HRO Today July/August 2017 - 51

Talent Acquisition
* Building capabilities for total workforce sourcing and
specific strategies for the new workforce.
* Aligning HR operations to the latest technological
shifts/digitalization.
* Managing the smooth transition of a transforming
workforce with long-term, strategic workforce
planning, demand management, the capability of
hiring new skills, and managing redundant workforces.
* Aligning partners to changing business reality and
requirements.
* Treating talent like customers and using this consumer
approach as a competitive differentiator.
Total workforce solutions also come with challenges.
Greater negative impact if the single provider fails
to deliver, a loss of personal touch in lumping all
worker classifications together, and the regulatory
challenges that come with a more complex system
are some common concerns. Anti-trust issues become
more relevant when more and more business go to
fewer providers. Budgeting also becomes a concern as
selecting a consolidated provider inevitably means that
the budget will shift between departments within HR.
However, consolidated solutions allow recruiters to focus
on candidates from all worker classifications seamlessly,
and the comprehensive view of the workforce also gives
hiring managers greater insight into opportunities for
internal mobility.
Randstad Sourceright's President of RPO North America Dan Oakes
discusses the potential impact of total workforce solutions at the
HRO Today Forum in Chicago this past May.
Food for Thought
At the HRO Today Forum, HR leaders and change-makers discussed total workforce solutions in depth. The
engaging conversations examined both the benefits and challenges to approaching talent through one
partnership. When contemplating this workforce transformation, consider this peer-to-peer feedback:
Benefits:
* Single point of contact
* Greater access to talent
* Improvements in long-term and succession planning
* Better understanding of market data
* Maximize value of existing talent pool
* Ability to accommodate worker requests in terms of
position, hours etc.
* Streamline operations
* Efficiency gains
* Data integrity
* Visibility of workforce
* Strengthen brand
* Single, consistent experience for workers
* Easier invoicing with fewer vendors
* Consolidated metrics and reports
* Cost savings
Challenges:
* Earning C-suite commitment to partnership solution
* Hiring managers have less influence
* Risk of outdated technology or constant updates
* Slow to adapt to major change
* Long lead time to ramp up
* System's ability to accurately manage employees
and contractors
* Security risks
* Lack competitive pricing
* Outgrow partner capabilities
Oakes says that organizations need to consider all the
pros and cons in adopting a total workforce solution.
He also notes that most or all of these challenges can be
overcome when organizations earn C-suite buy-in and
have a partnership with a leading service provider.
JULY/AUGUST 2017
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HRO Today July/August 2017

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