Pick your choice of executive research studies and you’ll find that most of the C-suite say that the gap between the employee talent they currently have and the skills that are needed is what keeps them up at night. Executives are being forced to boldly question long-held assumptions about how work should be done, who should do it, and the role of the physical office and technology solutions.

That’s why Blended Workforces are one of the hottest talent strategies today.  Blended workforces are when employers use a mix of traditional employees with external resources like independent contractors, consultants, vendors, and technology– all in the hopes of enhancing competitiveness, ensuring cost flexibility, and expediting business goals. This sounds like a no-brainer, right?  Well, it’s not as easy as it seems.

Unfortunately, effectively creating a sound blended workforce strategy, leading the change management of the transformation and managing all components on a daily basis is very dynamic and complex. The fact that the topic of blended workforces has been overlooked by MBA curriculum, executive leadership programs and in-house corporate training departments has contributed to companies’ lack of readiness to fully capitalize on this powerful business strategy that helps to enable and accelerate profitablity margins.

Cost of labor is one of the largest items on a company’s balance sheet. Today’s companies, both large and small, must rethink how and if to include a blended workforce approach into their current People strategies in order to remain viable in their highly competitive markets and industries.

This is where SDL provides differentiating value, as compared to other vendor partners.

Research indicates that over 50% of workforces will be made up of contract/flexible talent within the next 2 years, a trend which is a growing three times faster than traditional employment. The fact that you too now have a powerful advisory partner to help increase your ability to quickly scale up or down manpower as needed, without negatively impacting employee morale, is a priceless competitive advantage in the war for talent.