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Cultivating Excellence and Efficiency in the Contingent Workforce The ProcureCon Indirect Contingent Labor Trends Report 2015

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

Best Methods for Implementing Vendor Management Strategy

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

Workforce Solutions - Workplace Results

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

How A Vendor Management System Works - And How It Works Well

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!

Optimizing Contingent Staffing Strategies Through Better Technology and Smarter Methods

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!

Crowd Source Recruiting: What is was, What it has become and What it will be

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.