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Talent as a Service (TaaS): a Uberisation of workforce

Talent as a Service (TaaS) is gaining prominence in today’s war over the talent economy. It is the most recent disruption in the talent acquisition function – a transition from traditional recruitment to an agile way of hiring.

TaaS has benefits, well-articulated in http://bit.ly/2KN5eLD .

Few include:-

  •  A company can hire flexi talent when they need it, and for as long as they need it.
  • Scope out to source from a wider talent pool.
  • A platform for creating new learning experiences and opportunities, etc.
Prior to implementing Talent-as-a-Service, some of the key thoughts & action items include:
  • Ample research on TaaS.
  • Is the business model supportive of Flexi talent?
  • Are the leadership and HR team on board with TaaS?
  • Any immediate and specific projects or functions that can benefit from this model?
  • Experiment with a pilot project to test the waters, gain experience and learn.
  • When working with Flexi talent, ensure there is clarity when it comes to the deliverables.

Talent-as-a-Service can be an advantage 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 thought leaders and renowned practitioners.

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