Planning your attack in the hunt for niche skill and expertise

May 4, 2017 Katy Roberts

The “brain drain”, the “talent gap”, “skills emigration”, “attrition” and even “defection” – all words which keep HR functions all over the world awake at night. So, while your talent teams seek to manage this new fluctuating tsunami of skills movement, how do you as an organisation remain consistent to your service delivery through the use of niche expertise and ability? Simple – you look at skills on demand.  

In a world where yesterday’s news is virtually forgotten about, and forecasted trends change almost overnight, one thing we know is that the need for specialist skill and current, relevant expertise, will never disappear.  That’s why your organisation needs to be plugged into networks and opportunities that keep your business relevant, equipped and agile.  Welcome to the world of independent talent. Welcome to Talmix. 

When I need it now.

A pressing need on today’s agenda may not be as relevant tomorrow. So, what do you do when you need a short-term solution that creates the impact you’re after – without the necessity of permanent hires and long-term commitment?  Talmix offers over 30,000 independent consultants on demand – whenever you need them. Whether you’re looking for a strategy management consultant to pick up a business transformation project, or whether you’re looking for an interim CFO, our community of independent consultants are available at your fingertips to pick up your project within a matter of days.  

Access to the best skill is something we’d all like to have, and unfortunately your little black book only goes so far in providing what you need. So, changing tact and aligning your business growth strategy and project success with a solution that gives you expertise on demand, means you not only have all of that expertise when you need it most, but more importantly – gives your business a winning advantage that gets you where you need to be, quicker than anyone else. 

When the traditional is dead and I don’t know where to look.

Looking back over the last 50 – 60 years when the traditional HR function moved from a purely personnel management function in the 50s, concerned mainly with compliance and basic administration, towards a slightly more augmented administrative focus with enlarged activity performing more of a supportive function to the wider organisation in the 80s and 90s, and then soon becoming a more strategic function in the 2000s that displayed a more proactive business partner focused on value-added opportunities within the business, it is no wonder that organisations find themselves having to become far more agile in the way that they source, retain or manage their own talent – whether permanent or contingent.  HR functions are shifting away from focusing on the organisation of the business, towards the business of the organisation. 

Media all over the world refer to a new movement in the management of talent through fluid talent models that allows for business flexibility. But just what does that look like? Where do you go to find a niche skill, when all the expertise either appears to be already employed, unobtainable or simply missing in action?   You simply look to options you've never considered before. 

Talmix is a leader in the changing world of work providing you with direct access to world-class independent business talent. The process is straight-forward with a transparent pricing model, managed delivery and invoicing, giving you the capacity you need to focus on your core business successes. 

When I need only the best.

In a  world that is largely governed by social media self-promotion, sorting the chaff from the wheat becomes an even more relevant business task. You want the best, but you also want the verified and vetted best at that.  And sifting through to find authentic skills from the forced or the fake is time-occupation you probably cannot afford - especially when decisions and business process grow and adapt faster than the time taken to make a cup of tea. 

According to a study conducted by Glassdoor, the average interview time for a new candidate currently takes around 23 days – with 11 days of that being down to vetting of the candidate’s ability, personality, fit for position, and background validity. 11 days that you don’t necessarily have when you’re under pressure to find the best skill for what you need. The beauty about working with a solution like Talmix is that most of the hard work has been done for you. All of our independent consultants who are members of the Talmix platform have been vetted and verified that their experience, their qualifications and their ability is true to what they actually offer and, more importantly, deliver to you.  All you need to do is to decide which one you’d like to work with. 

 

To learn more about the Talmix process and find the skill you need, get in touch with us today.   

 

About the Author

Katy Roberts

Katy is an independent marketing consultant and founded Fresh Brew Marketing out of her love for the cuppa. A seasoned marketer, Katy writes for several global publications and provides outsourced marketing services to businesses throughout the UK. She is a keen geocacher and rates running around in city centres dressed in Christmas lights as one of her most successful Social Media campaigns to date.

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