Human Capital Managers these days might think they need to take up the practice of tasseography (tea leaf reading) or learn other skills with which they can divine the future. It’s no wonder, considering how elusive talent remains and open positions refuse to fill thanks to the vagaries of the job market; while their performance metrics are closely tied to their ability to the timely availability of required talent.
But they do have a solution at hand! Talent strategies today stress leanness, agility and the adoption of innovative new methods in accessing talent. Non-traditional workforces are in vogue as transformative changes turn workforces agile and on-demand.
Once postulated and discussed by industry pundits with vision as a fringe topic at contingent labor conferences and as one of many available options, the gig economy is officially “in.” In fact, “talent clouds” are now very much in the mainstream and being considered THE option for organizations desperate to access the required talent. Talent clouds allow companies to access much needed skills directly and in real-time. This ability has given a quick boost to the popularity of fledgling vendors in this space and encourages companies to put in the necessary process to accommodate this new engagement.
Among the notable recent developments in this space, we’re finding that:
Companies are gaining a high level of competitive advantage today by leveraging technology to make strategic use of the globalization of talent to access external experts. They’re using new ways to operate in a lean and agile manner without losing access to the required talent to fill critical roles. They’re depending on strategic partners who enable them to evaluate, attract, engage, absorb and support the required expertise to manage them in innovative ways to ensure a lifetime engagement instead of lifetime employment.
Now that you’ve seen there are better ways to run a lean, agile workforce, have you discarded those tea leaves yet?
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