In a recent NEXTconomy meetup, contingent labor managers explored the continually changing landscape of talent acquisition with a focus on sourcing. Discussions centered around “the extended enterprise” and the types of non-traditional workers and external contracts that are in place, as well as the many regulations that surround the use of various labor classes.
The topic of integrated talent acquisition was central to all participants, including Tania De Decker, manager director of global strategic accounts for Randstad Enterprise Group. When asked whether companies should outsource integrated talent acquisition or keep it in-house, participants preferred a single system that could support all types of talent, with a direct link to freelance talent pools. Yet, there was still a desire to use agencies to help amplify employer branding and mitigate legal risks.
In the end, the group uncovered eight ways to get the work done across various talent types, including coworking robots. They also identified challenges in the way worker types are defined both within their organizations, as well as externally.
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