What are the benefits of crowdstaffing for companies? What distinguishes this model from the traditional activities of recruitment agencies? We invite you to the next entry in the series “Crowdstaffing without secrets”. This time Rafał Chmura, Business Unit Manager at Talent Place shared his perspective.
Rafał is responsible for acquiring new clients for the Talent Place portfolio and for maintaining relations with current partners. Due to the fact that he has direct contact with companies, he knows their daily recruitment challenges and the companies’ perspective on crowdstaffing.
What was your career path like before you came to Talent Place?
I’ve been in the recruitment industry for about 10 years. It all started during my student days, when I was active in AIESEC, where I first recruited Polish students who would like to take up internships abroad, and then I supported the development of 20 branches of the organization in Poland. After graduation, I co-created the social startup of the “Integration” Foundation supporting people with disabilities. We created there social campaigns concerning the employment of people with disabilities. For several years I have been developing simultaneously in two areas – sales and recruitment. In 2015, I received an offer from Przemek Kadula to get involved in creating a product that will change the recruitment market in Poland.
Have you heard about crowdstaffing before?
I hadn’t heard of crowdstaffing before, but the model based on community recruiting with a common goal was interesting to me from the start. I liked the fact that we can create a community of people who believe that recruiting can look different and be a more effective process. At first, we didn’t even know that this model got a name. We have implemented a number of projects and it was only after 2 years that we found out that abroad such a model of work is called “crowdstaffing” / “crowdsourcing”.
What made you trust this idea? Did you have any concerns?
I had no concerns about the idea – already then the recruitment methods available on the market stopped being effective. I had no doubt that what we were doing would start working – I knew managing community members was key. I believed that if we have the best resources inside and a good project management model, crowdstaffing will be effective.
Is this model of operation known to people from your business environment, is it for them something completely new?
This model is little known in Poland and indeed when I talk to company representatives, they are often intrigued. Until a few years ago, we did not have any customers who would contact us with the desire to try this model. Now the situation is different because employers see the value that crowdstaffing brings and want to try it out as part of their recruitment needs. The potential is huge – just look at foreign companies that engage freelancers in various recruitment projects. Everything indicates that this model will gain in popularity in Poland.
What reactions does crowdstaffing cause in people you want to cooperate with? What objections do you encounter most often, and how do you deal with them?
Usually it’s just curiosity about how this model works. On the other hand, there is a fear of how recruiters will communicate the company externally. Each company cares about its employer branding – this is crucial today. If the client has doubts, we always suggest a coherent line of communication. This makes us basically an extension of our partner’s internal HR department. We take into account how the company communicates and is perceived externally – each recruiter works in accordance with these standards.
At the very beginning of discussions with clients, however, we often meet with skepticism. Then we propose a pilot project so that we can “get to know each other better” and that the client has a chance to test the solution we offer.
Among the objections, the remuneration model sometimes appears – not every company is prepared to cooperate on the basis of recommendations and employment. Thanks to a short pilot, we can prove that our model guarantees success. In the model based solely on a success fee, recruitment agencies often give up after the first failures. Unfortunately, this lack of commitment by the two parties results in project implementation failures. Not every company is ready for such solutions – often companies have internal prohibitions or a remuneration policy based 100% on a success fee. However, we also know examples of companies that changed their remuneration policy for external suppliers, precisely because of Talent Place.
What do you think proves the competitive advantage of such a model of operation?
Working in the crowdstaffing model, Talent Place operates based on a community of professionals. Thanks to them we have the best tools and resources to carry out difficult projects. Our advantage is that we cooperate with recruiters with experience in recruitment agencies or internal HR departments. They have a set of experiences thanks to which they can be an excellent recruitment partner for many companies. In addition, the range of our community is a huge advantage. When looking for specialists, we do not only consider the local market, but we are able to recruit from anywhere in Europe. Knowing the local job market is very helpful for recruiters and often determines the effectiveness of a project.
What do you think is the future of recruiting with the recruiting community?
The future of recruitment is primarily related to relationships and recommendations. Currently, one of the main sources of attracting candidates by companies are recommendations from internal employees. Therefore, in the future, in order to be able to recommend a good candidate for the company, someone will have to understand the company perfectly. We recommend what we know. It will not be an outsider who does not know the employer at all, but rather a person who knows his needs and has his own network of contacts. A recruiter who will reach only the most suitable candidates. At Talent Place, we do not undertake every recruitment project we are asked for. We must first be sure that the project will be 100% implemented – otherwise we do not start the project. We believe that these solutions shape the look of the future recruiting market.