An expert breaks down the best talent approaches that suit different organizational needs.

By Debbie Bolla

When it comes to building an effective talent approach, Mark Condon, managing director of global product and solutions for Allegis Global Solutions says it is critical for organizations to link business objectives with talent objectives. “By doing this, it gives us a north star on how to design programs,” he explains. “We also try to understand the key talent segments that drive business.”

Such key segments include a new team to support a digital build out and targeted growth in a new market, Condon says. Another consideration to look at is the type of talent on both global and country levels. This provides a strong understanding of the key job families that support objectives for the entire organization. After this is mapped out, it’s time for organizations to examine its current talent experience.

“We like to take a look through the lens: what’s the experience journey look like for the key stakeholders, including hiring managers, recruiters, TA professionals, and candidates,” he explains.

During journey mapping, organizations will learn how employees align to current process, technology, and tool sets. Condon says this can provide visibility around friction points, like if the application process takes too long or if the talent pool is lacking in certain regions. This can also show where automation can make a difference.

Once organizations develop a clear picture, they can pinpoint whether recruitment process outsourcing (RPO), a managed service program (MSP) or a total workforce solutions (TWS) is the right fit.

  • RPO: Condon says for organizations looking to partner with a strategic advisor for full-time hiring, RPO is the clear choice. HR will be able to enjoy the benefit of cost savings since an RPO partner has the expertise and resources to deploy hires quickly. It’s also beneficial for organizations that don’t want to build infrastructure for the long term. Global enterprises will also achieve control and compliance
  • MSP: Condon says for organizations with a large contingent labor population, MSP is a solid offering. This approach helps with supply chain management and finding the right sources of labor. MSP can connect organizations to the right cities and markets for targeted sourcing as well as provide technology to manage the infrastructure.
  • TWS: Condon says as workforce demographics have evolved over the years, the line is continuing to blur between worker type. Organizations that are looking to have a holistic view of talent are moving toward a TWS. Categories more becoming more closely aligned and there are often shared resources. This is allowing the opportunity to look at workforce in totality. By providing a one dashboard view of talent, a TWS has the ability to help with workforce planning as well.

Organizations can get ahead of the tight talent market by looking at how to design a better user experience and achieve an improved quality of hire through the process.

“Most organizations are asking themselves if they are prepared to build something that is future proof and can respond to external market changes. With market changing so quickly, most enterprises need to be more fluid in adapting to change and need a partner to bring knowledge,” he says.

By leveraging the expertise of an HR services partner, Condon says organizations will be able to engage in a holistic approach to hit business goals. Today’s consultative approaches to RPO, MSP, and TWS allow organizations to attract, source, hire, and retain talent efficiently and effectively.

Tags: MSP & Contingent Labor, RPO, Talent Acquisition, Total Workforce Solutions

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