Integrated Employee Recruitment Framework Could Save Time and Money

By Max Mihelich

Feb. 22, 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, says the group’s report.

Employers cited reasons like 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,” says the report.

The report, which can be read here, offers advice for employers hoping to develop a blended recruitment strategy:

  • Foster collaboration between key internal units. A blended workforce strategy needs a shared set of objectives between human resources, procurement and business leadership, as well as continuous communication between the three.
  • Define a formal strategy. Organizations should document existing processes and future goals based on the internal and external marketplace. A comprehensive plan will enable a company to design foundational practices in the context of long-term growth.
  • Invest in technology as a program enhancer. Forty-three percent of companies surveyed for the report said they are automating key processes in managing the blended workforce. Applicant Tracking Systems are used by 41 percent of companies to automate their key processes of their blended strategies.

“The contingent workforce and traditional employees are both vital to an organization’s talent strategy,” says Teresa Creech, president, managed services programs, Randstad Sourceright, a global provider of HR 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.”

Max Mihelich is Workforce’s editorial intern. Follow Mihelich on Twitter at @workforcemax. Comment below or email

Max Mihelich is a writer in the Chicago area.

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