As we are wrapping up our preparations to visit with many of our peers and other industry participants at SIA’s “Collaboration in the Gig Economy” event next week, it occurred to me that we are at an interesting juncture in our industry. The event itself is a sort of “way point” in a shift in thinking from more traditional, siloed problem solving in our industry to more of a community or ecosystem approach.
Our current employment paradigms, born over 100 years ago, are the offspring of the Industrial Age. Over time we’ve developed a family of conventions, practices, and systems that govern the myriad employment vehicles available today. These have served us well for many decades, but as the workforce has become more dynamic the complexity and limitations have become more evident. Many of our processes, systems, and methods for employing a workforce have become bloated and inefficient translating to an ever lengthening gap between when the talent is needed and when the worker starts. It will take time for new systems, new technologies, and new regulatory provisions to catch up with the accelerated changes we are seeing in the workforce.
In the meantime, as a community and as the shepherds of the labor marketplace we must stay focused on meeting the needs of our workers and employers while the supporting framework catches up. That means we must find ways to work together to untangle and simplify the employment structures in place today. That will require collaboration across organizations and functions in new ways that may feel foreign or seem counter-intuitive.
As the Genesys team builds automation to deliver talent clouds to our customers, we recently encountered a situation where we found a better solution for representing and transmitting a candidate’s qualifications and experience than using the traditional resume. So we approached our client with an alternative and the option of adopting a new way of consuming this information. Unsurprisingly, their initial reaction was “we’ve always required a resume.” However, because of the flexibility and speed inherent in our technology we were able to quickly configure to this delivery model and demonstrate the feasibility of the proposal. After the client adopted the new method there were readily apparent new efficiencies that meant workers were engaged and ramped up in a fraction of the time required under the traditional resume approach. This is just one simple example of how old conventions can be challenged to the benefit of workers and employers.
We’re really looking forward to the exchange of ideas and experiences at the SIA event next week and we’re hoping that you’re pushing the envelope in your thinking and will bring those thoughts with you!
Bill Price, CTO