How to Implement a Total Talent Management Strategy

You can be most effective at staffing when you take on a total talent management strategy.

Published on June 24, 2019

Staffing can be an ongoing challenge that’s difficult to overcome. The challenge becomes even greater if you haven’t updated your talent management strategy. With the influx of new HR and recruitment technologies and a constantly shifting labor market, it may be time to rethink your talent management strategy. One of the best ways to refine and improve your strategy is to employ a total talent management strategy.


What is total talent management?

Total talent management aims to utilize any worker, regardless of their worker classification, to fulfill the needs of the business. This means attempting to fill roles with both independent contractors and employees. This method takes worker classification out of the equation to focus on finding the right person for the job, whoever that might be. Considering both independent contractors and employees for roles changes your approach and can make your business more flexible and equipped to handle hiring challenges.


What are the benefits of an integrated workforce?

Independent contractors bring flexibility to a talent management strategy because they operate on temporary assignments. Independent contractors take on whatever projects fit their schedule and work to fulfill their obligation, but leave right afterwards unless they are converted to an employee. This means you can address changes in demand as they arise, split work up among multiple contractors, and maintain a staff that adequately covers the workload. Including independent contractors in your overall talent strategy also gives you access to an entirely different talent pool.


What companies are best suited for total talent management?

Total talent management is best suited to companies that need the flexibility, have varying demands, or an ongoing list of unfinished but important projects. Thinking not only in terms of permanent employment makes tackling these challenges a bit more simple. You can take on as many or as few independent contractors as you need whenever it becomes necessary, offering your company more flexibility. This flexibility can solve for varying work demands and any remaining gaps in work can then be picked up by permanent employees. Total talent management can also help companies catch up on unfinished work or projects that require more personnel.

This strategy can also help businesses combine their efforts in some cases. Some businesses have different departments handling each side of the workforce – one team in charge of the contingent workforce and one in charge of the permanent workforce. If your business falls into this category, it’s likely time to merge these teams and move forward with a total talent management strategy.

Companies that are not open to independent contractors or have a more rigid structure that requires individuals over a longer period will be less likely to see improvements through total talent management. Keep in mind, though, that just because your business has not traditionally utilized independent contractors does not mean you cannot benefit from them. Finding new ways to maintain workforce stability has become necessary with the evolution of technology, new forms of employment becoming popularized, and the tightening labor market.


Can you do it all yourself?

Total talent management can help your business, but only if it doesn’t result in more work than you can manage on your own. When implementing this new strategy proves to be too much work, you can look to outside resources that work with independent contractors and help businesses integrate independent contractors into their workforce more easily. tilr is an on-demand work platform that connects businesses with independent contractors in a number of different industries. Using tilr can help you reap the rewards of total talent management, allowing you to focus on business operations.

Total talent management will enable you to reduce your time to hire. You’ll consider talent differently and as a result meet your goals more readily. You might even be able to rely less on job boards or staffing agencies. Consider first if this strategy best fits your business, and second if you are able to put it into place alone. Though it seems to continuously get more difficult to staff, there are still ways to get ahead.