In an era of quick changes in consumer behaviour, new product offerings, data and digital advancement, alternate Talent landscape offers organisations deep functional expertise, knowledge of niche domains, cross-industry insights, fill leadership gaps, pilot new initiatives, and define long-term needs.

According to Mercer’s Global Talent Trends report 2024, 48% of HR leaders see skills shortages as a major threat. In response, companies are increasingly relying on highly skilled independent talent to optimize their workforce and design more effective organizations.

Amid escalating competition for talent, companies are increasingly turning to highly skilled independent talent to optimize workforce plans, build compensation strategies to attract the best employees, design more effective organizations, and round out the capabilities of internal HR teams.

Yet most organizations haven’t implemented the alternate workforce management strategies they need to drive optimum results. Instead, they attempt to manage disaggregated, unplanned, and unstructured rogue engagements, while failing to design enterprise-wide programs that could boost both success and visibility.

As per Deloitte’s Human Capital Trends study “using alternative workers can enhance organizational performance.”

We at The Scatalyst help companies to leverage these niche skills and domain expertise of independent talent. Manage the vast skilled talent pool available and glean actionable insights from vast troves of data.