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More Than One Type of Candidate

Supporting the diverse needs of the people behind the resumes

More Than One Type of Candidate

Supporting the diverse needs of the people behind the resumes

Addressing Flexi Hiring as the Centre Stage in Manpower Strategy

Insights from the 2022 ISF report

We saw a 21% increase in demand for flexi work in the year 2021-2022. This figure has since grown, and will continue to do so. The healthcare, IT & ITES, pharma, edTech, and e-commerce sectors are the front runners in job demands for non traditional roles, with employment growth exceeding 35%.

The work landscape has been changing dramatically post Covid-19, and the future of work is increasingly under the influence of automation and digital transformation. Hiring and retaining traditionalist employees is becoming economically and sociologically difficult.

 

(a) With automation, more skills are getting commoditized

(b) Industries are creating jobs for candidates with adjacent skills

(c) Workers in the commoditised sectors need to work longer hours for low wages

The Inflexion Point in Traditionalist Employment

Owing to an increasing demand for skill sets in the IT and ITES sectors, over 21% of younger adults with higher education and 11% with better skills joined in flexi employment in year the 2021. Over 40% of the total temp staffing were deployed in the essential services sector.

Young Jobseekers and Temp Roles

Interestingly, there is a growth in women workers in the 31-45 years age bracket, in the flexi working population. This group saw over 10% growth compared to other formats of employment, and women participation in temp staffing continued at 27%.

Women and Gig Work

Coming Soon

Consider

A case where a single worker's career journey reflects the mechanisms and gaps in the healthcare industry 

  • People develop professional acumen by building meaningful relations between knowledge, skill, and attitude by a combination of learning from school and the workplace. Reviews show that demand for skills across the board faces inflexion points at different stages due to: the pace of technological adoption, rate of increase in demand from the industry, pace of product and services innovation, shift of industrial base, policy and infrastructural support from both government and non-government establishments and investment enthusiasm. 

    In a dynamic industrial condition, performers experience redundancy and consequently commoditization and a devolving of their skills due to continual and disruptive changes in measuring performance and the rate of technology adoption. This declining demand for existing skills is not uniform across the geographical industry landscape as the velocity of adoption of new capabilities by individual entities vary.  

    Given the realties and dynamics of  job market conditions, the adorin staffing platform assumes the role of the labor market intermediary by aggregating job vacancies of differentiated levels of skills and making them accessible to the applicants, running them through the process of matching and rating based on recruiter’s job specifications, therefore expanding the job market for both younger and older job seekers and efficiently and accurately presenting shortlisted candidates for recruiters.

  • Customer facing jobs include activities related to audit and exploration, solutioning, presenting proposals, delivering products and srevices, and resolving complaints and queries. Customer facing jobs are intense customer interactions on business processes connected outcome, which requires the management of customer expectations beyond the fitments to standard, usability, cost, and future requirements. It involves displaying technical and human facets like humility, interactive behaviour, integrity, tolerance & patience, and purposefulness. 

    Customer facing jobs operate through frontline units called first line. Generally, these positions are overseen by first line supervisors who focus on enabling and assuring that the performers meet their performance parameters efficiently and adhere to their duties.  First line resources constitute over 85% of a firm’s workforce and on an average face attrition levels of over 15% across most industries. Customer facing jobs operate at thresholds where the firm’s strategy meets the market and create the results for future sustainability.

    Adorin staffing uses advance technology and trained workforce to forecast, provision, optimize, upgrade, and manage manpower deployment. Adorin staffing uses algorithm based matching to source, sort and shortlist manpower from the market. Adorin uses an integrated business process system for resource supply and allocation, operations management, cashflow management, customer service and contingency and business continuity services. 

  • Business processes are outsourced by firms as a part of their strategic intent of deploying non-core activities outside the company to achieve better business results and to subsequently provide an opportunity for the firm to enlarge its capacity for a wider marketplace.

    Given the purpose of business processes outsourcing, the principal company transfers its technology and skills to the outsourced facility mainly for go-to-market activities, customer service and/ or specialized services. Based on service level agreements, sets up standards of service delivery and inspection of methods and capabilities to ensure adherence to quality, productivity, and compliance, to match the business plan assumptions of outsourcing.  

    Adorin staffing represents development and adoption of advance technology for business process integration and trained manpower in the deployment of workforce for specific jobs to achieve customer’s business outcome. Therefore adorin has the readiness to adopt technologies related to customer’s business processes and capabilities to prepare the workforce for jobs needing implementation.   

  • Managed services constitute an expert intervention and professional third party services which  support the core activities of an enterprise. This includes: infrastructure and facilities, cyber security, datacenter and cloud management, procurement and contract management, payroll, integrated supply chain, delivery services, accounting and fiduciary, customer help desk, management development, learning and education, IT consulting, staffing, etc., so that the firm can focus on its strategic and tactical progress. 

    Enterprises which partner with third party services, essentially do so for significant reasons, such as:

    (a) Cost

    (b) Professional and expert intervention

    (c) Business continuity

    (d) Uptime management and breakdown services

    (e) Market outreach

    (f) Extraordinary services

    With the presence of advance technology in staffing services and the ability to organize and prepare workforces to deliver for customer’s business, there is the opportunity for enterprises to consider adorin staffing as a preferred third party organisation to manage their business. This extends to critical and professional services in sectors such as IT, healthcare, hospitality, infrastructure and engineering and manufacturing.  

The Adorin Scope for Intelligent Staffing 

Employer

Adorin will align strategy and policies with the employer’s flexi-work policies, providing e-to-e support.

Account Manager

Works with client firm to mitigate supply risk and provide workforce planning support

Employer Database

B-to-B account

management, shortlisted candidate offering, media campaign and marketing mix.

Staffing Mgt System

Forecasting, administration and management processes.

Deployed Employee

Being in Adorin’s data base, high opportunity jobs will find candidates. Short term or gig work opportunities and non-traditional career building.  

Candidate Database mobilization

Institute recruitment, job posting, social media campaign and marketing mix, fully supported by adorin.

On the Ground

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