My Account
Workforce Management
Why Should You Use a Written Contract When Engaging Independent Talent? If your business decides to engage the services of an independent contractor, it can be tempting to review the work you need done, come to an understanding, and get started as quickly as possible. However, oral agreements can be dangerous and lead to legal…
View More
Historically, pursuing a career as an independent professional has been a big draw for women. In 2018, nearly 20 million—47%—of independent workers were women. Working independently provides the flexibility to work your own hours, pursue projects you’re passionate about, and freedom to learn new skills, all of which are big draws for women. But the…
View More
Understanding the dynamics of the marketplace is helpful for any business seeking to develop strategies to maximize the value of independent contractors. To help describe the “human capital” market, a parallel can be drawn to financial markets and the basic elements of managing investments. Whether you’re building your personal portfolio or executing a strategic business…
View More
There are a variety of dynamics and nuances at play when it comes to managing the lifecycle of independent talent. But there three components that all investments share: Acquisition, Enablement, and Management. My first post on human capital detailed the acquisition process, while my second post dove into enablement. This post concludes the series with the final dimension: management.…
View More
A virtual talent bench—a group of independent talent who have already performed all onboarding steps prior to a role being offered—can help organizations remain flexible and competitive. Establishing a group of reliable talent allows for simplified, rapid deployment, minimizes the risk of worker misclassification, and helps attracts top talent with the prospect of getting to…
View More
Some of the most effective workforces today consist of a mix of full-time and contingent labor. If your organization has already incorporated independent talent into your workforce, you’ve likely discovered the importance of building a strong foundation that supports these types of workers. Independent contractors have specialized expertise in a particular industry. They are small…
View More
Our workforce today includes 38.2 million independent professionals—contractors, freelancers, consultants, and more who work with small, medium, and large organizations. Including these contingent workers as part of your workforce strategy comes with many benefits including specialized expertise, staffing flexibility, and lower costs. But in order for an independent workforce program to be successful, internal staff…
View More
When it comes to finding and engaging top independent professional talent, Requests for Proposal (RFP) and contracts are vital communication tools. Often, these documents are created as standardized templates that have already been approved by key stakeholders such as legal, compliance, procurement, or human resources. As a result, they may serve your internal requirements but…
View More
There are many dynamics at play when it comes to managing the lifecycle of independent talent. This lifecycle can best be described by three phases: Acquisition, Enablement, and Management. In my last post, I focused on the acquisition phase of the lifecycle, and today we will dive into the next element: enablement. Back to our financial capital parallel, enablement is the…
View More
In order to remain agile and competitive in today’s fast-changing world of business, enterprises increasingly need easy access to skill-based workers. For many, this means reshaping the conventional idea of a workforce into one that is composed of both full-time and independent contractor talent. By incorporating independent talent, organizations gain access to in-demand skills where…
View More