Crowdsourcing your way to talent management

Over 85% of the organisations confirmed using crowdsourcing for various operations, including recruitment and engagement. 

By Savneet Shergill

The Internet today has digitized humanity and how! People the world over now engage with their colleagues, friends and loved ones through the magic world of Social Media. While Facebook gives them the power to be engaged in ‘real time’, LinkedIn brings together like-minded individuals via common connections thereby leveraging both personal and professional relationships.

Furthermore, Twitter has emerged as a platform for netizens, to question thought leaders across the globe with a simple tweet. This social buzz has caused a paradigm shift in the way brands communicate and has taken organizations a step closer to their valuable customers by personalizing conversations. Today, millennials have accepted the internet as a means of day-to-day communication. Finding the right kind of people that fit perfectly with the culture of an organization can be a challenging task but here is where the World Wide Web steps in and opens up a whole new avenue of opportunity.

Say hello to crowdsourcing! Crowdsourcing can help organizations build, engage and foster communities that can be utilized effectively for branding and recruiting. Crowdsourcing can be described as the process by which a company outsources a task once performed by employees, to a network of people in the form of an open invitation. A good analogy will be the internet and how vast its user network is. With millions of people operating out of different time zones, cultures, platforms and devices, could there be a way to marshal these resources of collective intelligence in a systematic way to accomplish specific business goals? The answer is a resounding ‘Yes’.

With crowdsourcing one gets access to a pool of global resources that can help generate solutions overnight, literally. A simple example of crowdsourcing is Employee Referral Programs, a process carried out effectively by most organizations. Very often organizations have a few positions to close and send out information to employees asking them to help in the recruiting process. When an appropriate candidate gets selected, the employees are rewarded. Thereby it’s a win-win situation for both the companies who’ve found talent as well as the employees who enjoy the rewards.

Now, imagine opening up this particular concept to the external world. Think about the kind of possibilities that it could create, the impact of collective networking of employees and the kind of reach it gives organizations. However, one must be careful in terms of strategizing the kind of tasks, systems or processes to be outsourced. Meticulous planning and crafting of attainable objectives while carefully defining deliverables are imperative. One should also remember that crowdsourcing is not a replacement but a useful and additional resource to traditional methods. Building, aligning and infusing attractive incentives into the crowd sourcing strategy will ensure a win: win situation.

While crowdsourcing any task or process, one must make sure that clear and concise instructions are provided upfront. The following principles could be kept in mind; firstly, one needs to make sure that the brief is concise enough for the crowd so that the reader’s time is not wasted. Secondly, one must be prepared at all times to provide feedback at regular intervals.

Also, when trying out ideas, one must make sure that the approach being used is right. Just because a particular campaign was crowdsourced successfully there is no guarantee that the same will work for other campaigns. When it comes to data and tracking, one should focus on numbers that matter in the given context and not get caught up with unnecessary metrics. Lastly, one needs to make sure that the reward being offered is inspiring enough for people to participate. Remember, in their motivation lies your success!

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