If Talent Acquisition is going to take the lead on strategic talent sourcing, the function needs visibility into all the talent demand from hiring managers.

In the US, we have the lowest unemployment rate in the last 50 years at a little under 4%. Organizations are struggling to find the talent they need to be successful. Yet, according to Deloitte’s Global Human Capital Trends study, only 8% of respondents had established processes to manage and develop alternative workforce sources. 

It's time to end talent management strategies that are siloed between departments. Different teams need to come together with their unique perspectives to arrive at the ultimate business goal.

The relationship between an enterprise and its workforce used to be pretty simple. A talent management lifecycle looked like this: the enterprise hired an employee and paid him or her a salary or hourly wage, provided benefits, including for retirement, and the employee stayed on until they were eligible to retire.

Your enterprise talent management strategy needs to look beyond your full-time employees. It's time to incorporate your extended workforce into your 2020 plan.

Are you monitoring your contingent workforce's access to systems and facilities? While most people are not bad actors, proactive compliance can save your organization in the long run.

Total talent management has direct benefits for end-users including contingent workforce program managers, HR business partners, and line managers.

Thomas Otter, a 20 year HR Tech veteran, explains why it is time for large organizations to take a big picture view of their entire workforce, employees and non-employees.

Thomas Otter, a 20-Year HR Tech veteran, explains why enterprises need to look at the total workforce, both employees and contingent workers.

Richard Shaffer, Senior Vice President at Colonial Life, explains how his organization plans to use Utmost in its engagement with 14,000 independent insurance agents.