Understanding and Building a Total Talent Approach

Transcription

1 Understanding and Building a Total Talent Approach PeopleFluent John Moore Sr. VMS Consultant sig.org/summit

2 Total Talent Management Understanding and Building a Total Talent Approach

3 Founded in years HCM experience Serving 80% of the Fortune 100 5,200 customers and 6 million end users 196 countries / 26 languages / 20 currencies Scalable and secure SaaS model 30% of revenue reinvested into R & D Backed by a $1B venture capital fund End-to-end Talent Solution Simplicity, Flexibility, Personalized

4 What is Total Talent Management? The ability to acquire and manage all employees and non-employees through connected processes and applications. Employees Non-employees Acquisition Management

5 A Changing Economy Baby boomers retiring Millennials are the largest workforce Recession Automation Gig economy Artificial Intelligence 50% 40% 30% 20% 10%

6 Contributors to a Tight Labor Market 10,000 baby boomers retire every day Baby Boomers will be entirely out of the labor force by 2023 Skill gap between baby boomers and rest of work force 50% Workforce millennials by 2020 Studies show millennials deviate from traditional work force structures and prefer to be self employed Crave the flexibility that comes with being their own boss

7 Why Total Talent Management? 1. Visibility 2. Cost 3. Quality 4. Efficiency 5. It s strategic, not tactical 6. You need to follow the talent

8 Early Staffing/Recruiting Model Enterprise Procurement HR VMS ATS Supplier Supplier Candidate Pool

9 Multiple Sourcing Options Staffing Suppliers Custom Recruiting Recruiting Crowdsourcing Enterprise Online Staffing Freelance Management System SOW Specialty Pools (Direct Sourcing)

10 Generalists Specialists IT Creative Finance Administrative Woman and/or minority owned, small and disadvantaged Local, regional, national, and international Offer other services Temp to permanent Payrolling Staffing Suppliers

11 Recruiting In-house recruiters Contingency recruiter Executive or retained search RPO recruitment process outsourcing Business process outsourcing for recruiting On demand RPO Use only the services you need Referrals Social/business networking

12 Online Staffing Post your requirements Get matched to resources Search the online pool for resources Online staffing company acts as the W2 employer Many variations Project-based Bid-based Recruiter assisted Hire direct

13 Statement of Work (SOW) SOWs have their place Discretionary spending Management of independent contractors Track project budgets Projects with variable components Milestones Resources Fees SOW Lite

14 Specialty Pools Look inside first Underutilized skills Retirees Different locations/offices Get a complete view of contingent labor What skills are you already employing Assignment completion dates vs. In-house needs Build pools of known talent Applicant Tracking System (ATS) Vendor Management System (VMS) New Position

15 Freelance Management Systems (FMS) Freelance Management System (FMS) A cloud-based system for sourcing and managing independent contractors or freelancers. Marketplace of independent contractors Profiles and Pools Verification of credentials (maybe) Engagement and management platform Payment Evaluation

16 Crowdsourcing Crowdsourcing Projects are broken into the smallest tasks possible and distributed to on-demand workers to tackle projects of any scale Technical Recruiting Creative

17 Custom Recruiting Custom Recruiting Scientific approach to identifying the traits and skills necessary for specific positions. Not resume-based Testing, work samples Videos Higher retention Higher employee and employer satisfaction

18 The Formula Technology Collaboration Data and Analytics Total Talent Management

19 Technology Collaboration Data and Analytics Total Talent Management Vendor Management System Recruiting/Applicant Tracking System RPO/MSP Freelance Management System Online Talent Platform IC Verification Compliance tools Productivity Platform

20 Technology Collaboration Data and Analytics Total Talent Management PROCUREMENT HUMAN CAPITAL MANAGEMENT Spend management Supplier management Services procurement (SOW) Compliance Auditing TOTAL WORKFORCE MANAGEMENT PROGRAM Engagement Retention Onboarding/Offboarding Compliance Auditing

21 Technology Collaboration Data and Analytics Total Talent Management In-application reporting Cross-application reporting Export capability Cross-platform visuals Integration of key identifiers and classifiers GL codes Projects Cost centers Locations Business units Managers Users Job classes

22 Technology Collaboration Data and Analytics Total Talent Management 1. Visibility 2. Cost 3. Quality 4. Efficiency 5. It s strategic, not tactical 6. You need to follow the talent

23 Create Your Sourcing Ecosystem Staffing Suppliers IC Vetting Custom Recruiting Recruiting Visualization Crowdsourcing ATS/RPO VMS/MSP Online Staffing Analytics Comp Data Freelance Management System Contingent Pool (Direct Sourcing) SOW Scheduling Payrolling

24 VMS and ATS integration Holistic Talent Acquisition Leverage all available talent sources to manage your entire workforce One Login Attract and manage your workers in one location Common Business Intelligence Provide visibility through analytics across your entire workforce Contingent Reqs Candidates Reqs Candidates Permanent

25 Productivity Platforms

26 Visibility

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28 Questions

29 Thank You!

30 Evaluation How-to: Why? How? Your feedback drives SIG Event content By signing and submitting your evaluation, you are automatically entered into a prize drawing From the App 1. Select Schedule 2. Select Schedule by Day 3. Select Day 4. Select Session S17 5. Scroll to Session Survey COMPLETE & SUBMIT EVAL

31 Session #17 Understanding and Building a Total Talent Approach PeopleFluent John Moore Sr. VMS Consultant john.moore@peoplefluent.com Download the App: sig.org/app Tweet: #SIGfall17

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