The Case for Putting Technologies at the Centre of Your Workforce Strategy

The latest ONS data on UK employment numbers continues to confound commentators.

It shows an additional 400,000 in work compared with the same period in 2017 (ONS PeopleInWork), despite the significant headwinds of Brexit, rising inflation and continued pressure on what Matthew Taylor called the “employment wedge” of additional charges applied to base pay rates (such as the auto-enrollment pension charges). It comes as no real surprise, though, to see a sharp increase in the portion of those who are self-employed, rather than employees: 15% of the workforce in 2016, or 4 million workers, almost double the number in 2001 (ONS EmployeeTypes).
If we are to believe those predicting the workforce makeup of the future, such as Accenture’s TECHNOLOGY VISION 2017 report, this percentage of the workforce not employed by the end-client is only set to rise. It is critical, therefore, that companies invest the appropriate time, resources, and money into understanding these individuals, and getting the most from them. Only with total visibility of the non-employee workforce will total talent management ever become more than just a business buzzword.
Beeline believes that innovative technologies will form a critical foundation, not simply in the quest for total visibility, but in the management of that data once it is known. If Big Data was the goal in the noughties, then by 2020, we should all be thinking more in terms of “Smart” or “Actionable” Data. Technology should assist with workforce decision-making, combining insight based on previous activity with market intelligence and regulatory limitations to determine the optimal hiring channel. Known resources (think alumni and silver medalists) should be nurtured using Candidate Relationship Management (CRM) techniques, then matched using machine-learning to open vacancies, reducing time-to-hire cycles. Business Intelligence and data analysis platforms should accept inputs from VMS, ATS, HRIS and CRMs (regardless of their parent companies), to allow for robust scrutiny of available talent and hiring trends. And all of this needs to be easily accessible by users, reflecting the reality of working lives increasingly spent away from a desktop.
No longer can HR focus only on those workers employed by the business, and commoditise all the rest, nor can we expect IT to make all technology investment decisions in isolation from the needs of the business. If you share our passion for workforce visibility and our desire to use advanced technology to make Total Workforce Optimisation a reality, then we would love to meet you at the SIA CWS Summit in London on April 24-25.
To learn more, join your peers for an afternoon of debate on industry best practice and strategies to enhance your programme prior to the CWS London event.
23 April – London, Library
Click here for more information.

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