My Account
For Enterprises
|
CASE STUDY Vertical: Specialty Industries | Type: Misclassification and Compliance Compliance, at its core, takes many forms—preventing harassment and discrimination, safeguarding sensitive data, and ensuring workplace safety, just to name a few. When an enterprise engages independent talent such as freelancers, consultants, or contractors, they must abide by compliance regulations specific to these types of…
|
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. Using the financial capital parallel, enablement is the second…
|
Remote work is on the rise and is here to stay for the foreseeable future. Many independent contractors today work remotely for flexibility and cost-savings reasons. If your company engages contingent workers, you’ll likely have to implement some type of remote work policy. If you haven’t managed remote workers before, don’t worry. There are a…
|
Independent contractors and employees are two very different pools of talent. That means there are big differences when it comes to recruiting each type of talent. In order to successfully attract, retain, and re-engage independent workers, it’s important to focus on building a recruiting strategy that is specifically designed to meet the needs of these…
|
An agile enterprise is an organization or business that moves quickly; one that acts and reacts in a rapid manner. In a business climate obsessed with short-term results, it’s no surprise that the word ‘agility’ has become synonymous with enterprise strategy. Now more than ever, enterprises must create ways to become more agile simply to remain…
|
The cost of employee misclassification on independent contractors and what organizations can do to minimize risk.
|
What is Direct Sourcing? Direct sourcing is a strategy enterprises can use to find and engage independent contractors that involves identifying candidates for an open project or role using their own internal resources rather than a third party to find talent on their behalf. 3 Ways to Direct Source Talent There are three ways for…
|
Many organizations today incorporate independent professional talent into their fulltime workforce, making it increasingly important to put measures in place to help correctly classify talent as either traditional employees—recipients of a W-2 Wage and Tax Statement—or independent contractors—recipients of form 1099-MISC, Miscellaneous Income. Failure to correctly classify a worker can have long-term, expensive consequences. If…
|
CASE STUDY Vertical: Professional Services | Type: Direct Sourcing Enterprises today have access to a valuable population of highly skilled, educated, on-demand talent—independent professionals. This pool of talent offers organizations greater staffing flexibility, lower employment costs, and access to in-demand skills. In order to incorporate independent talent into their workforce, many organizations are turning to…
|
CASE STUDY Vertical: Financial Services | Type: Direct Sourcing Today’s talent comes in all shapes and sizes from traditional W-2 workers to contractors, freelancers, consultants, temporary workers and more. Whether your organization is just beginning to engage contingent workers or has been incorporating this segment of the workforce for some time, you’ve likely heard the…
Featured Posts
Subscribe to our blog
Get a weekly email of our latest posts sent straight to your inbox