The labour market is changing at lightning speed. Flexibility, strategic workforce planning and budget management are no longer nice to have, but indispensable conditions to remain competitive. Yet many organisations still cling to a familiar reflex: permanent employees for stability, freelancers as a fallback.
But suppose it can be done differently. That you deploy all your talent - permanent and flexible - smartly within one integrated strategic model. Welcome to the world of total talent management.
From traditional separation to a single integrated approach
In many companies, two separate worlds still exist: HR manages the permanent core, while the procurement department takes care of freelancers, consultants and agency staff. This silo thinking often leads to inefficiencies, blind spots and missed opportunities.
The reality is different: contract forms are blurring, professionals are more often consciously choosing freelance or project-based work. Organisations that approach this strategically are gaining agility, speed and competitiveness.
What is total talent management?
Total talent management goes far beyond classic HR policies. It is not a loose sum of personnel plans, but a holistic workforce strategy which is directly linked to your business objectives.
The principle is simple: talent is talent, regardless of the form of contract. Whether someone is a permanent employee, rotates in as a contractor or brings in expertise as a freelancer, value to the organisation is key.
TTM provides answers to crucial questions such as:
- What talent do we develop internally?
- Where do we invest in training and reskilling?
- When do we purposefully engage external experts or freelancers?
This approach also immediately answers the pain point that many companies are struggling with today: a lack of overview. HR focuses on internal employees, procurement negotiates with externals, and the business has its own priorities. The result: no one sees the full picture anymore.
That is why every strong total talent strategy with talent mapping: you not only map the current skills, but also the competences you will need tomorrow. That way, you maintain control, avoid unnecessary costs and make your organisation future-proof.
5 benefits of total talent management
Why are more and more organisations choosing total talent management ? Because it is not just a theoretical model, but a proven approach that delivers concrete results. We list the 5 major benefits of TTM:
- Agility and speed
- Lower total personnel costs
- Access to scarce talent
- Data-driven workforce planning
- Stronger employer brand
Agility and speed
In volatile markets - think supply chain disruptions or suddenly changing regulations - being able to switch quickly is not a luxury but a must. With an integrated talent pool, you scale up or down effortlessly, without compromising quality.
Lower total personnel costs
When HR and procurement work separately, hidden costs creep in: duplicate contracts, too many external consultants or long-term idle capacity. TTM offers one total overview and makes capacity management smarter and more cost-efficient.
Access to scarce talent
Not every top talent is looking for a permanent job. Many specialists prefer freelance or project work. With a total yalent approach position your organisation as an attractive client and attract skills you would otherwise miss out on.
Data-driven workforce planning
By centralising all data - permanent, temporary and freelance - you get a true overview of your entire workforce for the first time. You can see what skills are available, where the gaps are and how best to fill future needs.
Stronger employer brand
Transparency and inclusive collaboration strengthen your reputation as an employer. By not distinguishing between "internal" and "external" but involving everyone fully, you build a culture that is attractive to talent.
The proof that it works? Research among large companies shows that 66% of the organisations with TTM increased their time-to-market Accelerates and 62% their financial performance improve. This is no coincidence: organisations that put talent at the centre are better able to innovate and compete.
Freelancers: not a fallback, but a strategic partner
According to UNIZO, the number of freelancers in Flanders has increased by 32% increased, and in Brussels with 23%. Freelancers have thus long ceased to be a stopgap solution: they are crucial in accelerating innovation and absorbing peaks. Toch missing from companies still too often a thoughtful approach and it remains a challenge for many organisations to manage freelancers efficiently.
How to find the right freelancers?
- Work through niche platforms or specialist partners
- Select on proven track record through cases or assessments.
- Know the prevailing rates - transparency avoids surprises.
How do you integrate freelancers into your culture?
- Provide an onboarding light: brief introductions, tools, expectations.
- Involve them in team meetings or weekly updates - even virtually.
- Create informal moments: a coffee meeting or lunch invite can make all the difference.
The future calls for boldness and vision
Total talent management is not an operational trick, but a strategic choice. It requires courage to break away from traditional structures and focus on what really counts: the right expertise, at the right time, at the right cost.
Companies that get in now are giving themselves a head start. Talent makes the difference-not the form of contract. We help make your workforce future-proof: agile, scalable and ready for growth.
Ready to rethink your talent strategy? We like to think along - whether it's freelancers, permanent profiles or the perfect mix.