Digital Marketing



With the imperative of the digital transition, it has become vital for companies to find the best skills for their own digitalization. Digital HR can meet the challenge thanks to a few best practices and tools specifically dedicated to this complex quest for independent experts to stay in the race for innovation.

With the imperative of the digital transition, it has become vital for companies to find the best skills for their own digitalization, or to build offers and models totally in line with this revolution. The only thing is: professions are evolving, so are the skills that must be acquired, and at the same time, these experts are increasingly choosing freelance status. Digital HR can take up the challenge thanks to a few best practices and tools specifically dedicated to this complex quest.

Digital jobs today

They are students, geeks and employees elsewhere, from large companies, from large schools: in the areas of expertise we find extremely varied profiles, for which the Internet is a playground and which go beyond traditional recruitment methods. They use social networks, maintain a blog, give conferences, lead training courses: yes, the landscape of independent hyper-experts can turn out to be a veritable digital haystack in which you are looking for a needle. Expertise is increasingly advanced and it is not about to stop: 60% of digital professions in 2030 would not yet exist *. Rare and unprecedented skills must therefore also be acquired and unearthed in order to remain legitimate in the race for innovation!

Trades which quickly attracted freelancers. A large proportion of freelancers are developers, IT specialists, integrators or technicians. Communication , workpuls and marketing very early on took the turn of new digital professions: they are web editors, web designers, UI or UX designers, data scientists, and represent 24% of independent market experts.

Finally, more and more transverse professions, useful for setting up real projects internally or with an end customer, are investing in digital: consultant in digital strategy, project manager, or even interim manager or CDO (Chief Digital Officer) as a freelance. We must integrate this fundamental notion: digital experts develop their skills at the speed of technology, in a world where ideas no longer have borders. They are on the web, but where to find the best ones!

According to an infographic published by Hiscox, the top 3 emerging digital professions include data scientists (82%), the digital marketing director (77%) and the head of mobile strategy (74%). In terms of skills, for recruiters, the trends are in terms of mobility (59% of recruiters surveyed), personalization of the customer experience (45%), Internet of Things (39%), predictive analysis (38%) and big data for 37% of them.

But where can you find these digital experts?

Number one recruiter tool: the day before! We knew the principle of content curation, make way for expert curation! The best independent experts regularly intervene on social networks. They are passionate about their profession (82% of freelancers are motivated by the desire to be free to do what they like) who like to progress in their field and share innovation. So watch rather professional social networks like LinkedIn, Tribe or Twitter to identify the best experts. Blogs, sites or accounts on platforms like LinkedIn Pulse or are also good sources.

They are on the market-places: from the most generalist, like  to the most specialized like  the platforms are plethora, each allowing to find freelancers by profession or sector. Google has just announced the launch of a new application dedicated to employment: the search engine and its power are the future. We have already told you about the evolution in the field of these marketplaces, in reaction to the drifts of uberization . Hyper-expert freelancers are not fans of these less rewarding spaces.

With 830,000 independent experts (Source Eurostat) at the end of 2016, France is in full growth while the labor market and its regulation see more flexibility. McKinsey estimates the real share of self-employed workers at a level of 20 to 30%, proof of its importance in the panorama of forms of work. Suffice to say that recourse to independent experts must be anticipated and that the quality of the profiles sourced requires care. XXE belongs to this new generation of market-places which combine the dimension of social networks, the participatory approach (scoring and rating) and a very successful search engine. Banking on online tools in addition to monitoring is a very effective technique.

Today a hyper-expert in an advanced discipline can be a young student or a senior from the largest companies. It is therefore vital for companies to have a very flexible approach to recruiting, and to use methods and tools that help them identify the greatest digital talents. Naturally, the Internet offers solutions which adapt more and more to the needs and constraints of the extended enterprise. Discover ours

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