Allen Chilson - "The Strategic Business Case for Contingent Workforce Planning"
Allen Chilson, Director, Talent Acquisition Vendor Management, Global, at Danaher Corporation, examines why most companies struggle with accurate workforce planning. He explains how confidential business-unit roadmaps often exclude HR and procurement, forcing reactive hiring. Allen argues for integrated 3–5-year workforce blueprints that include contingent labor and procurement.
EPISODE: Allen Chilson Director, Talent Acquisition Vendor Management (Global) @ Danaher Corporation The Strategic Business Case for Contingent Workforce Planning A Conversation Allen Chilson 38
Allen Chilson, Director, Talent Acquisition Vendor Management, Global, at Danaher Corporation, examines why most companies struggle with accurate workforce planning. He explains how confidential business-unit roadmaps often exclude HR and procurement, forcing reactive hiring. Allen argues for integrated 3–5-year workforce blueprints that include contingent labor and procurement. Episode Description
Table of Contents Introduction to Allen Chilson (3:21) Full Episode (28:13) Highlights Video (2:18) Identifying Breakdowns in Workforce Planning (2:02) How the Contingent Workforce Builds a Ready-Now Talent Bench (2:13) Selecting the Right Outsourced Partners for Your Needs (4:05) Winning Executive Buy-In and Seat at the Table Through Talent Strategy (4:14) Expanding Contingent Strategy Across Functions (3:20) Delivering Speed, Quality, and Transparency for Contingent Hiring Success (5:21) Short - Winning Executive Buy-In and Seat at the Table Through Talent Strategy (0:58) Short - Delivering Speed, Quality, and Transparency for Contingent Hiring Success (0:47)
(3:21) Introduction to Allen Chilson “When I started, it was just me, and we built a global team. The role became global after I joined.”
5 Full Episode “Make sure you're using the language of your organization and trying to speak a common language. You should build a strategic program with definitions that resonate with your population.”
(2:18) Highlights Video
(2:02) Identifying Breakdowns in Workforce Planning “It's a challenge to get all the right parties to come to the table. Business units conduct some form of workforce planning, but that information is typically not shared. As a result, both TA and procurement are forced to build programs and infrastructure that end up being reactive instead of proactive.”
8 (2:13) How the Contingent Workforce Builds a Ready-Now Talent Bench “We have a vendor with a program management office that manages those relationships. They help us stay compliant and ensure there's a process for submitting timecards, paying invoices, and all other operational tasks. I think having that structure in place, whether it's internally managed or through a partner, helps you pivot more quickly.”
“It depends on the size, your footprint, and what you're looking for. Beyond that, it's about learning the firm's capabilities and matching your company's needs to their areas of specialization.” (4:05) Selecting the Right Outsourced Partners for Your Needs
(4:14) Winning Executive Buy-In and Seat at the Table Through Talent Strategy “I think getting executive buy-in right is the biggest piece. It's about collaborating with the right leaders and making sure they see the value. It's hard, and it requires reading the room and understanding the politics within your company, because you can't just go sit at the table; you have to show them why they want you there.”
(3:20) Expanding Contingent Strategy Across Functions “Build a better mousetrap. Show them the way, find the ways to communicate, and make your program known, along with the value you bring.”
12 (5:21) Delivering Speed, Quality, and Transparency for Contingent Hiring Success “Speed, quality, and visibility are what the business would ask for from a contingent program.”
YOUTUBE SHORT: “I think getting executive buy-in right is the biggest piece. It's about collaborating with the right leaders and making sure they see the value. It's hard, and it requires reading the room and understanding the politics within your company, because you can't just go sit at the table; you have to show them why they want you there.” - Allen Chilson
YOUTUBE SHORT: “Speed, quality, and visibility are what the business would ask for from a contingent program.” - Allen Chilson
Allen Chilson Allen Chilson shares his lifelong passion for horse racing and explains how micro-share ownership taught him about scalable investment models. He recounts owning a piece of a Preakness-winning racehorse without a huge capital outlay. Allen also draws parallels between racing strategies and building proactive, flexible workforce plans.
About Eastridge professional / technical industrial employer of record recruitment process outsourcing managed service provider programs Talient Established in 1972, Eastridge Workforce Solutions is an employee-owned provider of full-service talent acquisition and management solutions for companies globally. Eastridge provides a full range of solutions including professional / technical and industrial staffing. We also provide workforce management solutions such as employer of record, recruitment process outsourcing, as well as managed service provider programs. Our services are backed with Talient, a proprietary workforce technology that streamlines every step of managing your extended workforce.
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