2 | www.randstadsourceright.com
If your organization is like most companies, you likely
face significant challenges finding qualified talent
with critical skills. An inability to secure talent can
delay initiatives, hinder growth, reduce the quality of
products and services and create a profound drag on
profitability. One key issue is driving these challenges:
the way people work is changing.
Younger workers have new needs and values. Older
workers are retiring in large numbers, but they
still want to continue to put their skills to use. As a
result, more professionals, both young and old, are
embracing flexible work as a matter of choice. They
are choosing to work as contractors, contingent
workers or freelancers. Meanwhile, companies
are changing more quickly with the advance of
digitization and new work models. Demand for certain
skills is high, supply is limited and the resulting talent
scarcity requires a new approach to securing and
managing talent.
To stay competitive, many organizations will need
to remove the boundaries that have traditionally
separated the engagement of flexible workers and the
hiring of employees. If you find yourself operating in
distinct employee and flexible worker silos today, you
are very likely missing out on talent. It's costing you
money and putting your organization at a competitive
disadvantage. Bottom line: the workforce is changing,
and you need to take a broader view when building
out your talent strategy.
That's the impetus behind the evolution of the total
talent strategy. This approach breaks through the
boundaries between flexible workers and traditional
"permanent" employees to create a single, broad
workforce management and planning function.
Understanding total talent, and making the case for
change to your stakeholders, requires a perspective on
the trends, the challenges and the principles behind
the strategy.
