Issue link: https://insights.randstadsourceright.com/i/677067
6 | www.randstadsourceright.com does your brand attract contingent talent? Companies recognize the connection between a strong employer brand and the ability to attract the workers they need to drive business success. But employer brand is not just an "employee" recruitment topic; it is a talent issue. That means the influence of the employer brand not only applies to the traditional employee but also contingent workers and contractors. This recognition is growing among HR and procurement decision makers in many companies. Likewise, the employer brand is more than a recruitment or attraction issue. In fact, the employer brand influences all facets of the talent life cycle, from recruiting and engagement to performance, productivity and retention (and, yes, this applies to contingent workers and contractors, too). In a highly connected digital and social environment, people talk — through Glassdoor reviews, LinkedIn groups and online communities and forums. A false impression will be exposed, no matter how clever the messaging. When this happens, an organization's attempt to attract certain types of workers may actually backfire. Make no mistake: the people you want to attract share their experience, and word gets around. The good news is that a well-informed contingent talent brand strategy, including messaging, outreach and overall worker experience, can significantly improve an organization's ability to attract contingent and contractor talent. It's not as much about clever messaging as it is about providing a great contingent employment experience to attract and re-attract flexible talent. analytics creates agility Finally, one of the most exciting developments for the MSP market is the introduction of predictive analytics to help talent leaders better manage workforce and market trends. With this capability, they will be alerted to potential problems early on, develop a stronger strategy and help hiring managers more quickly acquire the resources needed to drive business growth. All of this will take place using automated tools supported by data scientists who lend the human intelligence behind the numbers. The introduction of analytical technology has the potential to help contingent workforce leaders transform the impact that flexible talent has on the entire organization — the result of MSPs creating greater value than ever before. Is your organization ready for next-generation MSP? consider how value-added services can better support your talent strategies Enhance quality An MSP with a holistic approach helps you optimize talent and drive greater overall strategic value for the organization Improve productivity Better managing SOW and freelancers ensures project progression and deliverables Optimize talent spend Greater inclusion of all talent types under your MSP means greater opportunities for cost efficiencies Strengthen talent attraction By leveraging your MSP's talent branding capabilities, you draw better talent to your brand Gain organizational agility Predictive analytics will make organizations better positioned to be proactive and reactive in their talent strategies and tactics