Contingent Workforce Buyers

To ensure optimal processes and solutions for the sourcing and management of contingent talent.

Social workforce management – including work styles and employee engagement – technology, and disruptive solutions for legacy programs are changing the way contingent talent solutions are managed and monitored. 

• Initial buyers looking to create and implement a contingent talent management program
• Buyers with an existing program who want to ensure it is optimized
• Mature buyers with long-standing programs looking for the next-gen in contingent talent management

How to find the right MSP/VMS partner that is best suited for a company’s culture, contingent talent workforce requirements, and budget.

• “Vendor Neutral” versus “Primary Vendor” model analysis and implementation
• Control, visibility and protection into the independent contractor and freelancer workforce
• Statement of work analysis
• Capitalizing on emerging technical staffing solutions, including online staffing, talent exchanges, private talent networks and other human cloud platforms
• Expertise in international contingent talent needs   

How to optimize a contingent talent management program.

• Measure key performance indicators and service-level agreements against company objectives
• Program adoption and sustainability across business units and departments
• Reporting and analysis of performance, cost and program value
• Review of existing vendor strategy to determine talent quality, timeliness and cost
• Stakeholder satisfaction, including hiring managers, suppliers and contingent workers
• Satisfaction reporting on program to suppliers and contingent workers
• Management and analysis of misclassification and other co-employment risks
• Interpreting and implementing international requirements

How to in-source contingent talent management programs.

• Data analysis and trend interpretation to develop business case for transitional programs
• Evaluation of transition considerations and change management for in-source programs
• Transition planning, to include program resources, technology, suppliers, contractual agreements, internal users and out-going MSP considerations
• Post-in-house implementation analysis
• Ongoing support to cover best practices, risks and fulfillment solutions
• Total talent management strategy integration