Crowdsourcing. This word conveys nothing to you? Crowd working. No idea? Crowdfunding. That word should ring a bell! Crowdfunding platforms are becoming more and more popular on the internet, even small communities are already trying to find the new financing method.
All over again.
But all over again. At the end of the day, we are still an HR blog. And here it is more about “sourcing” and “working” rather than “funding”. But what is crowdsourcing really about and is it more than just another buzzword in the hype-driven HR word?
Crowd, Crowd, Crowd.
In fact, crowdsourcing means outsourcing tasks to a larger group, who can fulfill the task faster or better through the diverse structure and the compressed knowledge. Crowdworking takes place on different internet platforms for example. Companies or individuals can determine tasks (and budget) and then let them be implemented by the “crowd”.
Similar platforms have also been created for crowdfunding. New products may receive financial support for launch or completion there. Even social projects are now “crowded”. In a sense, even a simple question which you put in a social network to friends could be referred to as crowdsourcing. Then the so-called “wisdom of the crowd” gets used. Conclusion: Quite a lot of crowd, but why the whole thing in HR?
Staff = Crowd = Success?
Crowdsourcing can now also be used for recruitment. The decisive factor for success is the company’s own employees! Of course you could also use an external platform. Then the posts are published and then edited by countless (semi-) professional headhunters. The goal of a recruiter however should be to find the perfect candidate to the listing and not attract 100 of only partially suitable candidates. Therefore it can be helpful to rely on one’s own employees; And, of course, not just the employees from the HR department of the company. Especially in the departments where there are vacancies, the employees should be motivated to search. This can be done via a simple call or even further elaborated through sophisticated employee recommendation programs.
Employee recommendation or crowdsourcing?
These employee recommendation programs work particularly well under two conditions. On the one hand, their own employees should be satisfied with their job in the company. It is clear that unhappy employees would not recommend their employer to a friend or acquaintance. On the other hand, these programs should be designed in such a way that additional incentives for the recommendation arise. These can be simple commission systems (for example a percentage payment of the future wage of a vacancy filled by a recommendation) or special point systems. Employees can receive a set number of points for certain qualities of the recommendation (for example: the recommended candidate accomplishes the application interview / assessment / employment) and then can redeem them for premiums.
Greater range, higher quality.
The crowd is not only a multiplier, but also a “gatekeeper”. Because their own employees usually know more precisely which skills are needed in their department and (this is especially important) which type of person fits the department and company culture. This is why staff recommendations often have a particularly high quality and are recommended to every SME (and larger company). In addition, there is also the cost savings for the company, which is made up of “crowd sourced” employees: the recommendation system makes headhunters or job ads redundant and thus reduces the recruitment expenses. Properly implemented, crowdsourcing can be an effective tool for modern recruiting. In the application, however, crowdsourcing simply sound a lot of the (well-known) employee recommendation program. So did HR basically just find a new buzzword? 😉