Our recently published first and second issues of our Playbook Series on High5 Vetted Talent have covered how vetting and curating talent is critical if organizations want to stay competitive in the future of work. This is true of all forms of work — full-time, part-time, contract, offsite, or on. With talent curation being an important component of High5 Vetted Talent, it is even more important to pick the right curation partner.
To summarize, High5 Vetted Talent is talent that’s been put through a thorough screening, interviewing, and skills assessment process by experienced subject matter experts (SMEs) before they are submitted for a role. This translates to higher quality talent and faster speed-to-hire — all at a lower cost than organizations are used to paying via traditional staffing methods.
Curation partners should provide objective, transparent, unbiased vetting combined with a fast, personalized experience for talent. This results in improved quality, faster, and at a lower cost for organizations.
Sourcing talent directly through highly vetted and curated channels is becoming increasingly necessary as organizations partner with work enablement platforms that take the guesswork out of hiring.
There are a few core components that should be considered when selecting a curation partner. There are a lot of technologies and organizations that boast rigor around how they find, vet, and engage top talent. Still, very few have a scalable subject matter expert pool large enough to continuously curate and pipeline talent on a global scale.
Finding the right curation partner that can meet the needs of your organization is critical. This is your talent. If you get it wrong, the implications to your business success and future hiring could be massively impacted.
Having a strategic, systematic, tailored process that talent can depend on will make it a successful experience for them. They’ll be more apt to tell others in their network about that experience, which means they’ll refer other quality talent to join your network.
Ensuring your curation partner has a methodical, repeatable, proven process for engaging and screening talent will put you at ease that the first impression a person has with your organization comes from a partner that knows exactly who you are and how to position, not only a role, but your culture and brand as a whole.
Companies need more than scouring job boards or receiving talent that’s had a brief conversation with a recruiter about a role before being submitted — a standard practice of many staffing agencies.
You need a partner that has a scalable, agile interview process that is transparent and interactive. This process should be supported by objective subject matter experts (SMEs) trained in a given skillset. This should include a tech assessment, scoring, ranking, and a write-up that a hiring manager receives to make an informed, unbiased decision.
At High5, we have over 18,000 global SMEs across 1,000+ skillsets powered by a talent delivery team of over 1500 recruiters. This means we can scale up or down quickly, continuously fill your talent pipeline, and deliver support on a global scale.
You can’t have a scalable process without world-class technology to support it. At High5, we use advanced technologies like natural language processing (NLP), machine learning (ML), robotic process automation (RPA), and blockchain to provide a data-rich, seamless experience like never before.
This means we match new jobs to available, qualified candidates and new candidates to available jobs by creating talent profiles in real-time. This gives organizations the ability to instantly view, sort, and organize talent for initiatives like diversity and inclusion, or for tech-specific projects.
Talent is demanding more than simply scouring job boards like LinkedIn and Indeed or submitting their resume and never hearing back. They are also demanding engagement, flexibility, a sense of community and belonging, and meaning and purpose in every interaction. You need a partner that not only understands this but continuously finds ways to make this process better.
If not, you will have talent that’s not engaged in the process or your brand, which leads to retention issues, poor performance, project delays, and lost revenue.
At High5, we’ve invested heavily in an innovative and thorough curation and vetting process that benefits all parties. To that end, this is the third in a four-part Playbook Series committed to providing organizations with detailed information about High5 Vetted Talent, the importance of choosing a curation partner, and the future of talent. We look forward to partnering with you through the process.
If you want to learn more about High5’s global work enablement platform and learn how we find, vet, and curate talent, please visit high5hire.com.
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