitter are allowing candidates to immediately speak with a recruiter during business hours. It’s an immediate return on your investment and a Recruiter can see the dividends of their work instantaneously.

2. Video is an important tool

Candidates are more concerned than ever about their work environment. Can I bring my dog? What are the benefits? What is my Managers style? Are there company events? We spend so much time at work that candidates want to know what the culture is like and if they would enjoy spending time there. I know for me personally, working at an organization where I can grow, feel valued, and have coworkers that foster a hospitable work environment are crucial. So why wouldn’t that also be important for candidates? Showing company culture through video is one of the best ways to get engagement. Whether it’s with VR, webcasts, or blogs, candidates, just like recruiters, shouldn’t be afraid to show their personality!

3. The Burgeoning Digital Nomad

Working in a digital environment allows for flexibility. Candidates want to see that they can take their laptop on the road and either work freelance or remote a few days a week. Fundera reports that the number of employers offering a work from home option has grown by 40% in the past 5 years. Companies that are willing to be flexible and allow their workforce room to work from home, work remote, or have a flex schedule are seeing talent come to them!

4. Less is More

Long drawn out interview processes are daunting for both candidates and clients! The talent market is so tight that long lag times between interviews or a long response time can often result in losing the talent you want! If you see someone that you like through the interview process – don’t wait! Candidates are here today and gone tomorrow. It’s important to know where to draw the line between making sure it’s a good fit and over doing it with online assessments, multiple interview days, phone and skype interviews, etc. Make that offer! Don’t lose out on the right fit by dragging your feet.

5. Technology is a tool and not the end all be all

It is important to utilize technology to gain a window into a company atmosphere and environment, to expedite the interview process/workflow and to capture that candidate that didn’t even know they needed a new job for your company. Send that tweet, invite them to that video interview, work on surveys and feedback. With all that being said, it still boils down to the fact that recruitment is a human based industry. Nothing can replace picking up that phone or using that connection. Don’t forget, it’s about the people, and people are our business!

Is your company having trouble finding the right talent for your open positions? We find the right person for the job- every time. Get a quote today.

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A few short weeks ago, TeamPeople hosted a webinar entitled, “Immersive Media, Are You Ready?”.  With AR, VR and video 360’ being all the rage, we took a deep dive into what it takes to produce compelling content and if these technologies will become essential to a brand’s success. We posed these questions to our panelists, Raven Petuchowski, Renee Beck and Loreta Tarozaite, three trail-blazing women leading technology teams from all sides of the country.

To ensure that everyone started with the same level of understanding, we began our webinar by first defining the difference between immersion and engagement. Engagement takes place when a story or marketing message provokes some sort of action amongst the audience. Immersion takes place when the audience forgets it’s even an audience at all. Immersion blurs the lines between story and marketing or storyteller and audience.

Covering everything from personal experiences to advice and lessons learned, our panelists delivered valuable content. To view the webinar and slide presentation, click here .

Here’s what we found:

Content is king no matter what technology is used.

Immersive experiences present endless opportunities, but is it right for your brand? Loreta emphasized that these new technologies should be used to our advantage to tell the story.  Forcing your brand’s story into the latest and greatest technology platform, doesn’t automatically create great content.  You need to choose the technology that brings your story to life. It may be VR, AR or Video 360, but it also may be a video, creatively designed infographic or other strategically-designed method. When deciding on the best tool or platform, choose what makes sense from a content and consumer perspective rather than just because ‘it’s the coolest new tech’.

Is the risk worth the reward?

Tapping into immersive media can be an expensive undertaking. With technology investments, productions costs and distribution methods, the costs can be high. Plus, you need to find the individuals with the right skill-sets to create the high-quality content. Despite the hesitation of many big-named corporations, a Deloitte study reports more than 150 companies, in multiple industries including 52 of the Fortune 500, are testing or have deployed AR or VR solutions.  For some industries, such as education, the path to “reward” is much less foggy and uncertain.  As Renee pointed out, education has a longstanding history of being a very passive.  AR and VR has the ability to radically change the way we learn. Experiencing something first-hand, can create a learning experience far more effective than listening to a lecture or reading a textbook.

Getting buy-in.

After being highlighted by our panelists and discussed in our audience Q&A session, getting buy in from top decision-makers is a common obstacle. Our panelists agreed that building something from scratch and creating a demo for your senior leaders is a game-changer. They recommended partnering with a company or person that really does it well and can help showcase the value it can bring to your mission.  A well-developed demo will do wonders to your pitch. Seeing is believing, after all. The same goes for selling it externally.  In order to have mass adoption, you need to put it in the audience’s hands.

The consensus.

Collective immersive content experiences are estimated to become a 140 billion-dollar business by 2020 .  In many ways, our panelists agree that it will be imperative to leverage these new technologies to stay competitive in the future.  Whether its AR or VR, the answer remains to be seen, but what it comes down to is the experience.  Gone are days of static webpages and a quantity over quality approach. To succeed, you need to be disruptive and experiential.

Is your team looking to tap into immersive media, but need help getting started? We’re here to help! With our database of highly-skilled talent, we’ve created and implemented immersive experiences for our clients across the nation and abroad. Send us an email, we would love to hear about your ideas!

Meet the Panelists:

Raven Petuchowski

Executive Producer for TeamPeople @Allstate

For the past nine years, Raven has led TeamPeople @ Allstate’s multimedia team to coordinate, produce and manage a wide range of interactive media projects. She’s the executive producer of a diverse team of more than 100 professionals creating high-end interactive audio and video projects and global events.

Renee Beck

Director, Video & Technical Operations @2U

Renee is a passionate media executive with 20 years of comprehensive experience in all facets of content creation. With previous experience leading teams at National Geographic, TV One, The World Bank and today, 2U, she’s worked her way up through various industries.

Loreta Tarozaite

Sr. Video Producer @Western Digital

First stepping foot in the cable industry as a news anchor and reporter in her home country, Lithuania, she entered the industry in a very non-conventional way. With 18 years of experience, Loreta has worked in various producing, directing, editing, and content generation capacities for companies including SanDisk and Western Digital.

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