人力资源派遣
【编者按】连载了两期的《重塑人力资源业务的五大趋势》，全部内容翻译完成，现全文刊登出来，方便同仁们阅读和收藏。之前读过的小伙伴，可以从第四个趋势开始阅读。希望这篇最新的行业趋势文章，能够推动人力资源服务机构的同仁一起思考、探讨和实践！
人力资源派遣行业的新面貌
——到2025年，将重塑人力资源业务的五大趋势
随着各种趋同趋势的影响，招聘和派遣领域正变得越来越复杂，技术也在不断发展。从按需劳动力的“Uber化（Uberization）”，到客户购买习惯的改变，再到机器人流程自动化*等等，派遣业领导者需要迅速适应，将这些颠覆性的改变转化为盈利的机遇。
*机器人流程自动化（Robotic process automation）简称RPA，是以软件机器人及人工智能（AI）为基础的业务过程自动化科技。
企业咨询公司Visus Group的总裁和创始人Tom Kosnik表示，许多预算有限的企业运营者将环境的颠覆改变视为对其核心业务的威胁，但事实是他们无法继续以原来的方式行事。
小公司正面临进退两难的局面。不断上升的运营成本和较低的生产率侵蚀了它们的净利润——它们需要将这些钱投资于技术，以打破这种恶循环，推动增长。
有一件事是肯定的：随着2025年的到来，人力资源服务行业再也不会像以前那样了，以下五种趋势将会引领我们前进。
The world of recruiting and staffing is becoming more complex and technology driven as a variety of converging trends affect the industry. From the “Uberization” of the on-demand workforce to changes in clients’ buying habits to robotic process automation and more, staffing leaders need to adapt quickly to turn disruptive obstacles into rain-making opportunities.
Many owner-operators with limited budgets view disruption as a threat to their core business, but the fact is that they can’t continue doing things the same way, according to Tom Kosnik, president and founder of organizational consulting firm Visus Group.
Small firms are facing a Catch-22. Rising operating costs and lower productivity have eaten into their net profits — money they need to invest in technology to break the cycle and invigorate growth.
One thing is certain: The staffing industry will never again look like it once did as we approach 2025, with these five trends leading the way.
趋势一：派遣业的“Uber化”>>>
Uber已经利用其创新的移动技术颠覆了出租车行业，现在它又把目光投向了派遣行业。
这家叫车巨头推出了Uber货运(Uber Freight)，这是一款将卡车司机与有运输需求的公司相匹配的应用。随后推出了Uber Works，这是一款将临时工与潜在零工工作相匹配的应用。Uber Works并不是第一家将新兴的按需劳动力与潜在雇主联系起来的公司。
Uber进军派遣领域会不会颠覆整个行业？行业观察人士称，这很难说。不管怎样，像Uber和Lyft这样的公司肯定有能力推动行业的技术进步，让每个人都受益。
Uber has already used its innovative mobile technology to upend the taxi industry — and now it has set its sights on staffing.
The ride-hailing giant flexed its transformational muscles when it launched Uber Freight, an app that matches truckers to companies that have goods to be moved, followed by Uber Works, which matches temporary workers with potential gigs. Uber Works isn’t the first company to connect the burgeoning on-demand workforce with potential employers, either.
Will Uber’s foray into staffing disrupt the entire industry? It’s hard to say, claim industry observers. Regardless, companies like Uber and Lyft certainly have the ability to push the industry’s technologically forward in ways that benefit everyone.
例如，由于Uber的影响，越来越多的自由职业者希望通过他们的智能手机应用与临时项目/短期工作匹配，从而推动了手机应用和移动端派遣解决方案的转变。StaffingTec Conference的创始人Maurice Fuller称，Uber化是他所见过的过去25年里派遣行业最重大的变革。
Fuller表示：“Uber的商业模式具有变革性，不仅是因为求职者想要它，还因为它加快了派遣流程，带来了突破性的成果。”
就像其叫车服务一样，Uber也将使用一种算法来为雇主在其应用上列出的工作设定薪酬。
在人才短缺的情况下，想要继续处理大量人员派遣或轮班工作的派遣公司，如果想要生存下去，就需要重振现有业务，实现派遣流程的自动化，并投资于创造类似Uber体验的工具。
For instance, the shift to native mobile apps and mobile staffing solutions is being driven by a growing freelance workforce that expects to connect with projects and short-term gigs through their smart phones, thanks to Uber’s influence. To put things into perspective, Maurice Fuller, founder of the StaffingTec Conference, calls Uberization the most significant transformation he’s seen in the staffing industry in the last 25 years.
“The Uber business model is transformative not only because candidates want it, but because it accelerates the staffing process and delivers breakthrough results,” says Fuller.
Much like its ride-hailing service, Uber will also use an algorithm to set the wages for jobs that employers list on its app.
With record talent shortages, staffing firms that want to continue handling high-volume staffing or shift work will need to revitalize their existing operations, automate their staffing processes and invest in tools that create an Uber-like experience, if they want to survive.
Uber还提高了对临时工薪酬的预期。
Bullhorn创始人兼首席执行官Art Papas指出：“就像Uber现在成为司机的银行一样，派遣公司未来需要提供即时的项目或小时工资，以争取更多的当地劳动力。”
与此同时，在薪酬、福利和员工身份状态方面面临法律挑战的Uber，正在为传统的派遣公司创造机会——这些公司拥有管理风险的必要资金或手段。
Papas指出，举例来说，尽管Uber正努力成为一家人力资源服务公司，但它实际上更像是一家VMS（供应商管理系统）公司，因为它与TrueBlue合作，由后者提供薪酬外包服务。
更重要的是，用技术取代派遣服务流程可以帮助小型派遣公司获得更公平的竞争环境，并为新的派遣联盟、人才库和概念打开大门，比如为那些拥有紧缺技能、能在短时间内接受任务的零工提供峰值价格。
Uber has also raised expectations around contingent worker pay.
“Much like Uber is now serving as a bank for its drivers, staffing firms will need to provide instant pay by the gig or the hour to compete for local workers in the future,” notes Art Papas, Bullhorn’s founder and CEO.
At the same time, Uber, which is facing legal challenges over pay, benefits and employee status, is creating opportunities for traditional staffing – firms that have the wherewithal to manage risk.
For instance, as much as Uber is trying to become a staffing firm, it’s really more of a VMS because it is partnering with TrueBlue to provide employer-of-record services, Papas notes.
What’s more, replacing manual staffing processes with technology could help level the playing field for smaller staffing firms and open the door to new staffing alliances, talent pools and concepts such as surge pricing for workers with in-demand skills who accept assignments on short notice.
趋势二：必须采取数字营销 >>>
如果你的销售团队建立的联系越来越少，你就碰到了问题，但至少你不是一个人。横跨各个行业、各个公司，传统的销售团队都面临着被淘汰。企业咨询公司Visus Group的总裁和创始人Tom Kosnik表示，“人们更倾向的交流方式正在发生变化。即使你通过传递一个有吸引力、有价值的信息，成功地吸引了潜在客户的注意，他们仍然会在做最终决定之前，在互联网上对你的公司先进行一番研究。”
如果你在一个网站上花了5000美元而不是25000美元，这个决定可能会让你在生意上损失数百万美元。
更糟糕的是，千禧一代很不喜欢打电话。在这样的背景下，就需要用到数字营销。
If your sales team is making fewer connections and placements, you’ve got problems, but at least you’re not alone. Across industries and companies, traditional sales teams faces extinction. “The preferred means of communication is changing,” Kosnik says. “Even if you manage to get a prospective client’s attention by delivering a compelling, value-driven message, they are still going to research your company on the internet before they decide to engage.”
If you spent $5,000 on a website instead of $25,000, that decision could cost you millions in business.
Worse, millennials find the thought of making phone calls terrifying. That’s where digital marketing comes in.
潜在客户做出购买决定的方式发生了变化，这使得数字营销成为任何试图在当前市场竞争的人力资源公司必须要做的事情。要想成功，一个销售团队需要强大的、整合数字营销策略的支持，该策略以高质量的内容为特色，包括博客文章、视频、案例研究和专业网站，而不仅仅是社交媒体。
数字参与是行动的先导，也是创造进线销售（客户主动找上门）机会的有效途径。公司需要立即投资于数字营销。
Kosnik警告称：“如果你的销售方式还和18个月前一样，你就在失去市场。你可以聘请外部公司来处理数字营销，并设定目标来衡量效果。”
The shift in the way that prospective clients make buying decisions has made digital marketing a must for any staffing firm that’s trying to compete in the modern marketplace. And not just social media. To succeed, a sales team needs the support of a robust, integrated digital marketing strategy that features high-quality content including blog posts, videos, case studies and a professional website.
Digital engagement is a precursor to action and an effective way to create inbound sales leads.
It’s time to stop asking, “What is digital marketing?” and start investing in it.
“If you’re selling the same way you were 18 months ago, you’re losing ground,” Kosnik warns. “Hire an outside firm to handle digital marketing and set – rm goals to measure effectiveness.”
趋势三：增加的监管也是机遇 >>>
诚然，人力资源公司需要调整他们的政策和流程，以适应日益复杂的各种法规，如员工病假、专利和商标、加班和隐私法规（例如加州消费者隐私法）——看似不断增加的负担实际上强调了人力资源行业贡献的重要性和价值。
Kosnik表示：“在某种程度上，疯狂的政客是我们的朋友，因为企业无法独自应对当今日益复杂的法律环境。公司内部人力资源部门无法做到我们可以做到的——在适用不同法律法规的不同地点管理数千名灵活员工。”
While it’s true that staffing firms will need to adapt their policies and processes to comply with the growing maze of diverse regulations regarding worker sick leave, PTO, IC qualification, overtime and privacy laws like the California Consumer Privacy Act — the increasing burden actually reinforces the importance and value of the industry’s contributions.
“In a way, the crazy politicians are our friends because companies can’t deal with today’s increasingly complex legal environment by themselves,” Kosnik says. “HR departments can’t do what we can do in terms of managing thousands of flexible workers in varying locations, where different laws apply.”
例如，美国劳工部目前管理和执行的联邦法律法规超过180条。最重要的是，各州政府将在2020年对几十项法律进行全面的修改，而且改变是没有终点的。
短期内，人力资源公司负责人需要弄清楚新的隐私法将如何适用于他们联系候选人、收集数据、持有数据和共享数据的方式。
然而，正如Bullhorn创始人兼首席执行官Art Papas所指出的那样：“那些最先适应并迅速改变的公司将会胜出。” 从长远来看，不断增加的监管力度将为努力遵守规章制度的公司创造更多机会。
For instance, the US Department of Labor currently administers and enforces more than 180 federal laws. On top of that, state governments will be implementing sweeping changes to dozens of laws in 2020, and there’s no end in sight.
In the short term, staffing leaders will need to figure out how the new privacy laws apply to the way they contact candidates, collect data, hold data and share data.
However, as Papas points out: “Those who adapt first and are fast to change will win.” So, in the long term, increasing regulations will create opportunities for staffing -firms that make an effort to comply.
趋势四：招聘的变革 >>>
到2030年，全球人才短缺可能会达到8520万人，这已经扰乱了一流招聘公司寻找全职或临时人才的方式。
例如，按需派遣公司和他们的客户正越来越多地采用“自我成长”的策略，以缓解持续的技能短缺。实际上，美国人力资源协会(American Staffing Association)预测，美国人力资源服务机构将在未来五年内为70万名临时工、合同工以及求职者提供技能提升的培训机会。
A global talent shortage that could reach 85.2 million people by 2030 isalready disrupting the ways top-performing recruiters approach their craft andbusinesses source full-time and contingent talent.
For example, contingent staffing firms and their clients are increasinglyembracing grow-your-own strategies to mitigate against ongoing skill shortages.In fact, the American Staffing Association has pledged that US staffingagencies will provide training, upskilling and reskilling opportunities to 700,000temporary and contract employees and job seekers during the next five years.
专注于员工体验和未来工作的作家、演说家Jacob Morgan表示：“用关键词搜索并将求职者之前的经验与职位描述相匹配的时代已经过去。”
招聘人员需要评估并看重求职者的未来潜力、才能以及可转换的技能，而不是他们已经取得的成就，从而发现并推荐那些招聘经理以前可能会忽略的求职者。Morgan进一步警告称，以交易为导向的派遣公司将感受到他称之为“惯例式招聘的灭亡”所带来的最大冲击。
“The era of keyword searches and matching candidates’ previous experience to job descriptions has passed,” according to Jacob Morgan, author, speaker and futurist focusing onthe employee experience and the future of work.
Recruiters will need to evaluate and highlight someone’s potential, aptitude and transferable skills — rather than what they have already achieved — to identify and recommend outside-the-box candidates that hiringmanagers may have previously overlooked. Morgan further warns thattransaction-oriented staffing firms are going to feel the most disruption fromwhat he calls the “death of hiring by paradigm.”
门槛提高了。随着全球人才市场变得更具活力和竞争力，招聘人员需要在被动的候选人和经理面前发挥更积极主动、更具战略性的顾问作用。这需要用到一些高级的软技能，比如开放思维和宏观思维，以及能够使用人工智能驱动的工具和平台，这些工具和平台使用大数据驱动的招聘技术、算法、机器学习甚至是游戏化技术来预测某人在特定职位上的未来表现。
最后，因为招聘经理将需要考虑更广泛的人才库来完成手头的任务，我们将继续看到由外部自由职业者、代理承包商、甚至内部员工组成的人才市场的增长。美国运通公司、谷歌和IBM都是使用人工智能来推动内部人才开发和市场的公司典范。
The bar has been raised. As global talent markets become more dynamic andcompetitive, recruiters need to take on a more proactive, strategic andadvisory role with passive candidates and business managers. This requiresadvanced soft skills like open-mindedness and big-picture thinking along withaccess to AI-powered tools and platforms that use data-driven hiringtechniques, algorithms, machine learning and even gamification to predictsomeone’s future performance in a specific role.
Finally, because hiring managers will need to consider a broader range oftalent for completing the tasks at hand, we will continue to see the growth oftalent marketplaces consisting of external freelancers, agency contractors andeven internal employees. American Express, Google, and IBM are examples oforganizations that are using AI to power internal talent development andmarketplaces.
趋势五：智能流程自动化 >>>
许多收入在700万美元以下的派遣公司仍然依赖基于纸张的流程和考勤卡，但是由于办公的智能流程自动化，他们开始变革及提高生产力。
StaffingTec Conference的创始人Maurice Fuller称：“自动化工作流程并不是首要任务。”现在，即使是小型派遣公司也可以执行自动化和消除在整个派遣统一体（包括销售和市场营销）中重复的、低价值和耗时的管理任务，这些繁杂任务妨碍了派遣公司员工与候选人和客户进行互动。机器人流程自动化的真正价值在于它将“机械的重复性工作从人们身上剥离出来”。
Many staffing firms with revenue under $7 million are still relying onpaper-based processes and timecards, but thanks to intelligent processautomation of the front, middle and back office, they are beginning the journeytoward transformative change and enhanced productivity.
“Automating workflows hasn’t beena priority,” Fuller says. Now, even small staffingfirms can automate and eliminate repetitive, low-value and time-consumingadministrative tasks across the staffing continuum —including sales and marketing — that currently takestaff members away from interacting with candidates and clients. The real valueof robotic process automation is that it takes “therobot out of the human.”
从在系统中录入笔记、筛选候选人、跟进邮件和入职，到安排预约、合同和信用管理、佣金和结账，让“机器人”在云端帮助完成繁忙的工作将彻底改变现状，这可能有助于招聘专业人员开发出更有创意的人才解决方案，并建立更深层次的关系。
专家们可能对未来的派遣趋势存在分歧，但有一件事是明确的：机器人流程自动化和行业的Uber化将使其成为一段有趣的旅程。要牢牢紧跟趋势！
From entering notes in the system, candidate screening, follow-up emailsand onboarding, to scheduling appointments, contract and credit management,commissions and global invoicing, letting “robots” complete busy work in the cloud is a game-changer that may helpstaffing professionals develop more creative talent solutions and build deeperrelationships.
Experts may disagree on how the future of staffing is going to pan out,but one thing is clear: Robotic process automation and the Uberization of theindustry are going to make it an interesting ride. Hold on tight.（http://sireview.staffingindustry.com）
【免费的峰会，超值的内容】邀你去东北，也许还能见到“2020年的第一场雪”！同时呈现方晓、杜成老师的两场专题研修班，敬请关注、欢迎参与！
