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Recent global trends have altered the makeup of today's
workforce, forcing companies to quickly adjust to a
new world of work. This means competition for critical
skills is growing, and consideration of alternative work
arrangements has expanded. Based on a survey of 850
human capital and C-suite leaders around the world,
Randstad Sourceright's 2021 Talent Trends Report finds
that 40% of organizations continue to experience talent
scarcity throughout the pandemic. Likewise, in its
24th Annual Global CEO Survey, PwC noted that 67% of
leaders plan to increase investments in leadership and
talent development.
This focus on talent is across all labor types. Hiring in
2021 is recovering across most industrialized markets,
according to Bloomberg. And in the flexible talent
market, the global staffing market was expected to
grow globally by 12% in 2021, recovering nearly all of
the loss suffered in the 2020 COVID pandemic.
At the same time, government-mandated restrictions
during the height of the pandemic has led to a surge in
gig work, led by companies pushing more workers into
gig arrangements, according to the Financial Times.
focus on talent as a differentiator.
considering all talent types.
These trends have fueled a fundamental change in
how companies think about their workforce strategies,
as well as the solutions and partnerships they apply to
acquire the right talent mix. One approach that offers
a compelling option is an integrated version of the
MSP talent model traditionally used to manage the
contingent workforce supply chain.
This integrated MSP model focuses on supporting
mid-sized organizations, and increasingly larger
companies. Dedicated, consultative on-site talent
advisors act as an extension of the company's
talent acquisition group, supported by value-added
services, business intelligence data, and best-in-class
technologies. This approach not only increases the
emphasis on partnership and collaboration, it also
introduces a total talent management capability,
handling talent acquisition for all worker types including,
contingent, freelancers and permanent employees.
Dedicated and specialized recruiting, as well as robust
talent pools, also deliver access to top niche talent.
Integrating all talent under one strategic umbrella
can be a challenge. In many organizations, a siloed
approach is still the norm. Traditionally, procurement
manages contingent workforce suppliers, while
HR or talent acquisition oversees permanent hires.
Removing the limitations of those silos provides a vital
advantage. It gives the company improved access to
a broader supply of talent and helps the organization
fill roles more quickly. Companies also gain access to
higher-quality talent and are better able to respond as
conditions and demands change.
Breaking down those silos requires a solid workforce
strategy and supporting technology. In addition, it
requires the commitment of people. An integrated MSP
can address the human element of service delivery with
a centralized expert team that connects the business
with the right talent across all worker types.
