HRO Today March 2017 - 14

Cover Story
CEO of Randstad Sourceright. " In doing so, they are
better utilizing their contingent workforce by having a
more holistic HR strategy. "
Harvey has experienced clear advantages by shifting from
a commodity sourcing model to a talent focused model
for managing and deploying contingent workers. The
change, executed in partnership with PeopleScout, has
allowed the talent acquisition team to zero in on safety
management, productivity levels, employee transition,
and workforce planning.
" Being able to include contingent labor's human
concerns within our workforce conversation gives Waste
Management a better opportunity to account for them
in our goals and our overall management, " he explains.
" There is definite a benefit to Waste Management
growing a safer and more productive workforce when we
recognize all workers as the valuable people they are. "
The impact of an integrated approach on temp workers
can be great. " Managing the contingent workforce
through a total workforce solution enables hiring
managers to make hires faster, with better quality, and
more cost effectively than in a siloed program, " says
Owen. " A consolidated view of the workforce also has
the potential to cut redundant hiring volume and lower
markup and bill rates. "
The visibility that an integrated solution brings to
an organization is perhaps the greatest value, says
Christopher Dwyer, vice president of research for Ardent
Partners. " A total workforce management strategy, with
all talent managed under the banner program, will help
businesses' leaders understand the talent they have
on hand, the talent within their internal and external
networks, and the range of agile talent that can be
tapped into when a need arises, " he explains. " The
visibility angle here is paramount. An effective total
talent management program allows any hiring manager
or executive to find, in real-time, the talent they need
for a project or initiative, no matter where that talent is
located (traditional or non-traditional). "
Why Now?
Prior hesitation to combine recruitment and managed
services functions was often driven by the risk that comes
with putting all your eggs in one basket. But Chad Lane,
president of Allegis Global Solutions (AGS), says that this
can actually work to an organization's advantage. " If one
[14]
HRO TODAY MAGAZINE
| MARCH 2017
provider is managing all segments of your workforce,
keeping track and monitoring what's going on becomes
easier. "
Lydia Wilson, executive vice president of global
program management for Pontoon, agrees that
when organizations keep the functions separate, they
are actually missing out on potential opportunities.
" Organizations need to combine how they are sourcing
their talent and make the best decision to engage that
talent once they find it, " she says.
In today's market, however, it's not always easy to find.
" The scarcity of talent is forcing organizations to think
differently, " explains Karen Browne, president and chief
operating officer of EG Workforce Solutions.
Where Should Organizations Start?
By nature, a total workforce solution is the blending
of all talent types under one approach, and in some
cases, it is the result of merging two programs (RPO and
MSP). It can also be driven by its own initiative when
talent acquisition teams are looking to take a more
holistic approach. No matter how it develops, there are
some best practices that organizations can follow when
executing a total workforce solution.
The first consideration should come as no surprise: it's the
talent. Henderson says that if talent is made a priority,
critical roles will be filled properly, decreasing the
likelihood of turnover.
The ideal workforce mix of permanent and contingent
workers will vary by organization. Owen recommends a
needs assessment that takes into account worker type,
geography, and skillsets to help model the solution.
Determining roles also helps optimize business agility,
says Henderson. When an organization leverages the
right talent through an integrated model when it's
needed, productivity rates will increase.
Experts agree that there is no single technology solution
in the marketplace that intuitively manages both
permanent and contingent workers. Organizations
typically leverage an applicant tracking system (ATS) for
permanent hires and a vendor management solution
(VMS) for contingent workers-and there isn't full
integration yet.
" If you can get to one technology solution, you are

HRO Today March 2017

Table of Contents for the Digital Edition of HRO Today March 2017

HRO Today March 2017 - 1
HRO Today March 2017 - 2
HRO Today March 2017 - 3
HRO Today March 2017 - 4
HRO Today March 2017 - 5
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HRO Today March 2017 - 7
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