How to Achieve Holistic Talent Management

The temporary workforce is becoming a permanent fixture in how work gets done. Just take a look at a recent projection from the Bureau of Labor Statistics. Contingent workers  will continue to be among the fastest growing workforce segments, rising 23 percent from 2010 to 2020 and adding an additional 631,300 jobs to reach a total of 3.3 million.

How you manage this workforce is critical. Continuing to manage the permanent and temporary workforces under different umbrellas — HR for traditional employees and procurement for contract labor — can be a serious misstep. Using manual or disparate processes puts organizations in reactionary mode, limiting the ability to effectively source talent and gain access to the right skills at the right cost.

Strategic workforce planning offers competitive advantage, but it requires an understanding of the talent you have, the talent you need and the talent you have access to as well as transparency into associated costs across the entire continuum. Having information about your total workforce increases visibility and helps address compliance, co-employment and worker misclassification issues.

And that’s where technology comes in. Organizations should look to technology to bring contingent and employee hiring together to help overcome some of these challenges. Here are some tips that can help you create this holistic approach:

Use similar sourcing strategies. With more workers considering contract work, leverage your employment brand to attract top talent. Optimize your career site to attract contractors and drop the margin for your temp labor.

Use technology to streamline processes. Leverage technology that has the ability to integrate categories at the date and process level feeding up to a decision support system. With better contract management processes and all worker information stored in a single system, you can gain better visibility into worker type, mitigate misclassification risk and make better talent decisions.

Standardize processes. Look for a system that supports common onboarding processes, regardless of the type of employee. Whether it’s a 1099 contractor or permanent hire, every candidate should take the same tests, and the right system will ensure there is visibility into all workers.

Define KPIs across the talent pool. When you have holistic analytics, you can feed that up to dashboards, enabling the HR organization to identify high performers and ensure the best talent is selected for a particular role. With insight into retention, performance and cost across all talent, organizations can make the most judicious talent decisions.

And the right tech provider should be able to integrate processes across the different classifications including permanent, contingent and services procurement, creating a rounded approach to talent management. With the rise of the flexible workforce, access to business intelligence and strong compliance support will help customers make informed talent decisions. Going forward, this will provide a competitive advantage.

Ellen Julian

Ellen Julian
Ellen Julian is senior product marketing manager at Peoplefluent,a leading provider of social, mobile and cloud-based suite solutions for Talent Management, Vendor Management and Workforce Compliance and Diversity.

Ellen Julian

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