Time & Attendance
By Max Mihelich
Mar. 4, 2013
While the U.S. economy continues its slow recovery, many employers are still uncertain about its future.
As a result, employers are still looking for ways to cut costs, according to a recent survey by the consultancy Aberdeen Group. One of the ways companies have started to save money is by integrating recruitment strategies with an approach labeled as a “blended workforce,” according to the study.
Historically, organizations have used separate outsourcing providers for traditional talent acquisition and contingent workforce supply-chain management. The blended approach, however, uses a single provider for both processes, according to the report.
Employers cited reasons such as reducing costs, improving visibility to attract top talent and improving productivity for why they are developing blended workforce strategies. “If organizations have a clear view of their traditional employees and contingent and contractor workforce, they are better equipped to make leaner and smarter decisions around securing and retaining talent,” the report says.
The report, which can be read here, offers advice for employers hoping to develop a blended recruitment strategy:
“The contingent workforce and traditional employees are both vital to an organization’s talent strategy,” says Teresa Creech, president, managed services providers and contingent workforce solutions, Randstad Sourceright, a global provider of human resources services. “An integrated approach to the blended workforce requires the insight and strategic perspective to facilitate change and drive results—and it requires an informed view of how companies are addressing the same opportunity in their organizations.”
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