The Total Talent Maturity Model

From visions to concrete development steps with technology

In many organizations, talent management is still a patchwork quilt. Permanent employees fall under HR, external staff under purchasing or business units—and cooperation is often limited. Meanwhile, the reality of work has long since moved beyond the confines of a contract form. The book *Mis geen talent* (Don't miss out on talent) by Mark van Assema and Marleen Deleu shows that this lack of an integrated overview leads to blind spots, inefficiency, and missed opportunities.

From insight to action

In *Don't Miss Out on Talent*, it becomes clear that the lack of an overview of all employees—from permanent staff to external contractors—poses a strategic problem. The authors therefore advocate a growth path: a total talent maturity model that helps organizations develop toward integrated talent management (ITM).

This model describes five levels of maturity, from fragmented deployment of personnel to fully integrated talent management. Technology is not the first step in this process, but it is a crucial lever. It enables growth, accelerates insight, and operationalizes collaboration. And it is precisely at this intersection that Olli offers a concrete answer.

1. Integrate external and internal workforce data

In most organizations, personnel data is scattered across different systems: an HR system for permanent employees, Excel lists or separate contracts for external staff. This results in a lack of overview: who actually works within the organization, under what arrangement, at what cost and with what risks?

Olli brings all this data together. By managing permanent and flexible labor within a single platform, an integrated view of the total workforce is created. No more separate silos, but a shared truth that HR, procurement, and management can use to steer the organization. This not only makes hiring transparent, but also open to discussion in strategic meetings.

2. Standardize and automate processes related to hiring and recruitment

Without uniform processes, every vacancy or hiring assignment becomes a custom project. This leads to delays, unnecessary risks, and extra costs. What's more, it becomes difficult to make strategic adjustments if you don't have a grip on what's happening operationally.

Olli offers standardized workflows for both permanent and temporary hiring. Vacancies and assignments are created, assessed, published, and filled using the same process. Automations—such as alerts when budgets are exceeded or automatic contract generation—ensure that you can act faster and more securely. This not only professionalizes the operation, but also lays the foundation for strategic management.

3. Managing risks through integrated compliance

Hiring external staff entails legal responsibilities – think of the DBA Act, WAADI registration, or screening suppliers. Organizations quickly run risks, especially with decentralized hiring or rapid shadow bookings. Yet in many cases, there is no central assurance of compliance requirements.

With Olli, compliance checks become part of the process. WAADI checks, NEN verifications, or requirements from the internal purchasing policy are included in the working method as standard. No more separate checklists, but automated validations within the platform. This prevents a supplier or freelancer from starting work without the correct documents – and reduces the risk of fines or reputational damage.

4. Sourcing talent based on skills, regardless of contract type

One of the biggest promises of Total Talent Management is that you search for the best person for the job—and not just within the confines of a contract type. Yet many systems and processes are still geared toward either/or thinking: either you are looking for a permanent employee or a temporary worker.

Olli breaks through that limitation. By focusing on skills in job and assignment descriptions, it creates a more objective view of work and workers. You can search for people based on what they can do, not on their contract type. In doing so, Olli opens the door to a truly integrated talent approach – and to a fairer and more effective selection process.

Technology is an accelerator, not a final destination

Of course, technology is only one dimension within the maturity model. Organizations that really want to make progress will also need to invest in leadership, vision, and collaboration between HR, procurement, and business. But technology does make it possible to turn insights into actions—and that is what many organizations are looking for right now.

Olli as a strategic foundation

In short: if you want to reduce blind spots in your workforce, start by building a complete picture. The Total Talent Maturity Model helps you do this step by step—and Olli provides the foundation to actually realize that picture.

The book *Don't Miss Out on Talent* is available for purchase through various channels. View them here.