The State of Contract Talent Management and the Role of HR
In late 2008, the Human Capital Institute launched a wide-ranging study on the state of Contract Talent in US organizations. The study included a survey completed by several hundred HR leaders, followed by in depth interviews with more than a dozen HR executives from across the country.
The importance of contract talent is undeniable. Fully one-third of the US workforce is already non-traditional. Independent contractors, consultants and other professional services make up millions of workers in our economy and represent a segment of the workforce that is growing five times faster than traditional employment. Moreover, contract talent is increasingly engaged at the professional and/or executive levels – gone are the days when contact and work represented employment of last resort. More and more, it is the work of choice for young, mid-career and older workers alike. Yet despite the importance of contract talent in most organizations, the stewards of talent – HR – are seldom fully involved in the process of identifying, screening, hiring, managing and engaging this workforce. Typically, contract talent management is left to procurement and purchasing professionals who excel at cost control but lack the training and expertise to acquire and leverage top talent. For most organizations to remain competitive, this has to change. HR and procurement must form a partnership to manage contract talent strategically.
Access the eBriefing, which highlights the discussion among HCI’s Executive Director, Allan Schweyer and many lead executives within the industry as they discuss the findings of the HCI research report. Learn how organizations can align HR and Procurement into a more effective team to manage the contract workforce.
Fieldglass, Inc. provides the leading unified technology platform for acquiring all human capital, including contingent workers, services and direct hires. The award-winning, on-demand InSite® product suite helps companies determine the right worker composition across all labor types and tap into known talent resources, such as alumni, retirees and interns. Using InSite, global companies can reduce hiring cycles, enforce compliance and control spend to remain competitive.