HCMWorks is a leading North American consulting firm in the field of contingent workforce management. We offer an extensive portfolio of advisory services for organizations to gain a better handle on their contingent workforce. Whether you manage your workforce programs in-house or are looking for an outsourced solution, HCMWorks can support you in key areas to give you an extra hand, offer key industry insights and share best practices.
A key reason our clients choose HCMWorks is due to our vendor-neutral approach to both technology selection and staffing vendor selection. We work with all types of staffing vendors and technology providers, and recommend the best solution for your requirements, without having any links or affiliations with any of them. Our focus rests solely on supporting our clients’ contingent workforce management objectives, without any hidden staffing agenda or objectives.
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.
Vendor management systems (VMS) are fundamental to the success of any large companies contingent workforce strategy, but what lessons can a business learn from a VMS to improve the way they hire non-permanent workers in the future?
Before we dive into the lessons your company can learn from your VMS software, let’s first look at what a vendor management system actually is and how it can boost your contingent workforce strategy.
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The way organizations employ workers has shifted away from the full-time employees of yesteryear to a workforce of contingent workers that offer their specialties on a project-by-project basis.
The contingent workforce has significant benefits for the plethora of companies adopting this modern way of hiring. However, those who are hiring contingent workers but are still using manual processes and outdated automation tools to manage their workforce, will not be realizing those benefits, and could in fact be losing out.
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The past 20 years have seen rapid and significant changes in the way we live our everyday lives and the way organizations conduct business - none more so than the way companies are hiring workers.
During the 20th Century workers were employed by the company they worked for, but that’s not really the case anymore. Large companies are now outsourcing work to smaller companies or hiring workers within the contingent workforce, such as contractors, freelancers and consultants.
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