It’s well-known in today’s continually changing workplace that engaging Contingent Workers is a great strategy for:
Filling skills gaps in your business;
Reducing payroll costs, and other PAYG costs;
Gaining access to high-end talent for specific, clearly defined projects;
Boosting efficiency of project delivery, especially as ‘time is money’;
Increased flexibility of upscaling & downscaling as your business demands.
So many opportunities, so much benefits!
However, where most organisations tend to come unstuck – and hence fail to realise these benefits – is in its management. They fail to strategically navigate the complex landscape of Contingent Workforce management, so the opportunity is lost, and the concept of engaging contractors becomes a massive headache, and an epic failure!
So… read on. If you are having trouble with your current program, then the following will be very insightful for you. And like anything, what you don’t know really can’t hurt you…
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The Four Pillars
Every Contingent Workforce program is built around the concept of Four Pillars and these are the central tenets of a commercially successful, streamlined and risk-mitigated program. By partnering with a Managed Service Provider (MSP) or a Contractor Management Outsourcing organisation, you’ll have the Four Pillars down pat in no time.
There are a host of deliverables you should be realising if your program is working well – and the Four Pillars will help you get there.
So, here they are:
Pillar #1: Quality
Visibility of performance metrics:
How long it takes you to source, approve, hire and on-board your contractors;
Internal processes are streamlined so you can see the commercial value of your contract talent;
You can seamlessly re-engage contractors because your internal processes are so slick.
Visibility of your Supply Chain deliverables:
Keeping tabs on your suppliers, to ensure they’re meeting their KPIs;
Ensuring your internal processes are uncomplicated, will assist your suppliers in servicing your business.
Technology can take on tactical, process-based tasks, creating greater efficiencies in the management of your program;
The data generated from technology will also deliver better visibility of the performance of your program.
With over 16 years’ experience in contingent workforce management, Peter has assisted hundreds of companies reduce the costs and risks associated with engaging contract workers, whilst helping them gain better visibility and maximise the true value of their contingent workforce.
Peter has been with CXC Global since 2000 and was appointed Director in 2007. He brings to the company a strategic vision through constant learning, product & service innovation and a passion for success. Peter invests significant time into understanding the market and the needs of both employers and their contractors.
Peter has a Bachelor of Business, majoring in Finance, IT and International Business from University of Technology, Sydney and a Graduate Diploma in Financial Planning through the Securities Institute of Australia.