driving a blended workforce strategy: a total talent approach

April 9, 2014

In today's uncertain economy, securing and retaining top talent is a complex undertaking. Given shifts in workforce demographics, the demand for innovation and global growth, organizations need to be able to paint a complete picture of current and future talent needs. As a result, many organizations are looking beyond the long-standing boundaries that divide traditional employee talent acquisition from management of the contingent and free-agent workforce talent supply. They are adopting a single integrated framework for employee recruitment and contingent workforce supply chain management, yielding what is known as a "blended workforce" approach to talent strategy.

 Historically, organizations have invested in disparate outsourcing providers to help manage the processes involved in securing traditional employees and contingent workers. These include engagement with Recruitment Process Outsourcing (RPO) providers for full-time employees and Managed Services Providers (MSP) for managing the suppliers of contingent labor. Today, forward-thinking organizations are applying a blended workforce approach by leveraging a single provider for both traditional talent acquisition and management of the contingent workforce supply chain. This report, based on data collected in May and June 2012, addresses the impact of this integrated strategy on organizational growth and performance.

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