Issue link: https://insights.randstadsourceright.com/i/680805
6 | www.randstadsourceright.com Connectivity hasn't just changed how companies attract talent but also where they find talent. Talent today is more global than ever, and companies are expanding their search criteria to locate critical skills wherever it may reside. Geographic boundaries are breaking down because technology is enabling workers and employers to easily connect, contract and fulfill the services required by business leaders. Today, there are enabling portals for just about every kind of talent, including the ubiquitous Uber platform used for car services, creative projects, legal support and even pathology services. These developments have the potential to make employers truly agile and help them gain local presence in new markets. By being able to quickly source talent on demand, organizations optimize their spend by gaining access to millions of workers worldwide and are reassured knowing resources are only a click away. However, because most on-demand platforms are relatively new, incorporating them Talent globalization & mobilization take center stage into their contingent workforce program poses risks. Furthermore, there are complications around legal mandates, and some authorities have even banned certain services as a result. Most likely it will take some time for companies to have complete clarity on how to incorporate these services. Despite these concerns, the technology used to bring talent and employers together continues to evolve rapidly. The human cloud grows bigger everyday as tools that enable employers and workers to connect and learn more about each other multiply. In addition to app-driven freelancer offerings, there are other technologies that help accelerate sourcing and recruitment. For instance, the Randstad Innovation Fund has invested in a number of cutting-edge platforms such as Brazen, a chat-based technology aimed at helping companies improve interaction and engagement with workers, candidates, alumni and students. Others include twago and Gigwalk, which connect freelancers and mobile workers with employers. what's ahead for MSPs? Facing a dizzying array of workforce changes, organizations need to reassess how their contingent workforce programs are adapting to not only ensure access to talent but also optimize spend and talent quality. Buyers of MSPs, however, don't have to do it alone. Because the role of service providers is becoming more strategic, and because many are also agency suppliers and confront these issues everyday, As an MSP program matures, its focus should shift to attracting and acquiring the best and most appropriate skills for each role. UP TO 10% What percentage of your workforce is currently contingent (i.e., non-permanent employees)? 56% 22% 11% 6% 1% 1% 2% 11% TO 20% 21% TO 30% 31% TO 40% 41% TO 50% 51% TO 60% 61% AND OVER source: Randstad Sourceright 2016 Talent Trends Report