With the Contingent Workforce Strategies Summit a few short weeks away, one topic consistently on the agenda is total talent management. Learn what it is and how organizations are leveraging it to manage talent acquisition and spend across the organization.
We recently reported that the Recruitment Process Outsourcing (RPO) market will continue to grow significantly through 2018; specifically in the areas of blended RPO and multi-country staffing. But as someone who manages contingent labor functions, why should you care about this permanent hiring talent solution?
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It's because employee populations are becoming more diverse in terms of worker classification than ever before. Known as a blended workforce, it is a mix of employees, such as permanent full-time hires, part-time workers and contract and temporary labor, all working in unison. And over the last few years, it has exploded.
In fact, in a recent Workplace Trends study, 93% of companies identified as seeing collaboration between various workforce populations. Even the President of the Society of Human Resource Management (SHRM), Henry Jackson, reported the “rise of freelance workers” was sure to be a top employment trend during a recent annual conference. For organizations with decentralized workforce management systems, understanding the totality of a blended workforce is nearly impossible.
Total Talent Management
If you are actively managing your organization’s contingent labor program, such as managed services or temporary staffing, you might be wondering how to integrate and streamline hiring across so many classifications of workers? The answer is Total Talent Management (TTM).
By its definition, TTM is talent management software that reports on the entirety of an organization's workforce. Whether it's the full-time salaried worker or the free-spirited freelancer, the fact of the matter is that most organizations don't have clear visibility into who they are hiring. Using data analytics collected by the TTM platform helps HR leaders make better informed decision based on real-time insights. By adopting this holistic approach, many previously unknown variables, such as hiring and retention metrics, suddenly become crystal clear.
Another benefit of TTM is centralizing the hiring function across all workforce groups. Often, HR is goaled on hiring quality while procurement is budget-driven. However, under the TTM model, both hiring managers and buyers of labor services win; especially organizations with mixed labor programs, like payrolling to managed service to Recruitment Process Outsourcing (RPO).
For managers and buyers of contingent labor, Recruitment Process Outsourcing (RPO) might be an unfamiliar term. If you aren't sure what RPO is and are planning on attending the CWS Summit, be sure to check out Yoh's RPO Roundtable on whether Recruitment Process Outsourcing is the next move for your organization. If you don't have a CWS pass, not to worry. We've included the SlideShare below to help you better understand what RPO is and how it can benefit your organization.
Download the SlideShare to help you assess whether RPO is right for your organization. And if it is, how might you cross departments to bridge the gap between temp and perm hiring. Could you use it to leverage a single provider solution to maximize workforce spend? Management functions? The decision-making process?
As talent pools become more diverse, it's certainly worth having the conversation about now before having to retroactively build a solution for your blended workforce.