• Contingent Workforce Technology Webinar

    How can your Contingent Worker Program benefit from VMS & FMS technology?

    Firstly, let’s run over a brief definition of what an FMS (Freelancer Management System) could be – quite simply in business terms it means sourcing your contingent workers directly rather than them being supplied through vendors. How does this then fit in with my VENDOR management system (VMS), if there’s no Vendor?! Well, there is a vendor and in simple terms, the FMS becomes the Vendor replacing the agency supply chain, or at least offering your organisation a way to “Direct Source” first, before using your vendors as a back-up.

    The benefits of using an integrated VMS/FMS approach are numerous, but for me, it seems the biggest win is building out that engaged talent pool; for every vacancy you place on the VMS, the FMS could direct source and store ALL the applicants that are interested in that vacancy, so when future vacancies come up, your talent pool may already contain people that match and can apply automatically. As time goes on, your talent pool becomes significant in size and is more able to deliver across multiple areas of your programme. It’s proven that direct applicants (especially referrals) tend to enjoy longer tenure, and are often of a higher quality than vendor sourced. With measurable data points on re-utilisation, how soon before the system can decide who you should hire, based on all your previous hiring patterns?

    It’s still early days for FMS’s and I like to think of Elevate as sitting squarely in the onsite contractor space. We’re used by organisations that are looking to bring in Contingent talent for longer periods of engagement, 3-12 months typically, often within IT or specialist skills areas. We don’t supply remote workers in other countries based on ‘star’ system validation. How do you know whether the validator has anything in common with your organisations values, and thus whether that 1-5 star validation is relevant to you? We also don’t expect customers to pay for their workers on a Credit Card or upfront either, the model is essentially the same as vendor sourced staff, monthly consolidated invoice, all time and hours either stored in the VMS or Elevate.

    And, we’ve yet to touch on cost reduction; typically anywhere from 35-80% reduction on vendor spend. You do the maths on how much that could save your programme, and what kind of bonus that might mean for your team!

    On September 23rd, I’ll be exploring these topics above on a webinar with Bryan Pena and Peter Reagan of ‘Staffing Industry Analysts’.  The webinar is entitled Contingent Workforce Technology – What defines state of the art and why does it matter? if you’re an SIA buyer, be sure to tune in by signing up below.


  • Contractor Signup

    Elevate & HiredByMe – What Our Partnership Means for Clients

    Hiring… is a pain

    Don’t get me wrong – I love people. I love working with them. I love the process of personal development. I love working in teams and seeing all the different skills and personalities come together to deliver a fantastic end result.

    But the process of hiring is really painful. Writing a job spec. Reviewing CVs. Weeding out those who are a poor fit. Interviewing. Interviewing. More interviewing. The interminable wait to onboard someone after you’ve selected them. And then finding that after all that you’ve often still not picked the right person.

    It’s even more painful when hiring contingent staff (contractors, freelancers and interims) because the hiring process goes faster and the problems are magnified.

    I’ve worked in banking, technology and consulting for 25 years, and experienced all these problems. We decided that there had to be a better way.

    HiredByMe solves two problems in the contingent labour recruitment process – Selection and Onboarding. Or to put it another way, picking the right candidate, quickly, first time; and getting them on a desk and working fast.

    On Selection

    We start from the premise that the best guide to future performance is past performance. So we collect rigorous, honest feedback on contingent staff from previous colleagues, and make it available to recruiters and new clients to view (crucially we give legal protection to assessors, which enables them to be candid).

    This rich dataset provides a powerful insight into what the worker is good at – and what they’re not. And this delivers three key benefits for organisations: Faster hiring (because you can prioritise the best candidates); reduced effort (because you waste less time with unsuitable candidates); and better hiring (because you are using actual, observed on-job performance, not just interview or test results).

    On Onboarding

    We shorten the cycle by removing the time taken to do pre-employment screening. Instead of screening candidates when they sign a contract, we allow candidates to go through employment screening when they start looking for work and not when they find it.

    As a result, by the time they sign a contract their screening is complete, and candidates can onboard immediately, rather than the usual 2-4 week delay. Not only that, but because we keep the data from role to role (and allow candidates to just “top it up” rather than fully screen each time) the candidate experience goes from “painful” to “easy” – providing a strong incentive for the best candidates to sign with you.

    On Integrating with Elevate

    Our partnership with Elevate is a win-win for both sides. What we don’t do is source candidates – we provide data on a candidate once they’ve been identified for review or interview. Elevate’s sophisticated algorithms can take the place of a traditional recruiter, seeking out candidates and providing a best fit based on published data. Adding the HiredByMe piece allows organisations to access a rich dataset to help final interview and selection of elevate’s top-ranked candidates; and to onboard those selected in the blink of an eye.

    Development of our integration is underway, and we look forward to rolling it out in the Summer.

    Simon Bichara, Founder HiredByMe

  • iqn-intergration

    IQNavigator Integration – What Does it Mean?

    Elevate IQN Partnership

    Our original vision for Elevate; to connect Contractors with Jobs directly, cutting out the middleman is beginning to become a reality. Up to now, the majority of our customers have been small agile companies, with very little barrier to entry for us. They’d happily come along, sign up, and more often than not, have success, make a hire or two, in some cases a lot more, and generally quickly get to grips with the system. These smaller companies typically could afford to invest that little bit more time and effort into the selection and recruiting process. Through a lengthy feedback loop exercise we’ve begun to understand just what functionality we’d need to appeal to larger firms.

    One of our main projects this past year has been applying a Machine Learning approach to all the Data we have.  We worked out we could quickly build organisational level hiring patterns to give us a Cultural fit score, showing us definitively where companies tended to hire Contingent workers from, what skills they tend to have, and thus what “good” looks like for that organisation. Large brands are attractive to Contingent workers; they tend to offer stability, lengthy contract’s, the work tends to be interesting and they look good on the CV, plus crucially they tend to pay good market rates. We understood therefore that when a large branded advert went out to attract job-seekers it attracts a LOT of response. You might think this is great for those brands that want to Direct Source, but it actually creates a big issue – thousands of direct applicants that need to be filtered, reviewed and either engaged or rejected – All the while keeping an eye on Brand engagement.

    So, we built a ranking engine.

    This system understands and reads the CV’s. It understands where people worked and what they did, what skills they’ve been using and for how long. It allows us then to rank applicants as they come in on scale based on previous hiring patterns. So, those thousands of direct applicants all of a sudden become ranked by suggested best fit, cultural match, skills and more.

    Corporate customers of IQNavigator can now take advantage of using their own brand to attract and filter candidates on scale, bypassing the need for Vendor suppliers to source and filter. This means we can cut out the majority of the vendor spend % which all comes from sourcing activities. Firms using an onsite MSP can retain their services for administration and payroll of activities, or take advantage of the Elevate eco-system, which include Pre-Employment Screening, Vetting, Payroll and more.

    It’s still early days for the emerging FMS (Freelancer Management Systems) technology companies, but at Elevate we firmly believe the technology is now here to allow this type of complex transaction to be made easier and give larger enterprises control back of their brand and drive direct applicants, thereby reducing spend on vendors and gaining far more insight, through intelligent data into their contingent workforces.

    Dan Collier, CEO & Co-Founder, Elevate

  • Contractor Signup

    Elevate New Release – Improved Integrations, Interfaces & Candidate Matching

    Elevate new release

    London, 12th January 2015, Elevate is pleased to announce our most recent major technology release on to the Elevate contractor recruitment platform.

    In line with our vision to empower independent workers, and aid employers to maximise their contingent workforces, the recent improvements focused heavily on improving the candidate & employer experience in addition to introducing the next evolution of our candidate matching & ranking algorithm.

    Better Integration

    The first of the major improvements in this release was to provide more advanced jobboard integration leading to improved candidate attraction and experience.  Candidate applications are now accurately parsed directly from jobboards into the system leading to improved application conversion rates for employers, as high as 80% and we’re still working on the other 20%.

    Better User Experience

    The second major improvement is to the user interfaces, for both contractors and employers. We have focused on ease of use for both sets of users resulting in easier navigation with a fresher more vibrant look and feel.

    Better Candidates (and quicker!)

    We saved the best improvement till last though.  After months beavering away in the Elevate Labs, our data scientists have refined our candidate matching technology further by incorporating employers’ previous recruitment trends into the process.  We look at a lot of data to do this and the results allow for more accurate matching between a job and suggested candidates, making the job of searching through contractors far less time consuming. Plus we now rank your applicants based on these recruitment trends so you don’t have to review long lists of candidates, the best ones are always at the top.

    What’s on the Horizon for 2015?

    Another big year of technology developments and service improvements beckons…….

    Better Recruiter Experience

    In the early part of 2015 we’ll be releasing a complete redesign of the employer side of the app. This will include redesigns of the candidate review and recruitment workflow screens allowing you to analyse and compare more relevant candidate info, quicker and more intuitively.

    Even Better Candidate Matching

    Our upcoming Q1 release will include further improvements to our candidate ranking algorithm providing enhanced filtering and more in-depth understanding between job titles, skills, and employer jobs.

    Better Communications

    Messaging between employers and candidates will be improved ensuring the best possible experience and response times for all users.

    Better Insight

    We’ll be providing tools for employers to enable them to view in real time what skills are in most demand. You can then scope and plan accordingly and work out, for example, if are you paying too much or too little for a certain skill.

    New Working Model

    Already rolled out across a couple of clients, Elevate will soon be announcing a new working model. This involves utilising an onsite resource to ensure clients maximise the benefits of Elevate as part of their contractor recruitment strategy

    And last but not least!………..Some BIG Integrations

    We’ll be updating the market on these exciting major integrations soon! They are a bit hush, hush for now.

  • business-case

    The Business Case for a Direct Contractor Recruitment Strategy – Part 5

    Contractor Recruitment Strategy Part V
    In the previous chapter we provided an overview of the challenges and benefits of a direct contractor recruitment model.  In this chapter we will be discussing ‘Using Technology to Streamline the Direct Hiring of Contractors’.

    Using Technology to Streamline the Direct Hiring of Contractors

    A number of different tools can be used to join up the various elements of the contractor recruitment process.  Job board databases and social networks like LinkedIn etc. can be used to source contractors.  You can use an ATS system to help track and filter applicants.  A pay-rolling provider can be used to aid time-sheeting and payment.

    However, for an efficient, streamlined process you want to reduce the amount of different systems and tools you are logging in and out of.  The technology now exists to streamline the entire contractor recruitment process within a single cloud based system.

    >>Download the Full Whitepaper Here<<

    Elevate Direct – An End to End Contractor Only Recruitment Platform

    Elevate Direct has been developed as a tool purely for delivering the entire contractor hiring cycle within a single system.  On the surface it has two sides. Contractors are able to sign up to the platform, generate a profile, and get matched to jobs. Employers can log in to the platform to list their jobs, which then only get matched and presented to suitably qualified contractors.

    The system is flexible enough to be used standalone, or to complement your existing recruitment process. There are two main ways Companies use Elevate Direct:

    1)     As a Standalone Sourcing & Advertising Tool

    In the same way you might post ads to Job Boards or login to a CV database or LinkedIn to begin searching for candidates, employers can log into the Elevate Direct platform to advertise their requirement and begin searching for contractors based on skill, day rate, availability etc. Your job advert is then also circulated for free to a number of destinations, including major paid for job-boards, to attract additional candidates.

    As a standalone sourcing tool, Elevate Direct can easily be added to the arsenal of sourcing and recruitment tools an internal recruiter may be using.

    2)     As an End to End Contractor Sourcing & Recruitment Solution

    After sourcing candidates, recruiters have the option of using the full functionality of the

    Elevate Direct platform to engage with candidates to make/accept contract offers. This
    opens up the time-sheeting function which allows Elevate Direct to process contractor
    payments if you don’t wish to use your own timesheet & payment systems.

     What processes does Elevate Direct automate? 

    • Sourcing
    • Ranking of applicants
    • Work flow management
    • Time-sheeting
    • Payroll
    • Consolidated invoicing

    contract recruitment strategy

    How Does Elevate Direct Overcome the Obstacles to Recruiting Contractors Directly:


    A)    Automated Sourcing

    When a job is listed on the Elevate Direct Platform, the key criteria of the role such as Day Rate, Location and Skills (including how recently they were used) are compared against the entire database of contractors to determine initially who is suitable for your job. Employers are also free to search the database of contractors themselves, enabling instant access to new talent pools.

    Benefit: Reduced time to hire because the platform sources for you.


    B)    Automated Ranking

    After the initial skills and experience matching takes place, our smart technology scans the matched candidates based on their career paths and whether they are the type of contractor that your company tends to prefer shortlisting or hiring.This data is used to automatically rank the applicants for you, enabling recruiters to more easily filter through applications.  Even if a thousand applicants were to apply for your role, you can be confident that you only need to review those candidates automatically ranked at the top of the list.

    Benefit: Improved quality of hire as candidates are ranked on cultural fit.


    C)    Compliance

    By choosing to recruit your contractors directly via the Elevate Direct platform, you dramatically reduce the risk of co-employment issues.  Once a contractor has created their Elevate Direct profile they agree to our terms and conditions.  This also ensures the employer does not have to deal with or set up, multiple suppliers. You only deal with one, Elevate Direct.

    Benefit: Mitigation of HMRC compliance risks and consolidated supplier invoicing resulting in less paper work.


    D)    Workflow Management & Payroll

    Once you have shortlisted suitable contractors within Elevate Direct, you have the functionality to message them, invite for interview and offer a contract. Once a contractor accepts a contract offer, they then have access to the Timesheet module. Elevate Direct also offers its own payroll solution which is optional for employers to use.

    Benefit: Streamlined workflow and more control over your brand. By engaging with candidates directly you can ensure a positive candidate experience. By using Elevate Direct, employers do not need to log into multiple systems to search for candidates, approve timesheets, and operate payroll, all the functionality to attract and onboard contractors is available within a single system.


    E)    Reduced Costs

    By using technology to streamline the end to end recruitment process, the cost of processing a contractor is massively reduced.  By sourcing a contractor via the Elevate Direct platform employers benefit from paying hugely reduced mark-ups on day rates (typically down from 15-18%, to only 5-7%).  In addition to these direct costs, Elevate Direct users benefit from a number of indirect savings including reducing expenditure on other recruitment tools such as Job Boards.

    Benefit: Reduced cost per hire due to significantly reduced mark-ups and the elimination of additional indirect recruitment costs. 

     >>Download the Full Whitepaper Here<<