Achieving talent supply chain efficiency

Recently, my colleague Dan Cobb was quoted in an article in PROCESSOR by Sixto Ortiz Jr. about staffing challenges faced during the economic crisis. The article underscores the importance of considering multiple factors when establishing a full strategic workforce plan, and highlights outsourcing as a viable alternative to meeting the staffing needs of your company.

It's a point that we've openly agreed with. Outsourcing removes a huge burden from the shoulders of HR and management -- but only if it's done correctly. It's critical to find a trusted partner that understands the operational side of fulfillment and focuses on improving internal processes to achieve supply chain-like efficiency.

Some specifics to keep in mind:

Training investments. Technology, and the skill sets required to manage it, changes at a more rapid pace than any other area of the business. Outsourcing the search and training of these tech employees removes the burden from your staff, and allows them to focus on more important matters -- for example, how their computing infrastructure is poised to handle the next big acquisition, product line, or cost cutting measure. An ideal outsourcing partner develops the skill sets of certain types of technical resources, and will deliver a solution that provides your company with the best, brightest, and most technically up-to-date resources on demand.

Employment brand. This must be considered when selecting a staffing partner. Vendor-neutral labor programs can damage and water down your company's employment brand. Partners must have a stake in your success, and demonstrate their willingness to organize and manage the supply chain.

On-boarding efficiency. This refers to the speed with which you can have a new resource up and running, or move a resource from one area to another with minimal impact or lag. A recruitment partner should be able to complete these transitions with ease and minimal disruption to the organization.

Today's economic conditions are forcing companies to consider new best practices for human capital management, including focusing on nontraditional segments of the workforce. For those new to the idea of "non-employees," as well as those who are already familiar with it, RPO can be an excellent tool for managing your workforce.