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Program Design and Implementation
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When engaging independent workers, enterprises have options when considering their level of compliance ranging from light compliance which is open to risk to enterprise-grade or enterprise-appropriate compliance. Determining which to use depends on how you intend to integrate independent talent into your workforce mix. There are currently nearly 72.1 million people working independently in the…
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Because there is risk associated with hiring independent contractors, preparation is key. Often, misclassification can be unintentional because businesses simply do not have a full understanding of the laws regarding how to classify their workers. However, it can also be done intentionally to reduce labor costs or avoid payroll taxes. Regardless of why misclassification occurs, it…
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If your organization is not already using a marketplace to find independent professionals, you may be missing out on great talent. Talent marketplaces—online platforms that connect independent contractors with projects—are continuing to grow in popularity. In 2023, 40% of independent contractors said they used a talent marketplace to find work and 47% said they planned…
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Contingent workers are a steady economic force, bringing in-demand skills, staffing flexibility, and cost control to many enterprises worldwide. As more businesses incorporate independent talent as part of their full-time workforce, questions about how to best manage this new population of workers is high on the list for many enterprise managers. Engaging Independent Talent Through…
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For companies considering or currently working with independent professionals, creating a contingent workforce management program that is successful and effective is key to meeting business objectives. Many organizations are using their own resources to directly source top independent. As the demand for independent talent grows, enterprises are bypassing third-party staffing agencies or consulting firms for…
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There are direct and indirect costs that must be considered when engaging and hiring independent workers. Independent professionals help organizations realize a competitive advantage among their peers by providing access to specialized, in-demand talent, staffing flexibility, and better control over employment costs. However, in order to make the best use of this valuable talent pool…
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Creating a contingent workforce management program is an important step in ensuring compliant engagement, but adoption of policies you have put into place is key to ensuring that the program you created is followed. One of the most valuable resources to organizations today are independent professionals. This component of your total workforce can bring in…
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Compliance programs minimize an organization’s exposure to misclassification liability when engaging independent contractors. Learn three key benefits a compliance program can offer your organization.
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Setting up a contingent labor program according to best practices and policies requires buy-in from key decision makers. Forward-thinking companies understand that using independent talent as part of their workforce is a strategy can increase organizational agility and give them access to in-demand skills, there may be some resistance among decision makers to create a…
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Implementing a direct sourcing strategy as a hiring solution has many benefits and is not very difficult as long as you follow a few best practices. Direct sourcing independent talent can provide businesses with access to much-needed skills as well as cost savings, increased output, and greater efficiency. More than ever before, the contingent workforce…
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