Talent management is complex and continuously changing . Different management models can be needed depending on various economic changes or different outlooks from the workforce (i.e. the Gig Economy).
Diverse recruiting channels and multiple ways of managing your workforce that are readily accessible and ﬂexible for changing needs, are necessary to achieve a competitive edge in total workforce planning.
In order to fully optimize your talent supply chain, you need to practice total talent management -blending programs like MSP or RPO into a cohesive and fully integrated program.
How Can Blending These Different Programs Be Successful?
The simple answer is: there is no one, right path. You have to identify what your total talent needs are and prioritize them. Is it imperative to get control over your contingent labor or external workforce? Or is it a priority to possibly augment it for some permanent hiring? You must prioritize what your needs are as the first two steps of this holistic implementation.
MSP To RPO Integration
If you decide to outsource your contingent labor program to a Managed Services Provider (MSP), you can gain significant visibility into your contingent workforce, IC's, and SOW engagements. This will allow you to realize that this visibility would also be excellent for your talent acquisition team and for overall workforce planning. You can work to expand your visibility of an already existing program with a team of experienced talent aquisition professionals This will help you meet all your total talent needs and evolve to achieve one unified program.
RPO To MSP Integration
You hired a Recruitment Process Outsourcing (RPO) company to help you fill some very niche roles in your company. They have streamlined a talent acquisition process that has been successful for those specialized full-time roles, and you have utilized them to fill more roles in your company. But every company is now dealing with temporary labor, and your contingent workforce program is in disarray. There is no real program established, random vendor relationships exist, and there is a lack of visibility. If your RPO provider has been successful in setting up a recruitment program, you should consider using them to leverage similar practices to manage your contingent workforce.
The Key Benefits Of Integrating Programs
Combining programs has many benefits, but cost savings is one of the most noteworthy. Integration allows your organization to have control and leverage your total spend. You can share many resources, from your PMO team to recruiters, and many more.
There is a lot of data required for adequate workforce planning. Combining and consolidating all of the data for your contingent labor program with your talent acquisition program is beneficial to see a holistic view of your Total Talent Management. Additionally, running analytical reports and seeing your ROI on outsourcing these functions becomes easier than ever.
Having One Company Oversee Your Total Talent Management
There are several benefits from an administrative standpoint, and executive sponsorship is much easier. If you are already using one company for the first phase of the program, receiving buy-in from the executive team will be a lot easier when you can prove the ROI of the first successful stage of your implementation (whether that be RPO or MSP). It will also better support a stronger alignment with the overall business strategy.
Greater Opportunity To Build A Robust Talent Pool
If you have a great candidate for a permanent role, but they come across as a silver medalist, you will have an opportunity to pass them along to your MSP team for any possible contingent openings. This will give you a better, more robust system to keep exceptional candidates in your talent pipeline and build a more comprehensive talent pool for your organization.
Though there can be challenges to merging and implementing these total talent solutions, overall, the benefits of Total Talent Management tend to outweigh the challenges that may arise. It provides you with greater flexibility and adaptability throughout your entire total talent solution, and it can be a competitive differentiator when you are able to handle the unpredictable changes that you face while managing a complex workforce.