What Is Total Talent Management?

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Total Talent Management (TTM) is a comprehensive model of workforce management that encompasses the acquisition and management of all human talent, including permanently hired workers and various types of contingent workers, as well as non-human elements like robots and automated systems.

TTM responds to organizational needs and the increasing reliance on contingent labor by integrating the management efforts of HR and procurement functions. The approach not only addresses immediate job vacancies but also leverages multiple talent channels to gain a competitive edge, particularly in sectors facing skill shortages. It incorporates strategies for internal mobility, talent pools, silver medalist candidates, and alumni engagement. Furthermore, TTM underscores the importance of cultivating a positive experience for candidates to attract and maintain a diverse workforce.

Evolution of Total Talent Management

TTM goes beyond merely combining Recruitment Process Outsourcing (RPO) and Contingent Workforce Management (CWM) services. It involves both operational and strategic considerations for managing the talent supply chain, including outsourcing decisions and sourcing geographies.

TTM solutions are characterized by integrated service delivery teams that ensure seamless interactions for candidates, regardless of the type of work they seek. Recruitment business partners play a crucial role in recommending the best work arrangements and enhancing the impact of talent management.

  1. Total Talent Management has emerged as a key strategy to future-proof organizations, focusing on flexible, resilient organizational cultures that can swiftly respond to market changes and integrate various forms of employment.

TTM White Paper - Blog CTA

Key Components of Total Talent Management

Adopting a TTM model involves the following components:

  1. Integrated Governance Structure

  2. TTM establishes a centralized governance structure that oversees all aspects of talent management, including recruitment, onboarding, training, performance management, and offboarding. By centralizing governance, organizations can set clear policies, procedures, and standards that apply uniformly to all workers, regardless of their employment status.

  3. Unified Business Engagement

  4. TTM promotes collaboration and communication between HR, hiring managers, business leaders, and other stakeholders involved in talent management. Bringing these stakeholders together under a single framework ensures that talent acquisition and development efforts are directly linked to the organization's goals.

Talent Market Intelligence

TTM involves a deep understanding of the labor market, encompassing knowledge about talent availability, skill trends, and competitive dynamics. Talent intelligence allows organizations to make informed decisions about talent acquisition, workforce planning, and skills development initiatives. By identifying in-demand skills and those phasing out, employers can proactively prepare their workforce for future needs. 

Workforce Planning

Strategic workforce planning is pivotal and serves as the mechanism for aligning talent initiatives with organizational goals. It requires forward-looking planning and forecasting to identify future talent requirements. By pinpointing skill gaps and creating strategies for talent acquisition, development, and retention, organizations can transition from reactive to proactive, ensuring readiness for upcoming challenges and opportunities.

Talent Acquisition

Attracting the right talent involves looking beyond traditional hiring methods to find individuals whose skills and potential align with organizational needs. In the context of TTM, every recruitment effort directly contributes to the company's broader objectives, enhancing overall productivity and innovation. This approach involves maximizing various talent streams to ensure that the most suitable candidates are engaged for the job, irrespective of their worker type or classification.

  1. Comprehensive Relationship Management

  2. TTM emphasizes building strong relationships with all members of the workforce, regardless of their employment type. This includes fostering engagement, providing support, and addressing the needs of both permanent and contingent workers. 

Employee Mobility and Retention

Promoting from within and facilitating the movement of talent across different roles within the organization is crucial for maximizing the use of existing talent. Internal mobility boosts morale and helps retain top performers by providing them with new challenges and opportunities for growth. It also allows organizations to fill critical roles with employees who already understand the company culture and processes, reducing the learning curve and accelerating performance.

Employee Training and Development

A focus on training and development ensures that employees continuously improve their skills and are prepared to meet the evolving demands of their roles. This includes emphasizing reskilling and upskilling—key strategies in an era where technological advancements rapidly change job requirements.

Contingent Workforce Management

Effectively managing a contingent workforce is vital for leveraging the unique skills and contributions of this valuable talent pool. Contingent Workforce Management requires a nuanced approach to integrate these workers seamlessly into the broader workforce strategy, ensuring they are engaged and aligned with the company's objectives.

Technology Adoption and Integration

Technology is pivotal in TTM, facilitating the integration of workforce data across the talent lifecycle. Partnering with TTM specialists allows employers to evaluate and implement customized technology solutions, like AI, to enhance their TTM program while upholding a personalized approach and brand integrity.

Data Insights

Companies must embrace a holistic talent management approach that offers talent trends and insights to maximize value and drive business strategy. Engaging data scientists to analyze data across platforms, reconcile discrepancies, and uncover insights can enhance transparency and performance, despite the lack of a single comprehensive talent platform. AI-powered data mining has also emerged as a powerful tool in bridging data integration gaps, offering a competitive edge in talent management.

TTM White Paper - Blog CTA

Enabling TTM

Adopting TTM is not without its challenges, but certain key enablers can pave the way for a more effective talent strategy. Partnerships play a pivotal role in any successful TTM solution. Collaborating with external platforms and vendors can provide access to gig workers with specialized skills and facilitate the implementation of upskilling and reskilling programs.

Despite the opportunities, CEOs often overlook external partnerships as a means to gain talent, a perspective that needs to change for TTM to succeed. For TTM to flourish, organizations are urged to engage with providers who offer:

  • Expert navigation through complex global HR landscapes
  • Adaptation to global business demands with innovative technology and services
  • Insight into rapidly evolving legal and regulatory environments across jurisdictions
  • Access to a wealth of experience from global experts
  • Streamlined operations and minimized administrative tasks through unified data systems
  • Compliance-driven payroll solutions utilizing a singular system of record (SOR)
  • Financial and time efficiencies derived from global consolidation efforts


Ready to Explore Total Talent Management?

The modern talent market compels employers to rethink traditional talent management methods. As hybrid work models and gig engagements increasingly become standard, the necessity for sustainably proactive strategies to manage a blended workforce is more critical than ever. To thrive, organizations must enable a cohesive approach to talent management that dismantles siloes, encourages collaboration, and fosters transparent communication to align all stakeholders.

Learn more about Total Talent Management with a personalized consultation from our expert team.

About LevelUP

LevelUP Human Capital Solutions was founded in 2012 with the mission to modernize talent acquisition. We design customized, sustainable, and DE&I-focused solutions for our clients that promote a true partnership utilizing agency search techniques, innovative technology, and enhanced brand management. With a global reach, we support some of the best-known companies within technology, ad technology, fintech, wellness, financial services, management consulting, production, data and analytics, retail, biotechnology, and healthcare.


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