As competition for talent remains fierce, companies continue to look for better ways to meet staffing needs in a talent scarce climate. That’s where the total talent model emerges as a sustainable solution as it delivers resources when they’re needed, regardless of the worker type, permanent or contingent.
The advantage of a total talent acquisition model over the siloed approach is two-fold. First, it allows employers to hire for the work that needs to be done, rather than for the job req that needs to be filled. This strategy delivers greater flexibility and provides access to additional talent pools.
In this integrated talent management approach, companies consider how both traditional full time employees and alternative work arrangements — such as freelancers, independent contractors, statement of work (SOW) and other contingent talent — can help them get the work done as quickly as possible.
According to Randstad Sourceright’s 2019 Talent Trends study, 98% of businesses using total talent models report being either extremely or very satisfied. “The benefits will far outweigh any challenges” says Scott Bishop, SVP of integrated talent management at Randstad USA. “Organizations that have already adopted this strategy are better equipped to quickly attract and onboard the talent they need to support business goals.”
If you’re interested in how to make a business case for total talent, establish meaningful KPIs and more, Bishop’s five tips can help you get started. Read more in Staffing Stream. Then get your copy of Randstad Sourceright’s 2019 Talent Trends Report for insights on nine other trends shaping talent strategies today.