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Randstad Sourceright Total Talent Approach - White Paper 2016

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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.

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