As the talent shortage continues to become personified in organization; and by the way, this doesn't mean not enough people, just lack of the skilled resources needed; organizations continue to focus on the contractor.  What does this mean for HR, Talent Management professionals as it related to process and technology and HRMS:

• Need a place to store these contractors; not just by name, but by skill, experience, etc.  Recruiters should have access to this data as this is a great talent/candidate pool for future hires.  * Need a way to onboard these contractors that is not a manual process.  Any onboarding effort must include a way to account for contractors which will continue to grow within the workforce. * Need to measure the spend on contractors.  More HR leaders are leaving the contractor spend to the procurement department and this is wrong.  HR leaders need to take the contingent laborers and their spend by the horns to understand true labor costs and where skill sets are short. * The HRMS solution needs to store contractors for compliance and security purposes.  If this is not the case, reporting and measurement of labor spend becomes nearly impossible.

A quote from Granite Solutions Groupe -

" [Our clients find more need for product and IT contractors with deep business acumen and strong interpersonal skills. This profile tends to appear more with age - younger workers often need time to develop the business experience. Yet even among more experienced workers in the current labor market, this profile is not readily available.|http://www.GraniteSolutionsGroupe.com] "

When building your HRIT / HRIS strategy, don't forget the contingent workforce.  Even if not in HR responsibility set, HR is responsible for labor and talent, therefore, a strategy must be in place as to how to account for these workers.  See link below to full article.

Another infusion of knowledge..

Source: Shortage of IT Talent Key Drives Companies Towards Contractors