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Workforce Engagement
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CASE STUDY Vertical: Professional Services | Type: Workforce Management Managing various groups of independent professionals in a streamlined, compliant manner is a difficult thing for enterprises to do without the right infrastructure in place. While the rise of new collaboration technology makes it easier for companies to expand their national or global presence for less…
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CASE STUDY Vertical: Professional Services | Type: Misclassification and Compliance When enterprises engage independent contractor talent, they must take steps to comply with relevant laws, policies, and regulations in order to operate legally. Compliance means many things—from preventing harassment and discrimination, to safeguarding sensitive data and building a safe workplace. And, when it comes to…
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Direct sourcing enables access to and connection with top independent talent by facilitating a direct relationship between enterprise managers and independent workers. With a direct sourcing strategy in place, organizations no longer need to rely on a third party like a consulting firm or staffing company to fill talent needs. Direct sourcing methods will vary…
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Five tips for leveraging and engaging top independent talent for your business.
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Co-employment is an arrangement where two companies both have rights and obligations as an employer. Learn the complex risks and benefits of co-employment and best practices independent contractor engagement.
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When to consider engaging an independent contractor versus hiring a temporary or full-time employee.
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The onboarding process can often make or break the experience of working with your company. Independent workers want to get to work quickly, and often that’s what you want too. A strong onboarding program can help create a good first impression and lasting relationship with your independent talent. Here are seven tips for creating a…
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Mitigating misclassification risk is a top priority when engaging independent contractors and complying with complex federal and state laws can mitigate that risk. The modern workforce has seen a dramatic shift away from the salaried 9-5 employee, and towards a mosaic of independent contractors engaged by enterprises for specific projects. While the gig economy is…
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Vertical: Healthcare | Type: Workforce Management Independent professionals today are increasingly self-assured in the value they bring to the table. In fact, among independents who make more than $100,000 annually, more than 90 % say they have a lot or some choice in picking the clients they work with. That means there is stiff competition…
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CASE STUDY Vertical: Financial Services | Type: Workforce Management Organizations that engage independent professionals as part of their workforce are increasingly doing so via direct sourcing. By identifying candidates for available opportunities using internal resources rather than relying on a third-party intermediary, enterprises can avoid costly markups and get talent to work faster. As great…
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