<img height="1" width="1" style="display:none;" alt="" src="https://dc.ads.linkedin.com/collect/?pid=22574&amp;fmt=gif">

Cost Management

02_hcm_vis_1_320x530-1.jpg

Gain Control of Your SPEND, REALIZE COST SAVINGS 

A proven outcome resulting from comprehensively managing your entire contingent workforce, including your independent contractors, is a sizeable and measurable reduction in costs.

Lack of Visibility and Poor Management

At a high level, a lack of visibility of your contingent workforce headcount and services procurement spend can translate into some significant challenges for an organization. To name just a few:

  • Poor decision-making - Incorrect information can lead to bad decisions across multiple areas, including workforce rationalization.
  • Lack of forecasting - Last-minute scrambles to fill positions as demand fluctuates, leads to costlier talent sourcing decisions, to fill urgent unplanned needs.

  • Paying inconsistent or above fair market rates - It’s common to find organizations paying vastly different rates for the same talent category and level of resource, or paying above fair market rates.

  • Lack of visibility between your contingent workforce spend and your Statement of Work (SOW) spend - Spend often travels between these two sourcing channels. Companies who do not have full visibility into these categories of spend often overpay in the same classification of people.

Want to Manage your Costs Better?

Spend and Vendor Management - Contingent Workforce

What other areas frequently cause overspend and loss of cost control?

Spend and Vendor Management

A thorough analysis of your total spend and vendor base, serves as a baseline to optimize current spend and identify savings opportunities. Managing the number of service providers and staffing vendors you deal with is the first step to enhancing your buying power. By consolidating your services procurement activities between a handful of best-of-breed vendors, you can more effectively negotiate margins, rate and long term (volume) discounts.

In addition, you can create a sense of partnership among your preferred suppliers and more effectively share information to support your sourcing objectives. In the medium to long-term, creating healthy competition within this pool of quality vendors will help drive down costs and simplify the management of your procure-to-pay process.

Control Rogue Spend and Recruitment

Perhaps the greatest challenge faced by most organizations using various forms of contingent workers is properly accounting these individual within your organization. Why? Because these resources are often sourced and retained directly by hiring managers; rogue hiring and spending that escapes traditional accounting and control.

Not only does the time-to-fill stretch out far beyond the acceptable norm, but the entire procure-to-pay process, from “procure-to-pay ” as the expression goes, becomes bogged down and convoluted.

Rogue recruitment and spend is by definition highly inefficient since hiring managers are generally venturing into unfamiliar territory. They are subject to information asymmetry, a lack of market information and often hire or pay for human capital in excess of 40% above competitive market rates.

Hiring managers are not to blame. Yet, how could a vehicle with real, historical and strategic information help them make more informed decisions? This all comes together with the help of a well planned workforce management solution. Furthermore, beyond the hiring decision, a poorly managed contingent workforce, is prone to costly (double) time sheet data entry, fraud and reporting errors, on top of a slow and cumbersome recruitment process. This is the kind of marketplace chaos that your organization can convert into tangible savings opportunities.

The HCMWorks Blog

Who is Responsible for the Contingent Workforce: HR or Procurement?

Who is Responsible for the Contingent Workforce: HR or Procurement?

For the past decade the gig economy - which is made up of contingent workers, such as freelancers, contractors, consultants and temporary workers - has been increasing rapidly. It’s now widely believed that as much as 30-40 per cent of the entire US workforce is working in contingent roles.

Traditionally, these contingent workers were perceived as lowly paid workers who filled, mostly, unskilled jobs. This is definitely not the case any longer, as highly-skilled workers are actively seeking out contingent work so they are free to work from where they want, at what time they want - all...

> Read More

4 Ways to Improve the Performance of Your Contingent Workforce

4 Ways to Improve the Performance of Your Contingent Workforce

With an estimated 30-40 percent of the US workforce now making up what we call the contingent workforce, large organizations must now shift their talent acquisition and workforce management strategies if they are to meet workforce targets.

These contingent workers, which are made up of freelancers, contractors, consultants and temporary workers, offer a wide range of benefits for your company, including:

> Read More

What is an MSP and how Will They Revolutionize Your Contingent Workforce Management Strategy?

What is an MSP and how Will They Revolutionize Your Contingent Workforce Management Strategy?

Today’s business landscape has changed dramatically from that of 10 years ago. Large organizations now rely on a broad pool of vendors to supply the assets they need if they are to continue to meet the demands of their clients and grow.

> Read More