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Extending your Contingent
Workforce with Direct Sourcing,
Talent Communities, and Online
Talent Marketplaces
Catalant
Rich GardnerVP of Strategic Partnerships
TalentWave
Sharon MarkowskiVP Alliance
sig.org/summit
Extending your contingent workforcewith direct sourcing, talent communities, and online talent marketplaces
SIG Global Summit, Fall 2017
1
Agenda
• State of the labor market
• How direct sourcing is fundamental strategy
• Assessing benefits, addressing risks
• Learning from the best in class
• Q&A
2
Today’s Presenters
3
Sharon Markowski, CCWP
VP, Alliances
TalentWave
Rich Gardner
VP, Strategic Partnerships
Catalant
State of the labor market
4
New technology and shifting
labor demographics are changing
the way we work
5
One out of every two companies
can’t find the right people for the
work they need to get doneSource: Forrester
6
believe that most great
people, ideas, and capabilities
lie outside the walls of their
company
84%
7
To date, access to these people,
ideas, and capabilities has been
perceived as binary
8
Source: Ardent Partners, State of Contingent Workforce Management report, 2016; Freelancers Union Survey
53 millionnearly 35% of U.S. workforce is comprised
of non-employee workers (temps, freelancers,SOW-based labor, ICs, etc.)
This could reach 50% within the next decade.
9
Directly sourcing talent
10
Direct sourcing
(a.k.a. “self-sourcing”) is the
process by which a company
develops and leverages its own
employer brand to attract and
engage contract workers.
11
Typically,
enterprises
turn to one of
two options
for flex
capacity and
specialized
expertise
Brand Name Consulting Firms
Global firms with thousands of employees, large overhead
Typically engaged through longstanding relationships, RFP processes
Skill-based
workers
engaged
temporarily
Typically
onboarded
through MSPs
or staffing firms
Temps
12
But what about all the options in between?
Brand Name Consulting Firms
Temps
13
Many flavors of flexible workers
14
Flexible talent is supercharging how companies work
• Provides on-demand access to specialized skillsets
• Reduces FTE overhead burden and lowers recruiting costs
• Drives cost-efficiencies through competition
• Easily scales up or down with business demand
• Enables agile, cross-functional project teams
• Decreases reliance on large, external consulting team
• Drives more flexible models for both employees and contractors
15
What hasn’t changed?
• Access and retention of talent
• Cost control / cost savings
• Business change is accelerating the need for flexibility
• Must “play nicely” in existing managed program
• Worker misclassification issue is not going away
• Need for worker engagement
• Need for standardization (quality, rates, process, etc.)
16
Tomorrow’s high-performing teams
will pull from internal and external
talent pools
17
These innovative companies
are engaging external talent to
address a variety of business
initiatives
18
19
Benefits and risks
20
So with all of this upside, why isn’t everybody engaging the
flexible marketplace?
21
It’s complicated…
22
Companies care about risk
• Financial impact of misclassification
• Recruiting brand reputation damage
• Business model risk
23
In fact, they’ve built processes, systems, even
entire departments around it
24
But if they don’t calibratethe risk to the benefits of
on-demand talent theywill miss out
25
Learn from the best in class
26
Example 1: Large Pharmaceutical Company
27
Example 2: Multinational Software Company
28
It’s talent that wins
29
Best-in-class companies are recalibrating:
• Insurance
• Background screenings
• Workers’ comp
• MSP alignment
30
In this workplace of the future, there will be
little difference between “us” in-house
employees and "them”, independent
experts. We will both be working together to
solve business problems through collective
intellect.
- Future of Work thought leadership forum
31
Q&A
132
Thank you!
33
Contacts
Sharon Markowski
VP of Alliance, Sales
TalentWave
704-578-0877
Rich Gardner
Vice President, Strategic Partnerships
Catalant
617-645-4913
34
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Workshop # 9
Extending your Contingent Workforce with Direct Sourcing,
Talent Communities, and Online Talent Marketplaces
Download the App: sig.org/app
Sharon Markowski
VP of Alliance, Sales
704-578-0877
Rich Gardner
Vice President, Strategic
Partnerships
617-645-4913
