assessing the benefit of an integrated talent solution

April 7, 2015


Companies are increasingly looking for a single partner for all their talent acquisition activities: workforce planning, supply chain management, employer branding, sourcing, talent assessment and identification, hiring processes, reporting, analytics, and onboarding.

The result is a consistent, high-touch program customized to business vision and goals, company culture, industry, and geographical footprint. The benefits of an integrated talent solution include holistic management, consistent processes, access to best talent, cost efficiencies, governance enhancement, and access to best practices and innovation.

A blended workforce solution is one step toward a fully integrated talent solution. By engaging one service provider who can manage both an RPO and an MSP program, employers simplify their approach — ensuring accountability and consistency, and achieving greater costs savings from economies of scale. 

An integrated talent solution goes further to help organizations effectively map talent, achieve the optimal ratio of permanent and flexible labor, and gain total visibility and control of talent acquisition across the enterprise. According to Aberdeen Group, the average company today employs 74% permanent employees and 26% flexible labor. Understanding the right balance becomes ever more critical in the fluctuating economic environment and to better access critical talent under different modes of employment. 

Integrated talent solutions allow additional savings over what can be normally achieved through siloed RPOs and MSPs by enabling greater process and supplier efficiencies. As Everest Group reports, a fully integrated talent solution could lead to an additional 20-30% savings on top of the average 10% achieved by standalone RPOs and MSPs.


5 tips for assessing the benefits of an integrated talent solution 


1. the visibility factor: Does visibility of your programs enhance your ability to manage your overall talent strategy and talent acquisition efforts? If the answer is no, ask whether a single business partner can help improve your view.

  2. price of administration: Do your HR and Procurement leaders spend an inordinate amount of time tending to RPO and MSP programs from separate vendors? Examine whether a single provider may reduce the administrative overhead.

3. synergistic benefit: A single program for managing both contingent workers and permanent hires will achieve greater synergy than standalone programs. Identify whether additional gains are possible through a holistic talent acquisition approach.

  4. economies of scale: There is cost, and most importantly, value benefits to building an integrated talent solution with a single provider. Explore how merging programs can produce greater value and savings for your organization.
  5. enhanced governance: A single provider may provide a stronger, better managed governance model that enables consistency of quality and process across locations and geographies.


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