It might not seem important for program managers to know exactly which type of technologies their staffing partners are using — from where they sit, the view can be just a lot of open requisitions  — but knowing what options are available will enable you to know what to push your partners to implement on your behalf.

One significant service option program that managers should be aware of is staffing platforms.

By definition, staffing platforms are the automated/online version of offline manual processes conducted by staffing firms. SIA breaks the definition down further to indicate whether the service is for temporary staffing platforms or hiring platforms. Simply put, temporary staffing platforms serve the front end of the process to hire contingent labor, while hiring platforms focus more on the onboarding of already vetted candidates.

In a recent research report, Staffing Platforms as a Service Global Landscape 2024 Update-Summary, SIA Technology Research Director Kevin O’Neill shares that there are typically three branches in the staffing platform family: traditional staffing models, temporary staffing platforms and talent platforms.

Traditional Staffing Models

In a traditional staffing model, companies will use a mix of technology and a recruiter to source and match candidates. Most of the vetting of the skills capabilities is done by the recruiter, and onboarding is done mostly manually. Traditional staffing works well when your hiring managers prefer a more hands-on, pick-up-the-phone-and-call-someone approach. It is great from a human touch aspect, but the cautionary tale is that there will be delays in many of the processes.

CIOs at staffing companies are looking to improve their processes by adding technology to portions of the recruiting cycle, but according to O’Neill’s report, only 44% plan to implement a full temporary staffing platform in the next two years. This means that while they are investing in the technology, it’s not going to replace many of the activities handled directly by recruiters. And this also answers the question as to whether bots will be taking recruiter jobs.

Temporary Staffing Platforms

This model is found where staffing companies have entirely automated the sourcing, matching and skill-vetting pieces of the recruiting process. Onboarding can even be included in cases where the system integrates with background providers, documents are sent via an offer letter produced by the system and timekeeping is integrated to the payroll system (pay when worked). If your hiring managers love self-service, then this model is great for them. Temporary staffing platforms take visibility to a new level. Managers have direct access to view the candidates matched to their jobs and any ratings/reviews given to the candidate by other managers. An option to find independent consultants/gig workers is also available.

When staffing companies implement a temporary staffing platform they find efficiencies in the recruitment process, more visibility in the status of candidates, consistent messaging throughout the process and quicker results. Be aware, however, that often a human hasn’t been involved in the process unless the workflow warrants it. This means technology can and will do a lot, so you may want to insist that the staffing company add in humans at certain touch points to audit the automation.

Talent Platforms

Unlike temporary staffing platforms, talent platforms are primarily used to get in touch with specific talent groups. Think of these platforms as talent pools. And talent platforms will never be the employer, so consider who the employer of record will be (you or a staffing partner). When your organization uses talent platforms, the system will source, match and vet workers. It will also allow workers to self-assign (think about it like raising your hand for a job). Talent platforms are great for managers who like to have direct access to candidates and want the visibility, but it’s also great for quickly finding specialized talent today to do a job tomorrow.

Organizations in high-volume industries such as hospitality, entertainment, marketing and retail will benefit from using talent platforms. Workers also benefit from the flexibility platforms provide, allowing them to decide which jobs to choose and where to work. Whether the job is remote or local, talent platforms enable programs to choose how to get the work done. If your offices are located in Phoenix but need a photographer in Los Angeles, talent platforms can make the connection to local talent outside your normal place of business.

The cautionary tale on talent platforms, outside of not being the employer of record, is that the onboarding portion — background check, drug screen, etc. — will also be the responsibility of the organization or its staffing partners.

Understanding the various technologies available in the market and the differences in them will aid you in discussions with your staffing partners. Additionally, knowing how the different models work provides insights into whether they are right for your program.