With organisations needing to tighten their spending and review work practices and internal talent pool, now is a great time for leaders to consider doing things differently. The continued growth of freelancer and specialist marketplaces as a source of excellent talent is not going to stop any time soon and organisations that leverage these specialist skills will be amongst the leaders of the post COVID world.
At a time of recession, focus on the core business is everything and how you deliver or produce the same for less is on everyone’s mind. Business transformation has been catapulted 10 years ahead forcing companies to accelerate cultural transformation projects to stay competitive.
A recent article in HRM Asia identified the 4 mindset shifts organisations need to drive talent mobility.
- Being comfortable with data:
The human mind will only get you so far in understanding the capabilities of your talent. Leveraging data and artificial intelligence is the next step to maximising your talent pool.
- Over reliance on hard skills:
Current research suggests that 2 out of 5 HR leaders do not know what skills their staff have today. Talent mobility is about matching hard and soft skills yet existing operators focus too much on hard skills. If you have soft skills, you can be trained in the hard skills.
- Letting talent go:
Leaders need to get more comfortable about supporting people to move into new roles – outside the organisation and back in – fluid movement is required to develop a career and maximise the use of talent across an organisation.
- Review policies:
Many policies are outdated and do not support talent mobility, organisations need to review policies to reflect increased mobility, flexibility and a digitised workforce. It is time to re-thing communication and collaboration strategies to reflect future demands.
Deploying the right talent within an organisation is critical. Partnering with a specialist talent marketplace such as MyKludo can help organisations manage the demand from highly skilled but rarely occurring events such as investigations. Whilst large organisations have traditionally managed these demands with in-house teams; remote work, downsizing and budget cutting causes pressure to shrink capacity, change the capabilities of these teams. For example, if you have a budget to employ 4 full time investigators within your HR or Employment relations branch, how do you maintain the skills to deal with matters as diverse and cyber security breaches, fraud and sexual harassment; failure to meet drug testing, handle conflicts of interest or PR embarrassments on FaceBook? Marketplaces provide employers with the opportunity to flex resources on demand, getting top experts to handle cases as and when needed, selecting from the best practitioners with the specific skills required for each case.
In the new world that is emerging, specialist marketplaces such as MyKludo have a key role in enabling businesses to respond to demand with the best talent and pay on results rather than maintain a large internal capacity with large overheads for rarely used resources.
Find out more about how Mykludo can help your organisation do more for less by visiting our website.