HRM Asia: contingent workforce trends drive integrated talent models.

January 12, 2018 James Stovall

Randstad Sourceright’s Q4 2017 Talent Trends research shows reported increases in the use of contingent talent, and identifies this trend as one of the drivers for the adoption of integrated workforce models. Going into 2018, human capital leaders from around the world are confident they can access the skills they need by engaging freelancers, gig workers and independent contractors.

More than 60% of leaders surveyed say they expect to convert permanent roles to contingent workers, while 74% indicate that they believe the right person for a role may be an employee, contract or contingent worker from anywhere in the world. These trends have emerged in response to the challenges of a widening skills gap, a concern mentioned by 69% of employers.

"HR departments have quickly realized they can no longer stick to business as usual if they hope to hire top talent in the 21st century," said James Stovall, Randstad Sourceright's senior vice president of solution design. "By implementing an integrated talent approach, companies can improve their workforce agility by having access to the right talent at the right time."

Employers are readily embracing the gig economy that is changing the face of the global workforce. Get the rest of the story in this article from HRM Asia and be sure to request your copy of Randstad Sourceright’s 2018 Talent Trends Report for the latest insights and data.

About the Author

James Stovall

James Stovall is the Sr. Vice President of Solution Design for Randstad Sourceright, managing the development of solutions that help companies around the world address their most pressing talent challenges. James and his team develop integrated solutions to optimize and execute their talent acquisition strategies across all worker types, from full-time employees to the contingent workforce. Beyond solution design, James also serves as an advisor to clients as they develop their overall talent strategies. Previously, James was a Deloitte Human Capital consultant for almost a decade and later spent almost three years with Home Depot helping transform its recruiting strategy, processes and technology. James has a degree in computer science from Georgia Tech, where he now sits on the Alumni Board of Trustees. James uses an analytical data driven approach to help companies identify human capital opportunities.

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