The aim of Total Talent Management is treating your permanent employees the same as your flexible or temporary employees, and everything in the middle. It is key to recognize that external staff brings more to the company than ‘costing money’. It can even give you actual advantages over your competitors.
Now is the perfect time to look at Total Talent Management in your organisation.
A lot of companies have different career or job pages for flex workers, or no job pages at all, because they hire them through another job agency. The thing is, if they get treated differently in the application process, they most likely get treated differently when they are working at the company. Especially in the ongoing situation at the moment, where a lot of people desire flexibility in their jobs, in their working times or want to be able to work remotely. It is almost impossible to only have permanent staff members. So now is the perfect time to look at Total Talent Management in your organisation.
Royal Bam Group
The example used to demonstrate the struggle with Total Talent Management, is Royal BAM Group. This is a construction company who is also active in property, infrastructure and public-private partnerships. With ten companies in five European and niche markets worldwide, they have around 20.000 employees. BAM Group is clearly committed to their employees and create a safe and inspiring environment for them. So much is clear.
But now let’s examine the steps to take when searching for a job. Looking at their website, ‘working with BAM’ is listed as one of the tabs. If you click on this, you get redirected to the career page. But let’s say I want to find a flexible job, then the search is a bit harder. But, under the tab ‘purchase’ (on the Dutch website), there is a separate option for flex working. On the English website, however, that option isn’t even available; no separate tab for freelancers and flex workers.
Therein lies a simple problem is: they have two completely different routes for job seekers.
Therein lies a simple problem is: they have two completely different routes for job seekers. The option for flexible work is not even on the career page, but under a different tab on the main page which doesn’t have anything to do with it. That means it’s very hard to find, and not connected to each other in any way.
Now what could be improved? The first and most important thing: if you have a career page, use it for every type of work you offer in the company. Whether it be permanent, part time, flexible or temporary. Of course, you can make an extra tab for flex work on the career page to make it easier to find, as long as it is intergraded within the page. It should also be able to be viewed in English.
Make sure that the candidate experience is worthwhile for everyone.
Secondly, make sure that the flex working pages include as much information as the pages for permanent work. It is important that everyone in the company knows where it stands for, what they can bring in, and feel like they are actually connected to the company and the other employees as well. So, make sure that the candidate experience is worthwhile for everyone.
And lastly: Total Talent Management only works If you actually change your mindset and see the potential and talent that flexible or temporary workers can bring to the table.