Your workforce of tomorrow

Written by
Changeboard Team

17 Apr 2013

17 Apr 2013 • by Changeboard Team

How can you develop a strategic workforce plan?

You should ensure the availability of the right talent, in the right place, at the right time, by considering four scenarios in line with your company’s five-year corporate strategy: organisational growth, no growth, contraction and crisis.

This time horizon enables you to look across the anticipated peaks and troughs in business activity and consider the forecasted supply and demand for skills. Partner with the organisation to understand its forthcoming business strategy and develop a SWP to support it.

Can a master vendor manage a contingent workforce?

Today’s workforce is complex, with the many pressures that sit alongside finding the right mix of talent. Coupled with procuring and managing contingent workers, this poses a string of challenges which, if neglected, can lead to financial, legal and compliance problems. One solution is to outsource the full end-to-end process to an MV. Martin Wiles, head of contingent resourcing at Thales, explains: “Doing this in 2009 has resulted in significant cost savings for the business and improved our time to hire and direct hire percentage. In 2012, 90% of our contingent roles have been sourced directly by our MV within 22 days.”

How can you ensure success?

My three top tips are:

  • Ensure your methods are firmly embedded in your recruitment process so that hiring managers are less likely to deviate from it
  • Select an industry-specific MV, whose values are aligned to yours
  • Develop a strong, two-way partnership with your MV

Have RPOs had their day?

RPOs were traditionally successful in more buoyant markets, but now need to rethink their commercial structure to adapt to a fluctuating market. Fifteen years ago, RPOs were more flexible and responsive to demand periods, but this is less feasible now given the constraints of some contracts. Looking ahead, you should demand more from an RPO to meet your hiring needs, then ask them to assist during big recruitment drives while your internal talent acquisition team covers everyday hires.