When organizations do not have an optimized HR and talent acquisition strategy, they are at risk of hiring mediocre candidates or simply missing out on potential candidates available. This can result in high staff turnover, and a waste of money, time and resources. Amongst other factors, the staffing and sourcing costs, training and on-boarding costs, and lost time, can all impact the bottom line. Furthermore, having the wrong person performing the wrong role can lead to increased risk, errors, and a reduction in your company’s productivity.
With our help, your organization will have the ability to rely on alternative sourcing channels beyond the traditional hiring methods and achieve a comprehensive approach to talent acquisition.
HCMWorks’ helps organizations integrate a flexible, contingent workforce into their total workforce management strategy, in a structured and efficient manner.
It starts by working with the talent acquisition stakeholders and their procurement counterparts to develop a talent acquisition strategy for the non-employee workforce that will complement the overall business objectives and staffing strategy of the entire organization.
Beyond the complexity of using contingent labor to complement your access to talent, companies often need guidance to support them when “managing” this non-employee workforce.
HCMWorks can become an extended HR business partner for your organization, with many years of cross-industry experience to support you.
Once you’ve quickly hired quality contract workers, you still need to have the right parameters in place to manage them at ‘Arm’s Length’, while being mindful of the compliance and legal requirements you are responsible for.
Other examples include knowing who works where, since when and what they do exactly. HCMWorks makes sure you are covered in these important areas to maximize your risk mitigation.
This white paper dives deep into your contingent workforce ecosystem and uncovers three key areas to improve on. It offers valuable insights and actionable recommendations.
Gain control over the growing contingent workforce with these best in class risk management, talent acquisition, and cost control recommendations.
Today’s on-demand economy means companies are increasingly relying on contingent workers to support their workforce requirements. These non-permanent workers give businesses access to top talent, help boost growth, and encourage the creation of an agile and flexible workplace.
However, the management of contingent workers is complex and has created extra workload for both HR and procurement professionals, who need to source and vet contract workers for a variety of positions and departments across their organization.> Read More
The world of work has evolved significantly over the past decade, and the contingent workforce has boomed in recent years. This has translated into ample opportunity for today’s large businesses to tap into a new network of world-class, on-demand talent.
As we covered in a recent blog, titled “How Technology and Communication Tools Have Fueled the Gig Economy”, technology and communications tools have been a huge factor in the changing workforce behaviours.> Read More
When it comes to an organization’s contingent workforce program procurement and human resource (HR) professionals must strive for a transparent and company-wide strategy.
Whether your business is looking to create or improve your contingent workforce program, it can be a time-consuming and frustrating process. However, with contingent workers making up a large part of many companies’ workforce, updating the program you use to manage them is essential for acquiring the best talent and reducing costs.> Read More