Total Talent Management 101

There are many ways to see success in the employment world. Recruiting highly-qualified and skilled workers is one of them. But with the changing paradigm where flexible working is increasingly holding prominence, the new normal is contingent workforce management (CWM). More importantly, it’s the corporate world’s gateway to top-tier talent. How? Well, thanks to the everlasting impact of technology on modern business, the workforce is no longer confined to a company’s walls. And as reported in The State of Contingent Workforce Management 2018 by Ardent Partners, 40 percent of the total global workforce comprises the gig economy. It includes non-permanent workers like contingent workers, contractors, and freelancers. This workforce agility has led to the birth of the total talent management (TTM) strategy. Besides being a driving factor of a company’s talent acquisition (TA) strategy, this approach also covers the use of innovative hiring techniques, leading the recruitment landscape towards a total talent future.

Total talent management is all about redefining the workforce solutions industry by integrating permanent and contingent talent. It transcends the barriers between permanent and non-permanent workers – creating an all-inclusive approach to managing talent. However, another important (and often overlooked) component of this strategy is non-human talent such as software, bots, robots, and automation.

What is Total Talent Management?

In the absence of total talent management, steering business growth without contingent workers and non-human talent was a missed opportunity. But with the recent prominence of this concept across the world, organisations are progressively valuing talent of all types disregarding their employment status and existence. 

So, while defining total talent management, let’s consider it a critical driver of complete growth. With all, for all.

5 Ways Total Talent Management Fills the Growth Gap

Optimising a workforce ecosystem has a lot to do with the right deployment of talent. With total talent management, companies can break the silos and experience multiple benefits. Before we dive into them, let’s discuss numbers.

A Randstad Sourceright report titled 2021 Talent Trends found 97 percent of companies surveyed with a total talent approach were “extremely” or “very satisfied” with the model. At the same time, 77 percent say that their talent strategies are now more focused on workforce agility than ever before.

Source: Randstad Sourceright

Total talent management, thus, ensures that your business — and everyone involved — grows.

Now, let’s dig deeper and discuss the various benefits this model offers.

1) Brings Cost Savings

By leveraging all the talent, a total talent management approach helps streamline operations and reduce costs. Having this approach means you can optimise the supply and demand of human capital, standardise your talent operations, and ultimately, achieve economies of scale. Companies can also significantly reduce the investment in permanent staff with this model. 

The outcome? 

A better ROI with full utilisation of the top talent in the industry.

2) Translates Into Higher Productivity & Performance

Imagine easy access to top-tier talent. This is what total talent management makes possible. This approach ensures that your business can utilise talent more efficiently through proper talent acquisition and allocation. Plus, it takes the load off the permanent hires’ shoulders when you want to scale your business operations. 

As highlighted in the External Workforce Insights 2018 by SAP Fieldglass and Oxford Economics, 62% of executives say their external workforce enables them to improve the company’s overall financial performance.

Therefore, by making space for the external workforce, total talent management can significantly improve business performance. Perhaps, that’s the reason why more and more companies are spending money on the external workforce. That’s what this illustration from the study by SAP Fieldglass and Oxford Economics tells us.

Source: SAP Fieldglass & Oxford Economics

In fact, if implemented right, this model can help your company meet dynamic business needs without compromising quality and expertise.

3) Prevent Skills Shortage

According to the SHRM Skills Gap 2019 report83 percent of respondents had trouble recruiting suitable candidates in the past 12 months. 

Total talent management helps you avoid the pitfalls of a skills shortage. It enables you to make quick and adequate changes to your workforce ecosystem by helping you gauge the skill availability across your company. 

Thus, filling the talent gaps becomes possible when you have a total talent management model in place.

4) Strengthens Your Employer Brand

Embracing the non-traditional workforce strengthens the employer brand of an organisation. By declaring to the world that your company has proudly integrated both permanent and contingent workforce, you portray your business as an employer of choice. Your company’s values towards a modern work approach are reflected, and it gives you a competitive edge in attracting and retaining top talent

5) Total Talent Management Makes HR More Strategic

The HR function in any organisation has long been recognised as a key success factor.

By focusing on an integrated talent approach, total talent management leads to strategic talent decision-making. It also helps to cut the inefficiency that bad hiring practices and processes often bring in tow. 

With total talent management, the contingent workforce no longer remains a procurement function. It is prioritised and cherished just like the permanent workforce.

This workforce planning and faster talent delivery have made HR more strategic through total talent management than otherwise.

Achieving Total Talent Management: Spotlight on Implementation

Winning with your talent pool is easy. You just need to push your talent management. And at Wiggli, we help you do that by linking you with a total talent supply chain framework. We’ve helped several companies scale their operations globally, with total talent management acting as a catalyst.

Here are a few best practices to prepare your talent strategies despite the growing focus on corporate belt-tightening:

1) Tap into the Power of Technology

Although technology seems to be ubiquitous in any modern business, there’s still a long way to go when it comes to total talent management. Backed by analytics, technology can help you harness talent like never before. 

Begin by investing in cloud-based technology to utilise workforce data and find loopholes in your current talent strategy. Also, consider using AI-enabled tools to streamline talent acquisition and management. With machine learning serving as your aide, you can also make the application process for permanent and contingent workers pretty straightforward. 

2) Build a Talent Network

Cultivate a pool of interested leads through a talent network. Apart from helping you deploy a direct-sourcing strategy, it’s also beneficial in creating a community of independent talent. A talent network works great in fetching data about candidates’ interests and skills while building a database of talent that you can count on at any time in the future. 

Whereas for the candidates, it’s an excellent way to receive ongoing communication about new jobs, projects, and events. In short, it’s a win-win!

Check out The Bloomberg Talent Community for some inspiration on how a simple talent network could be a great start to creating a talent community.

3) Frame a Special Plan For Contingent Talent 

Talent leaders need to look beyond the traditional approach of hiring to make total talent management work. Besides opening every possible sourcing channel, companies need to be available to contingent workers in as many ways as possible. 

Be there on popular social media networking sites, leverage online forums, create a compelling website, and do all you can to identify, attract, engage, and hire a contingent workforce. And make it a continuous process.

4) Redefine Your Company Culture

Remember, total talent management doesn’t end at hiring. It extends beyond that. Companies need to cultivate a strong work culture —inclusive of both permanent and contingent workers— to make it a success. That’s because a company’s culture has a direct impact on workforce productivity and engagement.

Traditional corporate culture often tends to skip its focus from contingent workforce onboarding. Top management and HR leaders must redefine the company culture and incorporate all talent types into the company. 

5) Showcase Your Employer Brand

Adding to the above point, HR leaders need to build a community representing the employer brand. This helps all workforces understand how a company delivers value across the talent supply chain, including different workgroups.

See what Dotdash (formerly does here with the company’s “Careers” webpage. Besides adding a compelling statement of how they are looking for like-minded people to be a part of their team, they have special job sections for the contingent workforce, including interns, contractors, and freelancers.

Managing Total Talent with Wiggli

As HR leaders worldwide look for ways to curb talent shortages, Wiggli helps them lean on total talent. Let’s help you find, attract, and retain talent throughout your recruitment and hiring funnel. 

Be a part of our total talent management revolution and let every talent count.

Candidate Experience 101

As HR professionals, we live in a world revolving around talent management, compensation, and workplace safety. Even so, we often tend to lose sight of one of the most important aspects of the very first role itself: the candidate experience.

It wasn’t long ago when companies focused on becoming the employer of choice. Today, the savviest HR people know that harnessing the power of candidate experience is critical to creating lasting brand impressions. 

But what is candidate experience, and how does it impact your employer brand?

Let’s examine what makes the best candidate experience — and leave you with some key takeaways to help you offer a “positive” one.

What is candidate experience?

Candidate experience can include everything from the first touchpoint of the initial job search to applying for a job, appearing for the interview, and even beyond. It’s the overall experience jobseekers have when interacting with your brand during the recruitment process.

Getting off on the wrong foot can hamper not just a candidate’s experience, but also your chances of attracting the right talent. So, ensure that all your recruitment processes, methods, and approaches align with the candidate's experience. For it decides not just your recruitment and hiring success but also your company’s overall success. 

Candidate Experience

Why does positive candidate experience matter?

Here is why you must treat positive candidate experience as a top priority rather than an afterthought:

1. More opportunities for attracting top talent

Candidate experience is an underrated tool when it comes to finding the best candidates. A company that’s known for its negative candidate experience usually puts off top talent, preventing them from applying for a job there. And in such a scenario, the company loses not just the best talent, but also the growth and revenue they bring along.

2. Streamlined, faster recruitment process

Candidate experience can be the starting block of a systematic, standardized recruitment process. When you know what candidates like or dislike about your company’s hiring approach, you can make the requisite changes and chalk out a streamlined and faster recruitment process – which is a win-win.

3. Improved employer branding

Word-of-mouth stays as relevant with jobseekers as it does with customers. Although the number of people going through your recruitment process may seem meager, the impact that they can leave on your employer brand isn’t. 

Candidates with a bad experience will talk more about you than those who have had a good experience. So, the next time you put a candidate alone in a conference room for twenty-five minutes before beginning their interview, think of the repercussions. 

And with career sites like Glassdoor, you can’t really afford to share with the world all the not-so-good things about your recruitment process. 

After all, over 74% of Glassdoor users read at least four reviews before forming an opinion about a company. That’s huge. And it makes a strong case for taking candidate experience seriously.

Candidate experience

Candidate experience: best practices

Investing in an efficient candidate experience is easier said than done. Learning the ropes from the companies offering the best candidate experiences can help a great deal. And at Wiggli, we have got you covered. We bring you some of the best practices that you can take inspiration from and convince candidates that yours is the perfect place to work.

1. Offer more than just content

Your website’s career page is the magnet that pulls candidates. It must offer more than the regular content (read: job opportunities). Think beyond those boring job descriptions and take some time to inform and attract.  And while you are at it, do it the P&G way. 

Procter & Gamble adopts an easy-to-follow hiring process and makes sure that jobseekers get all the information they need right there on their hiring page.

The company brilliantly breaks down the hiring process into four simple steps: Application, Assessment, Interviews, and Offer. And each stage comes with individual details highlighting what a candidate can expect from the recruitment process and vice versa. They also get the option to submit a Disability Accommodation Request. Recruitment simplified.

2. Keep them moving forward

Let’s be honest: no jobseeker is a fan of oblivion. That’s why businesses need to help their candidates keep moving forward by giving them regular updates about their recruitment journeys. After all, there’s nothing more off-putting than investing your time in a job application that has gone on “mute” mode. So, be upfront with your decision and state it clearly rather than leaving your candidates hanging or chasing you for updates.

3. Personalise the process 

Move beyond the common practice of sending random job alerts to potential job seekers. Embrace personalization. is a fantastic example here. The company helps candidates create personalised job alerts, which makes finding their perfect job more straightforward. 

When you put extra effort and deliver more than ordinary to the candidates, your chances of making a positive impact increase multifold. Capitalize on it.

4. Think unique

Finding the right people isn’t always about a match of skills, qualifications, and experience. It’s also about matching the candidate’s personality with the role they are applying for. 

Manufacturing giant Kimberly-Clark understands the importance of personality traits pretty well. And so, the company uses a quiz to test the candidate’s personality type.

While it’s not a screening tool, the company sees it as a great conversation starter between recruiters and candidates. Plus, it highlights how people with different personalities bring their unique advantages to the team. The perfect ice-breaker, we’d say!

Uncover the benefits of a positive candidate experience 

While it may not be the magic cure-all of all your talent management woes, remember that attracting the right talent starts with a great candidate experience. So, go ahead and follow the tips mentioned above to uncover the benefits of a positive candidate experience. 

At Wiggli, we ensure that you don’t have to worry about missing the connection with your candidates. With our knowledge and information, we offer you a holistic view of what successful HR means. Leave your comments in the section below and we’ll be happy to help.

How To Stay Focused In A Connected World

Undoubtedly, we’re rapidly moving toward a fully connected world at an unprecedented pace. From mobile work environments to smart homes, technology is reshaping the way we work and perform our day-to-day things. Most organizations have already realized the numerous benefits of hyper-connectivity as it leads to improved collaboration, agility, and productivity.

People go online to work, play games, buy their favorite products, and spend quality time. Everything is at the tip of your fingers. For instance, you can control your devices at home whether you are at the office or miles away from your city. The growing trend of remote work is making it possible for people to get rid of geographical boundaries.

You can stay home and work with a company that is thousands of miles away. The new digital era is simply accelerating innovation and disruption in every walk of life. Companies are creating new business opportunities, discovering new audiences, and creating new business models.

While most of us understand how hyper-connected is beneficial to businesses and daily life, it’s critical to address the negative impacts of an excessively connected environment. For example, it is becoming increasingly difficult for workers to stay focused.

We have so many things around us that can distract us. Take your smartphone as an example. Whether you’re an employee or run your own business, you have to maintain a work-life balance.

In this blog post, we’ll find out how to stay focused in a hyper-connected world. We’ll cover the following:

Blog Summary

What is a hyper-connected world?

Living in a hyper-connected world - Key Stats

Common workplace distractions

How to Stay Focused

Staying focused during the pandemic

Let’s get started!

What is a hyper-connected world?

Simply put, being hyper connected means that everything is communicating from your dishwasher to the fuel sensor. It is an environment where information sharing is streamlined from people to people, people to machines, and machines to machines. When we say machines, it refers to every device that can be connected to the internet: home appliances, industrial equipment, vehicles, computers, medical devices, etc.

Here is what Wikipedia tells us about hyper-connectivity:

“Hyper-connectivity is a term invented by Canadian social scientists Anabel Quan-Haase and Barry Wellman, arising from their studies of person-to-person and person-to-machine communication in networked organizations and networked societies. The term refers to the use of multiple means of communication, such as email, instant messaging, telephone, face-to-face contact and Web 2.0 information services.”

Living in a hyper-connected world - Key Stats

We regard our smartphones, computers, and tablets as indispensable both personally and professionally. But they can seriously affect our ability to stay focused. Spending too much time on social media and email reduces engagement and productivity at work and home.

Here are some important stats to consider:

Not sure what the word “engaged” really means in this context? The term “engaged” is defined as being psychologically committed to work and contributing to the organization.

A productivity specialist, Geraldine Markel says, "when you are distracted or interrupted, you lose your focus, and you feel frustrated and irritated when you don't complete tasks with accuracy or completeness. Distracted workers have lower morale and loyalty and higher fatigue. People who work in a state of constant interruption report higher levels of stress."

Common workplace distractions

Whether you’re working in a busy office or from home, distractions are an inevitable part of our professional lives. A study found out that a typical office worker gets interrupted every 11 minutes.

It’s important to note down that our brains need 25 minutes to refocus on the original task.

Udemy conducted a survey and found out that workplace distractions negatively impact workers’ performance, potential, and productivity. When people get distracted often, they tend to work faster. Which ultimately affects work quality and leads to stress and anxiety.

Research from Michigan State University tells us that a short interruption like silencing the buzzing smartphone can have a negative impact on your ability to complete a task. It found out that an interruption of about three seconds doubles the error rate. Let alone the brief interruptions like checking out your Snapchat or text messages.

Before we dig deep into strategies to improve focus in a hyper-connected environment, let’s take a quick look at common distractions that can seriously kill your productivity or ability to efficiently perform the task at hand.

How can you deal with digital overload? What are the strategies to live in a hyper-connected world while staying focused and productive? Let’s get down to answering these questions.

How to Stay Focused

Digital overload is turning out to be the single biggest workplace problem. Everybody in your team and organization is likely to be bombarded with notifications and messages every day. And in case you’re prone to put off tasks until the last minute, diversions are only a click away.

To stay focused, all you have to do is learn how to control the digital overload rather than letting it control you. But what does it take to conquer digital distractions?

Alexandra Samuel, a technologist, and Larry Rosen, a psychologist came up with two different solutions.

Rosen is of the opinion that we should pull away from technology to regain focus. In other words, we should limit the time we spend on our devices by taking breaks and doing other things like meditation and exercise.

Samuel, however, thinks differently. She recommends that we should embrace technology and manage information overload.

These are two entirely different techniques to deal with hyper-connectivity. But it will help you start your journey toward a more focused and dedicated worker or household.

The following are some of the most effective strategies to consider:

Restrict what comes your way

Technology itself isn’t a problem, but the way we use it can be problematic.

First of all, you need to understand what’s important in your life and whatnot. If you can’t resist looking at your phone all the time, whether at the office or evenings at home, you’re not alone.

But it’s high time to set clear priorities and use technology correctly. With so much work, communication, and socializing taking place, turning off your devices is not a viable solution. Nonetheless, we can certainly minimize our digital overuse by restricting the flow of information. For example, you can control what emails should reach your inbox. After all, you don’t work for your inbox.

Some tools can help you make online communication more productive and focused. But first, you have to realize that you don’t have to check out all of your emails or things going on in your social media. In other words, filter out the noise.

People who successfully restrict what comes to their inbox are likely to be more effective at communicating with clients and colleagues. Email tools like Gmail and Outlook enable you to filter messages. Use them to ensure that only essential messages reach your mailbox.

There are emails that you don’t have to see immediately. Here is a quick tip: set a short-term, autoresponder explaining what you’re doing and when you will be back. For example, “I’m stepping away from my inbox to complete this task. I’ll be back in 30 minutes.”

Multitasking is not always a good idea

We like to multitask. It’s possible to do two or more things at the same time. For example, you can walk and listen to music simultaneously. But doing multiple things at the same time can hurt your performance and the quality of your work. For instance, looking at your Facebook during a meeting or conference call will impact your ability to focus on things that matter the most.

Earl Miller, an MIT Neuroscientist, states that multitasking causes mistakes, ruins productivity, and impedes creative thought. Therefore, it’s advisable not to multitask and focus on one thing at a time. That’s how you get things done quickly and correctly.

Strengthen your attention management skill

You must learn how to control your attention because it will determine the life you live. In today’s digital world where so many things are interconnected, distractions are everywhere. So, it’s critical to practice controlling distractions and being present in the moment.

Pro Tip: Be intentional instead of reactive.

Digital addiction is a common condition. Instead of using technology to streamline our lives, we get hooked by it. Digital devices steal our attention and make it hard for us to direct our attention to important things. Improving your attention management skill will help you stay away from distractions and have control over your priorities and time.

Control your environment

When it comes to working, you should set boundaries with others whether you’re working from home or in an open-office setting. It would be a good idea to put up a “do not disturb” sign when you need to focus. If your environment makes it hard for you to focus, try to work in a different part of the office or home. Letting your colleagues and family know that you have to do heads-down work can be helpful.

If you’re using productivity or automation tools to get your work done, use the “do not disturb” feature to avoid distractions. Most mainstream workplace tools offer this feature.

Turn off notifications

Let me say it again: technology is here to serve you and not the other way around. The good news is that it’s not hard to control your devices. For example, turn off notifications or put your devices on silent when you need to focus on important things.

Remember, notifications are designed to steal your attention. Take social media as an example. Social networking sites want us to stay online all the time. Non-stop stream of our favorite content can be hard to resist. So, keep your phone out of your sight.

People often think notifications are not that distracting because those notifications’ sounds last for only a few seconds. But when we get distracted, it becomes difficult to regain the focus and get back on track again.

Take phone-free breaks

Most workers turn to their smartphones during breaks. Studies tell us that employees who use phones on breaks feel less productive and restored after getting back to work. In 2019, a study was conducted to explore what makes workers happy. It found out that less happy employees are more likely to spend time on social media during lunch breaks.

Another study explored the effects of breaks on regaining vitality at work. According to this study, people who take quick breaks without their phones feel more energized and less emotionally exhausted than people who spend their breaks staring at screens.

Therefore, make sure you or your team adopt positive break habits such as moving around, meditating, or talking with colleagues.


It’s a brilliant idea to fight fire with fire. If hyper-connectivity is making your life a mess, use technology to resolve the issue. Apps like Feedly or Flipboard can help you find the most relevant information on social media and blogs. Automating some of your online work can make your life easier.

For instance, tools like Hootsuite can help you schedule posts or reach multiple platforms from one place. We’ve already talked about email filters.

Coexist with technology and still have inner peace

The hyper-connected world is here to stay. But we must practice how to disconnect on a frequent basis. Prioritize spending time with family and friends. Also, schedule some time alone every day to reflect and re-energize.

Instead of sending text messages and pictures, try to interact with real people. If you’re a business leader, engage your team and teach them how to co-exist with technology while losing your inner peace and focus.

It’s possible to find your inner peace in a noisy world full of digital distractions.

While new work management and productivity tools help us save time and expand our creativity, workers are becoming more and more dependent on technology.

Constant stimulation in the form of digital media is killing our creativity and productivity. Don’t let that happen to you or your team.

Convert hyper-connectivity into Hyper-productivity

Virtual meetings, interviews, and video conferencing are inseparable components of today’s work environment. However, the rise in the use of communication tools doesn’t necessarily boost employees’ productivity.

To convert hyper-connectivity into hyper-productivity, organizations have to come up with the right mix of technology, workspace design, work practices, and management styles. For example, a combination of talent management solutions, best HR practices, and face-to-face interactions can help HR leaders and managers achieve excellent results.

Let’s say you’re a recruiting manager. When you automate most of your repetitive or time-consuming tasks, it becomes easier for you to focus on the most important things like building relationships with top talent. A tool like Wiggli can help you stay focused on your main business objectives: finding the right talent in a cost and time-efficient way.

More tips

Here are some more tips for avoiding distractions in a hyper-connected world:

How to stay focused when working from home

Remote working seems like a dream until you face the challenge to stay focused due to distractions. Some distractions are easy to avoid when working in an office setting. But it can be a real challenge to draw a line between professional and personal life at home.

The most successful and effective remote workers set up clear boundaries and don’t violate them. The following are tips for staying focused when working from the comfort of your home:

Final Thoughts

From an organizational perspective, leaders must help their workers create a more positive digital culture that encourages creativity and happiness. Whether you’re an individual worker, a team, or a business leader, learn to stay focused.

Make the right use of technology and excessive connectivity. Minimize distractions coming from outside sources. Control what’s coming your way. Gardening your attention in today’s digital world is more important than ever. As a business leader, give your team the tools they need to stay focused on things that really matter.

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