Webinar Recap: On-Demand Talent and the Gig Economy

Though “the gig economy” has been in the public consciousness for several years, it has operated mostly in parallel with the HR function: “gigs” found though tech platforms and apps have borne similarities to contract and temp positions but have mostly existed as an alternative to traditional jobs. But with thousands of new entrants into this space and data pointing toward the continued growth of this segment, it’s time to start considering how on-demand talent could impact and elevate YOUR company’s hiring.

To help you better understand and leverage the gig economy, Nelson was joined by Sean Ring, co-founder of Fulcrum on June 13th.

In this very special NELSONtalks webinar, Sean discussed:

  • The origins of freelance and gig work and what’s changed to make this an important new resource for HR
  • How the gig economy and staffing complement one another – and how to use that synergy to your advantage
  • The differences between B2B and B2C platforms and how to find the talent you’re looking for
  • Key considerations for large companies when seeking to pilot or launch on-demand talent programs
  • And more!

Sean also took a hand-full of live questions at the end of this webinar from those in attendance.


About the Speaker
Sean Ring, Co-Founder, Fulcrum
In January of 2018, Sean co-founded Fulcrum, a software platform that aggregates and integrates on-demand talent marketplaces into Fortune 1000 companies’ existing technology and processes. Fulcrum is a first mover in this space, delivering an end-to-end on-demand talent program.

Sean’s main focus is supporting Fortune 1000 business leaders who are actively preparing their organizations for a future of work that looks much different from today. He works closely with clients to build the architecture and solution delivery of a comprehensive enterprise on-demand talent strategy and also leads change management and adoption.

Prior to Fulcrum, Sean spent 5 years in a business development capacity, finding new clients and leading the way to solve their contingent workforce challenges for Innovative Employee Solutions, an independent contractor compliance and payrolling company. Sean has earned his CCWP accreditation from Staffing Industry Analysts and was also recognized as a top millennial in the staffing industry by Staffing Industry Review Magazine.

Congratulations!

You finally got an offer on that amazing new job, or you’re going in for a raise that you have worked so hard for…

…either way, it’s time to celebrate, because, odds are, you are about to experience a pay raise and an overall improvement in your quality-of-life.

Now comes the fun part – if, that is, you have a competitive nature: it’s time to negotiate your salary.

If you’re not competitive or have had little experience with this, salary negotiations can be an intimidating task. That’s why we’ve compiled a few tips to help you showcase your worth and be rewarded accordingly.

Research, Research, Research

Before you begin your negotiation, you should be very clear on the answers to the following questions:

  1. What is the market value for someone in your similar position?
  2. Do you believe that you are also worth that much to your current/perspective company?

When going into a salary negotiation, doing your research is arguably the ultimate key between success and failure. There are plenty of places to begin your research – websites like Glassdoor, Salary.com, and even LinkedIn compile salary information from people in your position and in your location, so you can get a good idea of what others are being paid. This will allow you to benchmark your own expectations against your peers in similar roles and with similar experience.

Once you have a good benchmark, ask yourself:

What is the number you want?

What is the value of your role?

What is the minimum/maximum number you are willing to settle on?

Having the knowledge and reasoning behind your desired base and counter salary will be an important factor in getting what you believe you deserve.

Practice Makes Perfect

Doing any job well takes practice – including negotiating!

Salary negotiations can be high pressure situations, so going in “cold” can mean leaving money on the table. Find a friend, a peer, a recruiter, or someone who has experience with negotiating to role play with you.

Even though your negotiations may not go according to the script you’ve practiced, knowing what you can say or do in multiple different scenarios before they happen will mean that you stay cool, calm, and collected.

Know Yourself, Know Your Worth

No, this is not the Drake lyric.

While similar to our advice to “Research, Research, Research,” knowing yourself and your worth is more about the internal aspect of your salary negotiation.

If you feel that your impact could be instrumental to a company’s success, then make sure that you convey that confidence when you enter the negotiation.

Know what your skill set is.

Know the steps you had to take in your career to be able to be in this position.

Know they ways in which you’ve already impacted your company (if you’re going in for a raise) or can impact the company (if you’re negotiating a job offer). Know these things – and then make sure that the person on the other side of the table knows them too.

It can be difficult to acknowledge your own worth publicly, because we’re often taught not to toot our own horns; however, now is your time to shine, so make sure not to hide your light!

Never Apologize

It’s tempting to want to apologize for asking for what you feel you’re worth. Especially in situations where there is a power imbalance, you might be concerned about rocking the boat. What if you ask for “too much,” and they rescind the offer?

Unless you’re entering the negotiations a) without having followed any of the above advice and b) with the grandiose delusion that you will be making $10 million off the bat, it pays to be firm with your ask. If you apologize for asking, you flag to the other party that you don’t actually believe that they will or should pay you what you think you’re worth – and you open the door to a much lower offer right away.

That said, this is a negotiation, so you may have to be flexible in response to the other party’s counter offer. Flexibility is different from apologizing, however: you can accept a compromise without saying you’re sorry for asking for something different. Stay confident in your worth, because you never know if a higher pay rate, better benefits, or a promotion may be down the road.

While there are numerous articles on the web giving advice on how to make the best of job relocation, Nelson’s recruiters have assisted candidates with relocation and worked with clients throughout California and around the nation to make the transition successful for both new employees and the companies they join.

So, with our team’s help, we have compiled some of Nelson’s best tips on relocating for a new job:

Determine If You Are Comfortable with Dramatic Change

First things first: are you comfortable leaving your current location? Many people may be excited about the prospect of a new job, but don’t think through the true impact of leaving their current home.

An article in the Harvard Business Review recommends asking yourself these questions:

  • What’s the opportunity?
  • What’s the longevity [of the job]?
  • What’s the family situation?

While there are certainly more factors that may affect your decision, honestly answering these questions will give you a good start in your decision-making process. If you’re tired of living in your current location or ready for an adventure – and the answers to the above three questions all give you the green light – relocating for a new job could be a good option for you.

Know the Cost of Moving to and Living in Your New City

If, for example, you are moving from a city in the Midwest to the Bay Area (or anywhere in California), then you must factor in the impact of the cost of living. Will you be getting a relocation package and/or pay increase?

Regardless of where you’re coming from or where you are going, you want to really understand and study what you are getting yourself into on the financial front.

Some things you want to consider when moving to and living in a new city are:

  • Where are you going to live?
  • Temporary housing? Buy a home? Rent an apartment/condo? AirBNB? Hotel?
  • Transportation within your new residence?
  • Car? Bus? Ride Share? Walk? Bike?
  • Financial Differences?
  • General Moving Costs?
  • Daily prices of everyday living?

There are a ton of factors to consider that you might not expect. Before you give your enthusiastic “yes” to a new employer, make sure you do your research so you can be as prepared as possible for changes in your financial situation.

Build A Network

If you want to lay the groundwork for a successful transition into a new place, it’s important to build connections in your new city.

Compared to generations before now, finding people in new cities has never been easier. By reaching out to your vast network of connections on LinkedIn and various other social platforms, you can send out a social “Bat Signal” before you even start packing your boxes.

For example:

“Hey network! I am moving to        for work.

Do you know anyone here?

What are the best places to live?

Where are the best places to eat?

Can you recommend a dog sitter for when I’m out and about?”

Some other recommended resources that can be beneficial for making connections when moving to a new area (in addition to your personal social media) are MeetUp, City Socializer, City Data, and Reddit.

Visit the Area

This is the fun part, because you’ll be traveling to your potential new home to see if this new city is right for you.

When looking through your potential new living situation, here are a couple notable tips that Forbes’ William Arruda recommends:

  • A strong community bustling with innovation and inclusive opportunities.
  • An area where the cost of living is in line with salaries.
  • A city where the climate is conducive to good health.
  • A diversity of viewpoints and experiences.

You should also consider the quality of life you want to have: if you are happiest when your commute is short, living in a high traffic area or in a suburb that’s located far from the office may not be a great option. Similarly, if you don’t have a car, finding a walk-able city or somewhere with great public transportation should be a priority.

Make a Backup Plan

While it may not be pleasant to think about, you should consider what will happen if your new job doesn’t work out.

Consider the larger picture: if you were to move, would this new city provide you with enough opportunities to handle your needs and the needs of your family’s?

Would you be able to find another job in a similar role? Do you have the ability go back home?

Having a “BREAK GLASS IN CASE OF EMERGENCY” plan in your back pocket will make all the difference if another life changing event occurs.

Making a life-changing move to a brand-new city for a job is difficult, but putting the effort into making sure it’s the right decision can be truly rewarding. By following the above tips you can ease the stress of saying “yes” and move with confidence into your new role.

At Nelson, we understand that your time and resources are valuable. The search for a new employee, no matter what the role, is not an easy journey; that journey is arduous and time consuming.

If you are hesitant about taking the first steps in working with a staffing agency to fill your open positions, take a look at these tips for why using a staffing agency is extremely valuable to your company:

You Are Struggling to Find Talent

Nothing is more stressful than being pressed for time and having your search for talent come up empty. By letting a staffing agency take over your hiring needs, their expertise in diverse fields and top-notch sourcing abilities (and already deep network of talented individuals) can expedite the process of finding a candidate who is qualified to join your company.

One advantage of using staffing agencies is that they aren’t just searching through the job boards, but creatively finding qualified candidates interested in making a career transition to your company.

You Don’t Have the Time to Find Talent

Every day when you walk into your office, you have important tasks that need your full attention. Allowing a staffing agency to help with your search allows your schedule to open up and not worry about the hiring process.

It’s Financially Prudent

Long term, if your company continues to hire poor candidates, that will come out of your pocket and reflect poorly on your company. Hiring a staffing agency can actually save you money over time. According to Monster.com, an overwhelming majority of business owners believe that hiring a staffing agency is too expensive for their hiring needs.

However, when it comes to investing time and finances into the training of a candidate to get ready for your position, staffing agencies can reduce cost and turnover in your organization. You will also need to start paying the candidate for their time on the clock during their training; if that person turns out to be a bad hire, costs end up being even higher.

Access to Exclusive Opportunities

In working with innovative startups to Fortune 100 companies, Nelson’s experienced recruiters can give your company insider access into candidates not just found on job boards.

Not every staffing agency has the ability to send you top candidates, but Nelson has a track-record of providing amazing service and placing amazing candidates to the top-companies in the nation. Your company can very well be next.

Proper Background Checks, Rigorous Training, and Interviews

Your time is extremely valuable, and when it comes to juggling day-to-day operations with hiring, you often have to make sacrifices. However, staffing agencies help you manage your priorities so no corners get cut. For example, staffing agencies can deliver background checks that resumes and in-person interviews can’t provide.

Staffing agencies will also interview candidates before they interview with you. They act as a barrier between you and the candidate to make sure that they are quality candidates worthy of a role on your team.

At Nelson, our interview process is designed to be stress-free, to allow candidates to present their skills and experience in the best light possible. We use patterned-interviewing techniques to make sure they’ll be successful in our company partners’ working environment, and we verify that they understand the company culture, role responsibilities, and working environment. Interviews may be conducted via phone or on-site at Nelson, depending on the role.

A Proven Track Record

Nelson works with organizations of all types and sizes across all industries, from established Fortune 100 companies to government and non-profit organizations to the most agile start-ups, to offer our partners the opportunity to find quality candidates beyond those applying through job boards.

Nelson has been matching job seekers with opportunities for more than 45 years, building an unparalleled network that we tirelessly leverage to help your company find its next elite employee.

When it comes to determining whether or not hiring a staffing agency to assist in your hiring needs, know that: We get careers. We get business. We get work. Want to work with us? Get in touch.

Congrats! You just finished your interview and you feel like you nailed it: You developed a connection with your interviewer; you gave detailed, calculated answers to their questions; and you (hopefully) made a great lasting impression!

Before You Leave the Interview

  1. Get your interviewer’s business card: It is good to keep a Rolodex of contacts you’ve made during your interview process and hopefully maintain some sort of relationship afterwards. It should contain their contact information so you can send them a quick message in the future.
  2. Ask if you can connect with them on LinkedIn: This is similar to getting a business card — a virtual one. As with any social media platform, you wouldn’t want to send a connection out of the blue. It’s better to just play it safe and ask them prior to connecting with them.

Send a Short “Thank You” Email

You’ve arrived back at home, endorphins at an all-time high, eager and excited with the potential opportunities that may present themselves in your potential new role.

One of THE top tips that recruiters and industry professionals give to interviewees is to send a follow-up “Thank You” email after the interview, thanking the interviewer(s) for their time.

Typically you should email your interviewer within 24 hours after speaking with them, so that your conversion is fresh in your mind — and your interviewer’s mind as well!

Here are some things you want to make sure to note in your follow-up email:

  1. Thank them for the opportunity to present yourself for the role
  2. Affirm why you are a good fit/show your value to the company and their team
  3. If you forgot to say something that you feel was really important or impactful during the interview, mention that in the thank you note
  4. If you find an interesting article/piece of relevant content related to something discussed within the interview and/or job, offer to share it with them as a “thought you’d find this interesting” type of piece.

Connect with Them on LinkedIn

This is pretty straightforward, but remember to connect only if you’ve asked and gotten the go-ahead from your interviewer to send them a LinkedIn request.

When you send your connection, don’t just leave it blank; add a personalized note.

Once again, thank them for allowing you to connect with them and grow your respective networks.

What Not to Be While Waiting for A Response

Impatient.

What to Be While Waiting for A Response

Patient.

The interview process is not an easy one for you, the interviewer, or the company you are interviewing for. It may take a fair amount of time for a company to make the decision whether to hire you.

Regardless of whether or not you get the job, using the steps above should help you leave a lasting impression that you are a polished, qualified, and professional candidate.