Navigating a Complex Global Outsourced Workforce

The way in which today’s global workforce is staffed and managed can have a significant impact on the organization’s employer and corporate brand, products/services, revenue, and profit.

Which role has primary responsibility for your organization’s entire workforce – Human Resources or Procurement? Does that role truly understand the implications of the competing forces that comprise that workforce and the impact of their decisions on their business? shutterstock_339627221

I am speaking about the fact that most enterprise organizations’ workforces are comprised of a mix of full-time-employees, contingent workers, independent contractors/freelancers, alumni, retirees, and interns. The way in which that workforce is staffed and managed can have a significant impact on the organization’s employer and corporate brand, products/services, revenue, and profit.

I am just back from the KellyOCG Analyst Event in Chicago and my mind is buzzing not only with the questions above, but with the astute way in which KellyOCG, the outsourcing and consulting arm of Kelly Services®, is providing organizations with Talent Supply Chain Management solutions for optimally sourcing and managing their diverse workforce.

To begin with, I am impressed with KellyOCG’s Talent Supply Chain Advisory Services, which helps organizations understand and assess the state of their entire talent supply chain from workforce planning to performance management and how that supply chain is aligned with the organization’s business goals. This service answers questions such as whether to buy, build or have a hybrid talent acquisition solution and how to optimize the supply base for the contingent worker population.

Due to their extensive resources, including their global presence, supplier partners, RPO and BPO solutions, Contingent Workforce Outsourcing solutions, analytics portal, and vertical knowledge, KellyOCG is in a unique position to be able to provide organizations with strategies and solutions that will help them to pilot the most difficult talent markets.

As an example, KellyOCG has a variety of online talent community partners, such as HourlyNerd®, a technology platform delivering elite business talent. Rob Biederman, co-founder of HourlyNerd®, spoke at the event and explained his vetting process for experienced, expert consultants with MBAs from the top 40 global programs. Included in the algorithm for top talent are satisfaction ratings for recently completed projects. In that way, organizations can be assured of the consultant’s high performance.  This independent contractor/freelancer phenomenon in which professionals want to work on a project basis wherever they are located is becoming more prevalent in our society and making this online talent community solution very appealing.

Brandon Hall Group’s recent talent acquisition research shows that there is a large need for outsourcing and advisory solutions: a majority of organizations (69%) are struggling to attract talent regardless of talent supply; nearly half (46%) indicate that one of their greatest challenges is in building external talent pools; and only 10% have a clear talent acquisition strategy that aligns with business goals and integrates with talent management strategies. I look forward to seeing how KellyOCG will continue to succeed in this expansive market.

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.