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Page 8 of 8

01 How can we help stakeholders understand the benefits of adopting a holistic approach to talent? 02 What are the greatest obstacles to gaining buy-in for the model? 03 Can I make a clear business case to win executive sponsorship? 04 What external sources can I turn to for help with implementing such an approach? 05 How can I set expectations, measure results and continuously improve on my goals? 5 questions. Preparing to adopt an integrated talent approach. shifting market forces. With the talent market quickly evolving, the impetus for an integrated approach is greater than ever. According to Staffing Industry Analysts (SIA), in 2017 the contingent workforce represented 22% of the total workforce, with that population growing. Around the world, the same trend is unfolding. This shift to contingent talent means that you have to better plan for the flexible component of your workforce. The use of contingent talent is on the rise for a number of reasons, including a shift in worker preferences, the desire of companies to gain greater workforce agility, the expansion of the sharing economy and increasing talent mobility. You don't need to look any further than your smart phone to get a glimpse of the future of talent. The "Uberization" of talent has led to millions of new on-demand workers being added to the workforce. According to Upwork's 2017 "Freelancing in America" report, freelancers are predicted to become the U.S. workforce majority within a decade, with nearly 50% of millennial workers already freelancing. A growing number of organizations, such as the Freeelancers Union, are offering freelancers support through a variety of services, and their numbers are sure to grow. According to McKinsey, online talent platforms such as Uber, Upwork, TaskRabbit and others could add as much as $2.7 trillion (USD), or 2%, to the global GDP by 2025. At the same time, they could add 72 million full-time equivalent positions. They are all part of the shift to more flexible work arrangements in which employees decide when and how much they work, who they work for, and for how long. Employers have delivered to workers' desires for flexibility by accommodating different schedules and providing telecommuting options. Doing so, however, just adds organizational complexity, and talent leaders will need more tools to track and manage this expanding group. An integrated talent approach can help you better prepare for these market dynamics by providing the strategy, visibility, technology and tools for optimizing talent. While it's not a cure-all for every talent difficulty you might encounter, it will provide the foundation for determining and deploying the right talent for all situations. 9

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