Whitepaper & Video Center

Before the COVID-19 pandemic struck, HR leaders were already facing numerous challenges in guiding their organizations, including increasing market consolidation, changes in public policies, and a wave of new technologies. All these factors presented great opportunities to the organization, but also significant disruptions. In “Cultivating HR Leadership in a Post- Pandemic World,” WBR Insights explores how HR practitioners are approaching leadership and skill development in this unprecedented, high-pressure environment. We’ll explore which tools they are using to help educate their staff, what challenges they are solving with new technologies, and which leadership trends are becoming standard. 

This report, will provide you with valuable insight into improving talent engagement strategies, implementing analytics and intelligence, selecting technology and innovation investments, and much more so you may optimize your contingent workforce program for the new decade ahead.

“Total Talent” is a term you’re probably getting sick of hearing being mentioned by every service provider and technology vendor in the industry - including us. Awareness of the term and importantly, the concepts behind it, will only increase over the next year as the trends fueling it begin to mature. That said, the definition of Total Talent remains somewhat subjective. To set the record straight and provide a baseline understanding for further discussions around the topic, Adepto has created this guide to Total Talent. Through reading it, I hope that you begin to grasp the true meaning of Total Talent and its exciting applications for organisations everywhere. Click here to download the whitepaper today! 

In this brief, we breakdown the newest trends of the staffing industry and provide you with an in-depth look at how some of the biggest digital companies have already adapted to continually growing gig economy.

The use of contingent labor by both Fortune 500 and midsized companies has consistently grown and will continue to become a critical tool used by HR departments to ensure a skilled workforce. The main drivers for this strategy are: Increased Pressure on Managing Headcounts: Managers are under increased pressure to maintain current levels of FTEsCost Savings: Contingent labor significantly reduces employee benefit costsFlexibility: Project based work; specifically around software development lends itself well to the contingent staffing model. This is additionally true in the light industrial sector where seasonality in work is a factor.  Download the Contingent Staffing 2017 Director's Report to learn more about the opportunities, challenges, and trends in contingent staffing.

Click the image to the left to download you copy! As procurement gains influence and visibility around spend management for contingent labor, adopting best practices and building alliances with HR are top priorities within the department. Produced with Beeline, the 2015 Contingent Labor Trends report contains benchmark data and analysis around the following key themes: - Procurement's transition from a tactical to strategic department - Using technology to gain visibility around contingent labor - Building influence and alliances across departments

Click the image to the left to download now! Whether co-managed with an external partner or internal department, or fully under the jurisdiction of either procurement or HR, contingent staffing is a process that has been around for multiple years and is increasingly being improved through the application of technology. Key topics include:Assessing the level of staffing and efficacy within procurement groupsProfiling contingent labor programs by age, size, and distributionResponsibility for contingent labor strategies and program management

Integrated Resources Inc. delivers strategic workforce solutions to Life Sciences, Healthcare, Energy and Telecom sectors nationwide. IRI has an extensive experience working with number of Managed Service Providers and Vendor Management systems providing skilled talent with ease of engagement.Check out the presentation and Visit us at www.irionline.com

A Vendor Management System (VMS) utilized to manage an organization’s contingent labor, like all technology applications, is only as good as the people managing it. It is well known that a VMS fulfills many important steps within the contingent workforce management lifecycle. The VMS platforms available in today’s market aid in automating the complex processes such as job requisition/order creation, supplier order distribution management, credentialing and employee on-boarding, worker payment, invoice administration, and reporting/business analytics. However, VMS functionality in and of itself is not what creates the bottom-line benefits of a well managed workforce. A successfully functioning contingent labor workforce relies heavily on resources with expertise in the administration and management of the VMS functionality. When organizations are evaluating their VMS options they are often also assessing their organization’s resources and expertise to configure, administer, and manage the day-to-day processes within the technology. The resources needed to manage VMS technologies can sometimes be found internally or through an outsourced engagement with a Managed Service Program (MSP) provider. The MSP enhances and leverages the functionality of a VMS to ensure that the labor procurement processes are effective and the key workforce management goals of increased efficiencies, decreased risk, and improved cost containment is being met. To follow is a step-by-step review of the temporary labor management features and process functionality of a VMS technology in conjunction with the key resource/knowledge required to enable the process effectively and efficiently. Typically these resources are to be found within an internally run or outsourced Managed Services Program (MSP). Click the image to download the report!

Newly released, the latest research report from Beeline and Contingent Staffing features year-over-year stats, fresh insights from your peers, as well as exclusive quotes from thought leaders in the industry. This year's focus on developing technology and the strategic relationship between Procurement and HR is tailor made to answer your most pressing questions around the future of contingent workforce management. Don't miss this report! Click the image to the left to download your copy!

Crowdsourcing is the practice of turning to a body of people to obtain needed knowledge, goods or services. The term Crowdsourcing is a combination of crowds and outsourcing and was coined in 2006 by Wired magazine author Jeff Howe in his article "The Rise of Crowdsourcing." As the term implies, crowdsourcing is when an entity -- whether an individual or an organization -- requests specific resources from a group of people (the crowd). Crowdsourcing can give entities access to a wider set of expertise at a faster pace and at a lower cost than traditional routes. On the other hand, those entities can't guarantee that the crowd they reach has the expertise, experience or resources to deliver what they need nor whether they're actually reaching the best sources to deliver the best possible outcome.  The advent of Crowd Recruiting, can be traced back as far back as 2011, starting with the premise of an employer being able to access external recruitment experts (Agencies, RPO’s, Staffing Companies, Individuals, etc.) from a very wide and deep pool of people online, for no upfront cost, in order to ‘accomplish something’, i.e assist in making a hire. This ‘shared economy’ was to be a place where anyone with ‘expertise’ could participate. The ‘marketplace’ created with startups launching Crowd Technology Platforms came to be, and it had very compelling ‘pitches’ for both employers and the experts.  The value to recruiters would be there was no business development needed on their part, no communication with the employer, and no need to negotiate a contract and get through legal or procurement. The Platform T&C’s stated the deal, such as flat fees, rules on candidate submission, who ‘owns’ a candidate, etc. Simply source, and upload the best candidates available, and the technology would take care of the rest.

Freelancers and contractors often have the same access to company resources, sensitive information, and even customers as their full-time counterparts, so gaps in the screening process could pose risks to employers. It may only take one person to damage an organization’s reputation or put existing staff at risk, which is why it is important to ensure that that your extended workforce has the necessary checks performed on them.Some of the risks involved in not screening contingent workers include employee fraud, theft, data security breaches, or hiring migrant workers who have no legal right to work in the country. Many fraudsters are aware of gaps in the screening process for contingent workers, and unfortunately some deliberately pursue temporary roles in an organization, knowing there’s a good chance they won’t get caught. It’s therefore vital your screening policy covers the entire workforce, and that’s where VeriKlick can help you to hire right, the first time.