‘How do we move from the traditional approach to People and Culture to one that accommodates this new idea of the alternative workforce?’ – this was the overarching theme of the first Recruitment Rebooted in Sydney.
Described as “informative and insightful”, the conversation, facilitated by international recruitment influencer and Content Curator at Recruiting Brainfood, Hung Lee.
We’ll be delving deeper into each topic in the coming weeks, but for now, here’s a snapshot of the key takeaways from the event:
We need to open up the discussion:
Total Talent Management (TTM) is a thing. Despite the fact that we still can’t find consensus about what it means. “We’re all broaching this at the same time, there are no real experts in the space – because it’s all happening in real-time.”
What’s clear is that we can’t ignore it. We need to be talking about it. Not just among the recruitment community… We need to talk to our hiring managers about it too. In fact, we need to include it in our Employer Branding strategies and our Workforce Planning.
Shifting management perspective is critical:
Our panel agreed that “one of the biggest barriers is helping management move away from ‘old-school’ paradigms to HR and ways of work.”
It’s about getting the entire business to think differently about how you do business – and how you recruit. There is no doubt around the value of a blended workforce. Flexibility… Remote working… Casual hours… These types of “benefits” are no longer the norm. Instead, they’re becoming the “new normal.”
How your business responds to this is critical. It influences every element of People and Culture. From talent attraction, to training, culture, retention, succession planning. You get the drill.
One thing that’s critical in this transition, according to our panel, is the move away from thinking strictly in terms of Human Resources or Recruitment to a broader People and Culture focus. “People remain your business’ biggest asset and functioning as the department that facilitates culture and enables people positions us at the centre of achieving business objectives.”
This is one of the areas where there is real opportunity for HR and Recruitment professionals. Our panel reported seeing a trend in being approached to “solve business problems.” This involves finding the right talent, with the right skillset. It requires looking at the business and projects more holistically. Once we understand the ‘business problem’ and need, we can then facilitate solving this problem by bringing someone on board that meets that specific need. It may not be a position that requires a full-time onsite professional. It may simply need someone on a contract basis. Or a freelancer with a niche specialisation?
Being able to model the required workforce will enable proper planning and allow us to meet the business need in the most efficient and sustainable manner. It also allows you to incentivise hiring managers to think differently about attracting and accommodating top talent.
It may not work for you – testing is vital
No two candidates are the same. But neither are your departments. Or your projects. So it’s risky to apply one blanket policy to everyone, everywhere. You might need a blended approach. And you might need to test it. A lot.
When you get your blended workforce, how do you keep them? How do you train them? How do you make sure they remain on-brand and fit culturally? How do you develop them over time?
One of the questions from our audience was around what data should drive the ROI discussions in terms of TTM. And again, the answer to that will very much depend on the specific organisation and business need. The panel did suggest that we look at “reducing waste and decreasing cost” when it comes to projects in the people space. With sustainability and adaptability being high on the agenda too.
“It’s early days, and there’s no way of knowing which way this is going to play out. It could be a fad. Or it could be the future – we don’t know. But we need to push the envelope when it comes to the alternative workforce, how we engage with the gig economy and what TTM actually means to us, on a practical level.”
There’s more where this came from. And it gets more meaty, too. But we didn’t want to hit you with info-overload. Instead, we plan on geeking-out in more in-depth blogs in the coming weeks. So watch this space. Also, there are other Recruitment Rebooted events in the pipeline. But more on that later.