New Research from Randstad Sourceright and Aberdeen Group Provides Best Practices for a Blended Workforce Strategy Report Highlights the Benefits of Taking a Total Talent Approach to Drive Successful Workforce Strategy
BOSTON, Feb. 21, 2013 /PRNewswire/ -- Randstad Sourceright, a global talent solutions leader, today announced the availability of a new research report, sponsored by Randstad Sourceright and developed with Aberdeen Group. "Driving a Blended Workforce Strategy: a Total Talent Approach" explores the impact of integrating talent acquisition and contingent workforce management under a single integrated blended workforce strategy.
The approach includes the increasing practice of using a single outsourcing provider for both traditional talent acquisition and management of the contingent workforce supply chain. Organizations have historically invested in separate outsourcing providers to secure employees, leveraging Recruitment Process Outsourcing (RPO) providers for full-time employees and Managed Services Providers (MSP) for contingent labor. However, forward-thinking companies recognize the benefits of using a single provider to supply all talent, including traditional, full-time employees as well as the contingent workforce and contractors.
"The contingent workforce and traditional employees are both vital to an organization's talent strategy," said Teresa Creech, president, Managed Services Programs, Randstad Sourceright. "An integrated approach to the blended workforce requires the insight and strategic perspective to facilitate change and drive results—and it requires an informed view of how companies are addressing the same opportunity in their organizations. By shedding light on top-of-mind concerns of companies across industries, this report provides a valuable perspective for anyone involved in employee talent and contingent workforce decision making."
"A growing number of today's leading organizations recognize the need for a single integrated solution to address all talent needs, whether traditional employees or the contingent workforce," said Rebecca Callahan, Randstad Sourceright's president of Recruitment Process Outsourcing. "Through the launch of this report, we're pleased to support thought leadership that provides insight into blended workforce opportunities and challenges that companies face today."
The new report highlights the drivers causing the shift to a comprehensive solution that integrates traditional employee talent acquisition and contingent workforce management, and the impact that such a strategy has on organizational growth and performance. Key findings of the research include:
- Drivers of a Blended Workforce – According to Aberdeen's 2012 Blended Workforce survey, the main reasons organizations seek an integrated approach to talent acquisition and contingent workforce supplier management revolve around cost and visibility. According to the report, 50 percent of respondents cited controlling costs as the primary driver, but 48 percent also cited the need for visibility into the entire talent supply as an important concern.
- Collaboration, Strategy and Technology are Essential to Success – An integrated blended workforce strategy is widely recognized as a preferred approach to managing talent needs; however organizations often struggle to "connect the dot between traditional employee hiring and management of the contingent workforce supply chain." According to the survey, the top concerns for implementing a blended workforce approach include collaboration between key internal units (cited as a top priority by 54 percent of respondents), followed by the definition of a defined strategy and the automation of key processes.
- HR, Procurement and Business Leadership Perspectives – The key stakeholders in a blended workforce approach bring distinct perspectives to the strategy. Notably, HR is maturing in its ability to provide visibility into talent supply and demand, putting HR in a unique position to champion an integrated strategy. Procurement, traditionally viewed as an organization focused primarily on cost, plays a much wider role in contingent workforce strategy, ensuring quality as a part of overall value. Opportunities to better address talent needs, in terms of cost and quality, through an integrated strategy provide a great case for support by procurement. For business leadership, a blended workforce approach can improve alignment of talent strategy and business needs.
- Reliance on Analytics – There is a rise in the use of analytics within contract talent management programs. As talent is often spread across global locations and divisions, analytics can uncover regional or talent type data and provide intelligence to improve business planning. The research shows nearly half (48 percent) of organizations stated that they rely on analytics to support their blended workforce strategy.
"Driving a Blended Workforce Strategy: a Total Talent Approach" is now available for complimentary download at www.randstadsourceright.com/thought-leadership
About Randstad Sourceright
Randstad Sourceright is a global talent leader, providing solutions and expertise that help companies position for growth, execute on strategy, and improve business agility. Our experience encompasses all facets of talent, including traditional employees and the contingent, free-agent workforce. Key offerings include Blended Workforce Solutions, Recruitment Process Outsourcing (RPO), Managed Services Provider (MSP) programs, and Contingent Workforce Services (CWS). As an operating company of Randstad, a $22.5 billion company and the second largest HR services provider in the world, Randstad Sourceright delivers the resources and deep capability companies need to optimize their talent strategy for business growth and transformation. We are consistently recognized for service excellence and innovation by industry organizations such as Everest Group, HRO Today Magazine, NelsonHall, Bersin & Associates, and Staffing Industry Analysts. To learn more, visit www.randstadsourceright.com