Organisations today are under growing pressure to fill roles faster, adapt to shifting market demands, and make smarter use of all available talent. But siloed approaches to hiring—where full-time recruitment is managed separately from contingent labor—can create inefficiencies, missed opportunities, and limited visibility.
That’s why companies are increasingly embracing Total Talent Management: a more connected, data-driven approach to workforce management that integrates all types of talent under one unified framework.
By leveraging a blended workforce and aligning HR, Procurement, and Talent Acquisition teams, a Total Talent strategy helps organisations build more agile, cost-effective, and scalable workforce models. Below, we break down what this approach really means, and why it’s becoming essential for any business aiming to stay competitive.
Total Talent Management is a shift toward viewing your workforce as one interconnected ecosystem. It brings together full-time employees, contingent workers, gig talent, and even alumni and automation.
That means rethinking traditional practices, such as defining whether a role should be full-time before understanding the work required. Instead, Total Talent Management starts with the job to be done and determines the best way to get it done, regardless of employment type.
At its core, Total Talent Management enables:
Companies are rethinking how they hire and manage people, and for good reason:
Total Talent Management is quickly becoming a core priority for forward-thinking organisations. Adoption has nearly doubled in just two years: 31% of organisations now run a Total Talent programme, up from 25% in 2024 and just 16% in 2023.
If your organisation isn’t thinking this way yet, it’s time to start.
Despite growing momentum around Total Talent programmes, many organisations remain stuck in outdated ways of working. It’s not for lack of interest, but because rethinking how you manage your workforce requires more than just new tools. It demands alignment across teams, clearer visibility into all types of talent, and a willingness to break away from legacy systems and traditional processes.
The solution isn’t a complete overhaul overnight. It’s about progressing your current talent strategy.
Whether you’re in HR, TA, Procurement, or a leadership role, here’s how you can begin laying the groundwork:
Reframe the work before the worker: Rather than defaulting to full-time or contingent, start by understanding the business need. What’s the outcome required? What type of resource best delivers it?
Break down internal silos: Create a shared governance structure that brings HR, TA, and Procurement together to plan and execute workforce planning holistically.
Centralise your talent data: Integrate systems and insights across worker types to track performance, predict gaps, and make informed decisions in real time.
Focus on experience for everyone: Candidates, contractors, and internal hires all expect speed, clarity, and respect. Total Talent Management ensures consistent experiences that support your brand, no matter how someone joins your workforce.
Assess your current state: Start by benchmarking where your talent acquisition practices fall on the maturity curve. Are you operating in silos, or are you already starting to integrate systems and strategy?
Total Talent Management is not a one-size-fits-all solution. It’s a progression. Some companies are just beginning to break down silos, while others are already using predictive analytics to optimise workforce composition across employee types. Wherever you are, understanding your maturity level is the first step to moving forward.