Talent-as-a-Service (TaaS) is gaining prominence in today’s war for talent economy. It is the most recent disruption in talent acquisition function – a transition from traditional recruitment to an agile way of hiring. TaaS has its own benefits, well-articulated in http://bit.ly/2KN5eLD. Few include:
A company can hire flexi talent when they need, and for as long as they need
Scope to source from a wider talent pool
Platform for creating new learning experience and opportunities, etc.
Prior to implementing TaaS, some of the key thoughts & action items include:
ample research on TaaS.
is the business model supportive of flexi talent?
is the leadership and HR team on board with TaaS?
any immediate and specific projects or functions that can benefit with this model?
experiment with a pilot project to test the waters, gain experience and learn.
when working with flexi talent, ensure there is a clarity on the deliverables.
Talent-as-a-Service (TaaS) can be a boon to companies (irrespective of size, industry or function) and a paradigm shift for the 2020 trend: a hybrid multi-generational workforce, as envisioned by many thoughts leaders and renowned practitioners.