2024 Baker's Best - 48

TOP TWS PROVIDERS
* More than half (55%) are looking to improve
time to fill. By utilizing a total workforce solution,
organizations can simplify their approach to talent and
build a consistent experience for hiring managers and
candidates alike.
* More than half (60%) cite risk mitigation, including
worker misclassification and other legal concerns.
As the contingent workforce grows, legal issues like
worker misclassification can happen as organizations
source candidates from multiple countries, states, or
jurisdictions. By working with a total talent provider,
companies can audit their personnel records and ensure
they comply with labor laws governing contingent and
permanent workers.
There are additional benefits for HR to marry both
permanent and contingent labor strategies under
one umbrella. According to the report, a total talent
approach allows organizations to have visibility into skills
across the entire workforce. With this understanding, HR
and TA leaders can build strategies around transitioning
contingent labor into full-time workers or adding them
to the talent pipeline once the project is complete for
future hiring needs.
Total workforce solutions provide a streamlined
experience for the hiring manager. For example,
when one recruiting business partner supports both
permanent and contingent labor, hiring managers
have a better understanding of all potential hires from
the candidate pool. With this access, decision-making
is improved. It also drives approaches to shift from
experience-based to skills-based hiring for permanent
and contingent workers alike.
As the contingent workforce continues to grow in size and
relevance across many organizations, a total workforce
solution can improve the ability to access any type of
talent. By deploying all necessary skills and utilizing all
types of workers, organizations can improve workforce
productivity and drive innovation ahead of competitors.
Of course, with any growing workforce strategy, there will
be challenges. The research report found several obstacles
for moving forward with a total talent approach.
* The contingent workforce is siloed from the employee
workforce. More than half (58%) of respondents cite
organizational siloes as a potential barrier when taking
a total talent approach. To overcome this challenge, it's
[48]
BAKER'S BEST 2024 - www.hrotoday.com
Total workforce solutions provide
a streamlined experience for
the hiring manager.
important for HR leaders to understand organizational
priorities and specific problems within permanent
and contingent workforce programs in order to make
improvements and understand how the two can work
together.
* There is a lack of consensus among organizational
leadership. Half of respondents cite lack of corporate
consensus as a potential obstacle to adopting a total
talent approach. To overcome this, case studies and
research can help build senior-level buy-in by outlining
the tangible benefits of this strategy.
* There is a lack of technology to support a total talent
strategy. Nearly half (45%) cite an absence of technology
as a barrier to implementing a total talent strategy.
Companies can review the market to see which service
and technology providers are making investments in
developing systems to empower holistic workforce
management.
* Organizations are concerned about potential legal
issues that may arise when adopting a total talent
strategy. Nearly one-quarter (22%) of respondents
report legal issues-such as worker misclassification,
compliance concerns, and co-employment concerns in
treating employees and non-employees equally-as a
potential barrier to utilizing total talent. To alleviate
these concerns, HR leaders should identify potential risks
and develop policies that address the specific reasons for
engaging with employees and non-employees.
http://www.hrotoday.com
2024 Baker's Best

Table of Contents for the Digital Edition of 2024 Baker's Best
