When it comes to achieving business excellence, we could all use an extra dose of visibility into the departments, people and processes we manage. One such forgotten area is the procurement of contingent labor. For the people who manage non-employees, like temporary employees and independent contractors, visibility is a critical but often difficult insight to achieve.
That's because contingent labor is usually served in two flavors, banana split or rocky road. In the banana split analogy, as the name suggests two departments, typically HR and procurement, will split the responsibilities. In other the model, it's all hands on deck, and depending on the complexity and compliance level of contingent workers, could make for rocky roads ahead.
How to Structure Your Contingent Workforce Program
We've found that in our many years of managing outsourced contingent labor programs, you have to take a step back before making a giant leap forward.
To get the full picture, use the Infographic below for a step-by-step process to determine how to structure your contingent workforce, manage processes and gain added visibility in to this complex population.
This blog was written by Matt Rivera. Matt serves as Vice President, Marketing and Communications and is responsible for overseeing all aspects of Yoh’s marketing and brand communications. Matt holds a degree in Journalism/Public Relations and has been working in the staffing industry for more than 25 years. Prior to this role, Matt held many different roles from branch recruiting and proposal writing to technology management and online marketing.