Independent contractors, freelancers, and contract workers are a valuable source of high-quality talent but managing dozens, if not hundreds of IC contracts, invoices and more, is a full-time job for several of your people.
Learn how to simplify the process, streamline and reduce the complexity of managing your freelancers, consultants and contract workers, and start to benefit from a positive ROI on your efforts.
With the complex nature of managing a contingent workforce and the various new methods involved in acquiring top talent, the task of recruiting and hiring candidates (whether permanent or non-permanent) is becoming more difficult.
That’s why metrics are so important. Constant analysis of your recruiting processes will allow your organization to understand what’s working, what isn’t and what can be done better - ensuring you procurement and HR teams meet workforce targets and see valuable return on investment (ROI).
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If you’re struggling with your current contingent workforce management practices it’s likely that your company is considering engaging a managed services provider (MSP) for their in-depth knowledge and expertise.
That’s great news! An MSP that specializes in the contingent workforce will ensure your company has a centralized management strategy that reduces your costs, prevents inconsistent hiring techniques, improves your access to top talent, increases your visibility and control over workers and much more.
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If you are reading this blog then it’s likely that your considering a strategic partnership with a managed services provider (MSP), helping you to implement and manage the complex components of your company’s contingent workforce management program.
Whether this is true, or you are taking on the management of your non-permanent workers in-house, understanding how you will measure success is one of the most fundamental aspects of a well-functioning and effective contingent workforce.
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