Talent-as-a-Service (TaaS): a uberisation of workforce

Talent-as-a-Service (TaaS) is gaining prominence in today’s war for 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 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 Talent-as-a-Service, 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 of the deliverables.

Talent-as-a-Service 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 thought leaders and renowned practitioners.