2020 Year in Review
Even in an extraordinary year as 2020, we here at YJ knew we couldn't stop - because we knew a lot of you couldn't stop. Projects needed to keep moving.
Our very own, Roland Rosevear, Director - Partnerships & Enterprise Development, attended and spoke at the #truBySea - Brighton - The recruitment unconference on Thursday 23rd January. Here are his takeaways:
We wanted to discuss whether Talent Acquisition should be sourcing the total workforce or should they just stick to hiring permanent employees? Where does talent acquisition start and where does procurement end?
We started off the session discussing some of the key influencing factors that have been responsible for changing how work gets done today:
The shortage of top talent has given talent more influence over:
These changes have all contributed to a shift in the way companies engage with talent and now when a requirement for work arises we have different options of how it gets done:
The shift to utilising more of these different channels is a trend that’s set to continue. Data from Staffing Industry Analysts states, that over the next 10 years, 42% of those surveyed expected to see an increase in their use of contingent workers sourced via either online marketplaces or private talent pools of known freelance contractors. 42% also expected an increase in their use of Statement of Work contracts.
The question is, can the Talent Acquisition function become talent agnostic and focus on ensuring the right talent is sourced, at the right time, in a compliant manner, regardless of the channel? Or should it be focused on permanent headcount?
Can the Talent Acquisition function become talent agnostic…?
The reaction from the group at Tru in Brighton seemed mixed.
Some felt that they were already under so much pressure with the volume of open permanent requirements, that the thought of trying to own such a complex additional challenge was not an option.
Others felt that it’s certainly the direction to go in, though it forms part of a wider challenge of how the function is perceived in the business. To be involved at a more strategic level would require a change in culture and a significant increase in investment to develop the resources and knowledge to deliver a shift in approach.
Then there were others that were already adopting a similar approach, though in a smaller agile scale-up business. In this instance, looking at things such as SoW had elevated the perception of Talent Acquisition considerably and enabled critical PoC’s to be built in a way that wouldn’t have been possible by relying on permanent headcount or traditional contractors.
One thing was for sure, especially in larger businesses, if Talent Acquisition does take a total talent approach, it's a complex task that requires extensive collaboration with the business, procurement and HR. The success of the programme will be closely linked to having the right technology, the right suppliers and the support from the top or it could just end up in a mess!
As part of the YunoJuno service, you have access to the Talent Team. Consisting of industry recruiters, not only can they help you find the perfect freelancer, they can help with the end to end process of writing and posting your brief.