Extending your Contingent Workforce with Direct Sourcing...

Post on 09-Sep-2020

2 views 0 download

transcript

Extending your Contingent

Workforce with Direct Sourcing,

Talent Communities, and Online

Talent Marketplaces

Catalant

Rich GardnerVP of Strategic Partnerships

TalentWave

Sharon MarkowskiVP Alliance

sig.org/summit

Extending your contingent workforcewith direct sourcing, talent communities, and online talent marketplaces

SIG Global Summit, Fall 2017

1

Agenda

• State of the labor market

• How direct sourcing is fundamental strategy

• Assessing benefits, addressing risks

• Learning from the best in class

• Q&A

2

Today’s Presenters

3

Sharon Markowski, CCWP

VP, Alliances

TalentWave

Rich Gardner

VP, Strategic Partnerships

Catalant

State of the labor market

4

New technology and shifting

labor demographics are changing

the way we work

5

One out of every two companies

can’t find the right people for the

work they need to get doneSource: Forrester

6

believe that most great

people, ideas, and capabilities

lie outside the walls of their

company

84%

7

To date, access to these people,

ideas, and capabilities has been

perceived as binary

8

Source: Ardent Partners, State of Contingent Workforce Management report, 2016; Freelancers Union Survey

53 millionnearly 35% of U.S. workforce is comprised

of non-employee workers (temps, freelancers,SOW-based labor, ICs, etc.)

This could reach 50% within the next decade.

9

Directly sourcing talent

10

Direct sourcing

(a.k.a. “self-sourcing”) is the

process by which a company

develops and leverages its own

employer brand to attract and

engage contract workers.

11

Typically,

enterprises

turn to one of

two options

for flex

capacity and

specialized

expertise

Brand Name Consulting Firms

Global firms with thousands of employees, large overhead

Typically engaged through longstanding relationships, RFP processes

Skill-based

workers

engaged

temporarily

Typically

onboarded

through MSPs

or staffing firms

Temps

12

But what about all the options in between?

Brand Name Consulting Firms

Temps

13

Many flavors of flexible workers

14

Flexible talent is supercharging how companies work

• Provides on-demand access to specialized skillsets

• Reduces FTE overhead burden and lowers recruiting costs

• Drives cost-efficiencies through competition

• Easily scales up or down with business demand

• Enables agile, cross-functional project teams

• Decreases reliance on large, external consulting team

• Drives more flexible models for both employees and contractors

15

What hasn’t changed?

• Access and retention of talent

• Cost control / cost savings

• Business change is accelerating the need for flexibility

• Must “play nicely” in existing managed program

• Worker misclassification issue is not going away

• Need for worker engagement

• Need for standardization (quality, rates, process, etc.)

16

Tomorrow’s high-performing teams

will pull from internal and external

talent pools

17

These innovative companies

are engaging external talent to

address a variety of business

initiatives

18

19

Benefits and risks

20

So with all of this upside, why isn’t everybody engaging the

flexible marketplace?

21

It’s complicated…

22

Companies care about risk

• Financial impact of misclassification

• Recruiting brand reputation damage

• Business model risk

23

In fact, they’ve built processes, systems, even

entire departments around it

24

But if they don’t calibratethe risk to the benefits of

on-demand talent theywill miss out

25

Learn from the best in class

26

Example 1: Large Pharmaceutical Company

27

Example 2: Multinational Software Company

28

It’s talent that wins

29

Best-in-class companies are recalibrating:

• Insurance

• Background screenings

• Workers’ comp

• MSP alignment

30

In this workplace of the future, there will be

little difference between “us” in-house

employees and "them”, independent

experts. We will both be working together to

solve business problems through collective

intellect.

- Future of Work thought leadership forum

31

Q&A

132

Thank you!

33

Contacts

Sharon Markowski

VP of Alliance, Sales

TalentWave

smarkowski@talentwave.com

704-578-0877

Rich Gardner

Vice President, Strategic Partnerships

Catalant

rich@gocatalant.com

617-645-4913

34

Evaluation How-to:

▪ Your feedback drives

SIG Event content

▪ By signing and

submitting your

evaluation, you are

automatically entered

into a prize drawing

Why?

From the App

1. Select Schedule2. Select Schedule by Day3. Select Day4. Select Session WS095. Scroll to Session Survey

How?

COMPLETE &SUBMIT EVAL

Tweet: #SIGfall17

Workshop # 9

Extending your Contingent Workforce with Direct Sourcing,

Talent Communities, and Online Talent Marketplaces

Download the App: sig.org/app

Sharon Markowski

VP of Alliance, Sales

TalentWavesmarkowski@talentwave.com

704-578-0877

Rich Gardner

Vice President, Strategic

Partnerships

Catalantrich@gocatalant.com

617-645-4913