• Contractor Signup

    How many people will you have in your talent pool by 2020?

    A recent techcrunch article quoted that by 2020, there may be hardly anyone working as an “Employee” any longer; the trend towards non-permanent work is increasing at such a rate Employee’s may become a thing of the past! I don’t personally believe it will be quite that severe but it does get you thinking, if you agree in principal with the concept, how are you going to be accessing that worker pool?

    We put together a Chord chart recently, which plots the contractor jobs hiring between FTSE companies. In this example we’ve just displayed the top 15 firms. It show’s a particularly high “recycle” rate between companies’ who “re-hire” contractors often. In the Barclays example we can clearly see almost half their contractors have worked for them before, similar for Lloyds Banking Group.


    NB. The Chord chart above is interactive, move your cursor over the outer disc of the various chords to examine moves between each unit.

    Click toTweet: How many people will you have in your talent pool by 2020? via @elevatedirect http://ctt.ec/q7Gc6+ #recruitment this article

    Without a centralised talent pool for these large organisations to access all their contingent workers, they are paying again and again for resources they have already acquired. If you take an average “applicant per vacancy” volume figure of circa 100 (I am only talking about UK Contract Technology roles in this example) had these firms been building their own talent pools by capturing “every” applicant that wanted to work for them they would have, by now, a talent pool in the millions, potentially capable of fulfilling the overall proportion of their Contingent hiring needs. Currently agencies filter the candidates and send over their best 2 or 3; the actual hirer is not benefiting from the other 97 or 98 people that applied and who may in fact be very good for a different role or something similar in the near future.

    It’s not just FTSE companies that could be benefitting from this; suppose the NHS had all their Doctors and Nurses in a talent pool, that automatically matched them with needs; all of a sudden, the NHS has reduced its need for agencies to supply staff, thereby saving the NHS maybe £1billion a year. Suppose central Government whose spend on Contingent labour is more than all those companies put together could start to benefit from a singular talent pool – consider the savings there – into the Billions, to spend on more interesting things like schools, hospitals, nuclear submarines, 4th plinth sculptures etc J

    By more efficiently matching specialist skills with needs, Corporations, Governments and in fact any organisation that uses Contingent labour on scale should be immediately considering how they are going to build their Talent Pool, what technology they can leverage to do this and ultimately, how soon they can get started, because the quicker you start, the bigger your pool is going to be by 2020.

    Click toTweet: How many people will you have in your talent pool by 2020? via @elevatedirect http://ctt.ec/q7Gc6+ #recruitment this article

  • Contractor Signup

    Elevate partners with ‘HiredByMe’ to enhance contingent hiring

    London, April 15th 2015 – Elevate, the UK based recruiting platform, designed to streamline companies hiring of contingent talent, is today pleased to announce a partnership with another London based start-up; HiredByMe.

    HiredByMe is a complementary service to the Elevate platform, allowing organisations looking for both career skills validation and Pre-Employment Screening (PES) to gain this insight from within the Elevate application.

    Pre-employment screening softare

    Simon Bichara, founder and CEO of HiredByMe, says “We think the Elevate platform is a great opportunity for both organisations and contractors, and we’re proud to be associated with them”

    Dan Collier, CEO of Elevate says “HiredByMe is a logical partner for us. Our focus is purely on optimising the sourcing part of the hiring process, using data to ensure firms can make decisions fast and with HiredByMe we can re-enforce the validity of individual applicants. Bringing PES into the sourcing stage, is a big change and should allow firms, especially in the Banking/Financial Services space to drastically reduce the on-boarding time”

    This latest partnership for Elevate show’s how we are committed to creating a seamless experience for Contingent talent hirers, from VMS to On-Boarding, we are aiming to join up what’s currently a set of disparate processes for most organisations, into a single integrated eco-system.

  • Hire programmer

    Does London have the best programming talent in the world?

    ‘If you had to name the best place in the world to find top programmer talent, you’d probably say California, right?’ That’s the quetion akef at the beginning of this great piece of research from Venturebeat.  It provides an analysis of a popular coding Q&A platform to determine which countries possess the best programming talent.  To read the full analysis click the link below.

    Source: venturebeat.com

  • cws-summit-europe-2014

    CWS Summit 2015, and the Future of Recruitment

    Contingent Workforce Summit Europe 2015

    Elevate is sponsoring the Contingent Workforce Summit 2015 in Amsterdam and it is a big deal. It’s a big deal to us, but we will come back to that later, it’s also a very big deal to the contingent staffing industry as a whole. Buyers, sellers, planners and vendors all together under one roof for what looks like an intense two days of networking coupled with an engaging conference agenda delivered by some real thought leaders and experts.

    Why is it such a big deal?

    As the demand for contingent workers continues to increase year after year to a forecast of 25% of the global workforce by 2024 conferences like CWS 2015 provide major opportunities for organisations to ensure that their contingent workforce programmes and planning are bomb proof, bullet proof and going to be able to withstand what their business, industries, governments and economies are going to throw at them.

    Elevate are huge champions of the contingent worker. Whether temp, IC, SOW or otherwise we believe this workforce sector has become fundamental in more and more ways to the world economy. This advancement of a critical workforce should be celebrated and CWS 2015 gives us a chance to do that.

    However, as Spring potentially arrives in London it is clear to see that it’s not all rosy in the garden. Basic economic laws of demand and supply could dictate that buyers might be in store for a tougher time sourcing and securing talent as the economies continue to improve across different global regions. In the UK demand for Independent Contractors and other contingent workers is increasing across most sectors. There is already data from those clever people at Innovantage, Broadbean and SIA showing a year on year trend that contingent placements in Jan 2015 were down compared with Jan 2014 but vacancies were up, a strong sign of under supply of workers.

    Sourcing and recruitment is really only one of the areas where contingent workforce planning will be under pressure, it just happens to be the area we are experts in. Other challenges lay ahead in the staffing industry as a whole. From changing landscapes in tax as well as legal considerations and increased compliance, there is no shortage of areas to be addressed and questions to answer.

    So what’s the deal and what has it got to do with CWS?

    CWS provides the platform for these real world issues to be aired, shared and understood. The conference agenda steers us towards some of these key drivers and provides various opportunities for us all to further what we know and how we might approach some aspects. My personal anticipated highlights are both on Tuesday with the Cutting Edge of CW Tech track with Shelley Williams and Kieran Brady as well the Artificial Intelligence piece from Bruce Morton and John Nurthen.

    As Client Services & Operations Director at Elevate it gives me a sense of real excitement attending CWS this year. We will be introducing Elevate as an FMS to some people for the very first time and I am intrigued to listen to learn how our scientific approach to some of these challenges can make a real impact.

    For a overview of the key issues and topics being discussed at the Summit visit: CWS Summit 2015 Amsterdam

  • 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<<