{"id":12165,"date":"2018-08-27T08:49:13","date_gmt":"2018-08-27T08:49:13","guid":{"rendered":"https:\/\/www.bullhorn.com\/nl\/?p=12165"},"modified":"2024-09-02T12:29:59","modified_gmt":"2024-09-02T11:29:59","slug":"digitale-platforms-gig-freelance","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/nl\/blog\/digitale-platforms-gig-freelance\/","title":{"rendered":"Digitale platforms: mythes ontkracht"},"content":{"rendered":"

Freelance, zzp en tijdelijk werk zijn hot topic binnen de recruitmentsector. Veel organisaties nemen steeds meer tijdelijke werknemers aan, en steeds meer mensen zijn bereid freelancer te worden. Dankzij deze verschuivingen zijn digitale gig recruitment platforms als Fiverr, Upwork en Shiftgig in opkomst. Veel recruiters zien deze nieuwe technologie als bedreiging.<\/span><\/p>\n

Uit het Recruitment Trends Rapport voor Bureaus 2018<\/a> blijkt dat veel recruitment professionals deze opkomst van freelance en digitale platforms als belangrijk risico beschouwen. Maar liefst 18% noemt deze ontwikkeling in de top 3 van belangrijkste uitdagingen van 2018. Waarom maken zoveel bureaus zich zorgen? En hoe kan je van deze bedreiging juist een kans maken?<\/span><\/p>\n

Freelance platforms: moet je je zorgen maken?<\/span><\/h3>\n

De voornaamste zorg van recruiters is de mogelijkheid dat freelancers en tijdelijke werknemers gebruik zullen maken van de diensten van een digitaal platform, in plaats van een bureau in te schakelen. Deze groepen werknemers zijn terugkerende kandidaten en leveren recruiters vaak snel succes op, dus deze potenti\u00eble disruptie kan een behoorlijke impact hebben op recruiters. Het aantal freelancers en tijdelijke werknemers zal in de toekomst alleen maar toenemen, dus bureaus willen deze groepen natuurlijk niet uit het oog verliezen.<\/span><\/p>\n

Toegegeven, een re\u00ebel risico. Maar bedenk je wel dat recruiters in het verleden voor gelijkwaardige uitdagingen hebben gestaan. In het begin werden bijvoorbeeld online jobboards als het begin van het einde van bureaus beschouwd.<\/span><\/p>\n

Waarom bureaus de gig-economie niet hoeven te vrezen<\/span><\/h3>\n

Kan een digitaal platform dezelfde service verlenen als een recruitment consultant? Het antwoord op deze vraag is kort maar krachtig: NEE. We zetten een paar overwegingen op een rijtje.<\/span><\/p>\n

1. Persoonlijke aandacht<\/strong>
\nEerste en belangrijkste reden is dat een platform nooit de menselijke kracht van een recruiter kan vervangen. <\/span><\/p>\n

2. Specialisme
\n<\/strong>Daarnaast kan het onmogelijk met niche-specialisten en hun netwerk concurreren. Mensen die gebruik maken van een platform zijn afhankelijk van de aanwezigheid van talenten op de juiste plaats op het juiste moment. Een goede recruiter kan echter gebruik maken van zijn netwerk om kandidaten aan te trekken. <\/span><\/p>\n

3. Marktkennis<\/strong>
\nOok beschikken recruiters over diepgaande kennis omtrent bedrijfsculturen en de huidige markt, waardoor ze, in tegenstelling tot een platform, hun services hierop kunnen aanpassen. Een recruiter kan een kandidaat bijvoorbeeld pre-screenen op cultural fit en voorkeuren. <\/span><\/p>\n

4. Out of the box<\/strong>
\nGebruikmaken van de services van een bureau heeft voor kandidaten enorm veel voordelen. Het komt vaak voor dat recruiters kansen spotten die niet in het openbaar te vinden zijn, omdat sommige klanten bijvoorbeeld anoniem willen blijven. Dit komt vaak voor bij hoge functies. Een netwerk is zeer waardevol en zorgt ervoor dat je een stuk proactiever kunt zijn dan wanneer je slechts een advertentie op een platform plaatst en maar moet hopen op het beste. Ook wordt de privacy van kandidaten beschermd als ze niet online als werkzoekende te vinden zijn. <\/span><\/p>\n

5. Relatie<\/strong>
\nRelaties worden opgebouwd tussen mensen. Samenwerken met een bureau kan tot herplaatsing leiden; wanneer een kandidaat het volledige proces (shortlist, gesprekken, aanbevelingen en onderschrijvingen) heeft doorlopen, zal er snel aan deze persoon gedacht worden bij toekomstige vacatures. Dit zorgt er ook voor dat je voortdurend op zoek bent naar kansen voor je kandidaten, wat hen weer tijd en moeite bespaart.<\/span><\/p>\n

Ga uit van je eigen kracht en werk samen!<\/span><\/h3>\n

Hoewel digitale platforms van nut zijn voor freelancers en tijdelijke werknemers, is het uitgesloten dat ze ervoor zorgen dat recruiters overbodig worden. Ga uit van je eigen kracht. Zoek uit of het mogelijk is om samen te werken met deze platforms om je aanbod uit te breiden. Je kunt bijvoorbeeld talent sourcen op partnerplatforms, of de platforms als goedkoop alternatief gebruiken om nieuwe werkzoekenden te ontdekken. <\/span><\/p>\n\"Recruitment<\/a>\n","protected":false},"excerpt":{"rendered":"

Veel recruiters beschouwen de opkomst van freelance en digitale platforms als prominent risico. Waarom maken zoveel bureaus zich zorgen, en is er manieren voor jouw organisatie om te profiteren van deze nieuwe kanalen?<\/p>\n","protected":false},"author":178,"featured_media":12275,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[379,284],"tags":[],"class_list":["post-12165","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry-trends-and-insights","category-product-development"],"acf":[],"yoast_head":"\nDigitale platforms: mythes ontkracht | Bullhorn NL<\/title>\n<meta name=\"description\" content=\"Profiteer van freelance en digitale platforms in recruitment ondanks risico's.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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