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WHAT IS OMNICHANNEL SOURCING? THE FUTURE OF YOUR WORKFORCE STRATEGY

It's a term that’s gaining momentum in the world of work, but what exactly is omnichannel sourcing? Head of Global Solutions, Rob Moffat, offers his insights on this emerging trend.
 

An abridged trip down memory lane

 
Less than a decade ago, organisations looking to leverage non-permanent expertise would simply have engaged with a staffing agency or temporary contract supplier. Similarly, individuals looking for their next role would register almost exclusively with the same staffing agencies, meaning that a combination of the right suppliers would offer scope of almost the entire talent pool.
 
But technological innovations, skills mismatches and changing expectations of how professionals want and expect to engage with work have disrupted the simplicity of this singular-focused sourcing strategy.
 
Are you ready to take the next step?
 

Enter stage left: Omnichannel Sourcing

 
From internal talent marketplaces and alumni or referral programmes, to diverse suppliers and Cross-Border talent (to name just a few), omnichannel sourcing is the process of bringing together all of the available channels under one umbrella strategy, ensuring you engage each at the right time - and that they are utilised to their maximum potential.
 
In its simplest form, I see it as: Breadth of Channels x Depth of Capability.
 
What I love about omnichannel is that it’s ground-breaking without breaking any new ground.
 
We aren’t layering in any new ways of working. Rather, it’s a configuration of the trusted methods that have benefited organisations for so long, but with a refocused energy to ensure we get the best out of each and every channel available.
 
And when it’s executed effectively, omnichannel sourcing can enable enhanced access to talent across the globe, ensuring the right person, in the right place, at the right time – every time.
 

What’s driving the need for an omnichannel sourcing approach?

 
The need for an omnichannel strategy is fundamentally the result of skills splintering across a greater array of platforms and channels. But various supporting factors are forcing omnichannel into the spotlight at this precise moment.
 
  • Greater worker agency: Research from Deloitte indicates that almost 55% of workers are likely to switch employment models during their careers. People are refusing to sit still, and workforce strategies must match this pace.
  • The chronic shortage of skills and expertise: Relentless skills mismatches and talent shortages across industries and job roles are forcing organisations to challenge the status quo in a bid to secure essential expertise.
  • Organisational desires for increased agility and scalability: To be successful in the world of work, organisations must be able to deploy resources anywhere they operate, at any time, and ensure they have the tools and capabilities to manage them effectively.
  • A commitment to building better workforces, for everyone: Organisations are striving to improve the diversity, equity and inclusion of their workforce, and also ensuring they are offering a great experience (including development and wellbeing) to all, regardless of classification or source.
 

We’re facing greater fragmentation

 
People are carving out their own careers, on their own terms. The Independent Contractor working in cyber security, for example, may choose to engage with an exclusive selection of ‘high-end’ platforms, showcasing their services rather than registering with a traditional staffing agency or submitting a CV to a digital job board.
 
Talent pools have evolved into a complex web of talent networks, with only a small proportion of the market visible within each channel. Without the insights and understanding needed to leverage this greater array of sourcing strategies, organisations will miss out on the skills that are critical to their strategic ambitions.
 

Opening the door to an omnichannel sourcing strategy

 
The possibilities offered by an omnichannel sourcing strategy feel limitless. It’s an exciting step for many organisations eager to unlock access to previously unavailable talent, at a pace that matches their ambitions.
 
But the complexities of balancing so many sourcing strategies can put strain on already overwhelmed teams. A workforce solutions partner can offer a deeper understanding of the various sourcing strategies available (both traditional and emerging), as well as contemporary data and insights to guide your search for skills.
 
Don’t risk being left behind. For a discussion about your omnichannel sourcing strategy, speak to the team at Hays today.
 

AUTHORS

Rob Moffat, Global Head of Solutions

With a 25-year track record of designing, implementing and managing talent services Robert has a wealth of knowledge on the challenges and opportunities facing employers in maintaining a competitive advantage in talent acquisition, engagement and retention.

As Global Head of Solutions Robert is part of the global leadership team responsible for innovation and product development and as Head of Sales, Solutions and Marketing for the Americas he is responsible for growth of the region. Having lived and worked for Hays in Europe, Asia Pacific and the Americas he is able to bring a diverse range of thought and experience to the new challenges in the world or work.

He has a passion for new ideas, markets and opportunities and has been instrumental in a number of Hays’ recent global projects including the roll out of a Global Operating Method, Supplier Engagement Strategy, the evolution of our direct sourcing approach and a quick deploy RPO service for start-up and high growth companies.

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