PRO Insights Blog

How to Self-Source Contract Talent in Three Steps

January 20, 2017
In a Huffington Post article titled, “Making the Case for Private Contract Talent Networks,” Brad Martin, Senior Director of Product Marketing, PRO Unlimited shares the three steps organizations need to take when self-sourcing. Creating Your Private Contract Talent Network Partner with a proven Vendor Management System (VMS) provider that has the capability to create, manage, and source from the organization’s talent pool Populate the network with people who have worked at the company; they are familiar, proven individuals and are pre-vetted Provide an easy way for managers to access and source from their organization’s talent network When a private talent network is implemented and managed correctly, it can serve as one of the main levers for reducing costs in a organization’s contingent workforce management program. Read the full article to learn how to set up your own private contract talent network. If you or a member of your team would benefit from a further discussion on how PRO is helping companies self-source, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.

Is Now the Time to Partner with a MSP/VMS Provider?

January 10, 2017
Mainstream news stories confirm that 2017 promises to be impacted by regulatory requirements with the looming repeal of the Affordable Care Act (ACA), economic uncertainty and continued innovation; specifically affecting the contingent workforce. Companies that rely on contingent/temporary/freelance workers should consider whether timing is right to partner with services/software providers who can help address the changing contingent workforce management landscape. ACA: No matter what it is called, Congress may immediately repeal ACA. No one can be sure what this means to employers, but a repeal will introduce cost/compliance issues. POV: Partner with a provider that has an in-depth understanding of both the ACA, as well as worker classification guidelines including the Fair Labor and Standards Act (FLSA) and the IRS’ Categories of Evidence. Statement of Work (SOW) Management: 2017 is likely to bring continued expansion of the use of SOW project-based labor, increasing the size of a blended workforce (FTEs, temps, contractors, project-based consultants, etc. POV: Explore solutions and partners that enable companies to gain complete control and hit key SOW project milestones while remaining in-budget. Private Talent Networks: Forward-looking companies are tapping into their employees’ networks to directly source professional contingent (temporary) talent. POV: Taking this approach will significantly reducing costs while maintaining high quality from contract workers who are pre-vetted or already known to the organization. 1099 IC Compliance: Every year brings new bills proposals, threats of increased audits and countless white papers from legal experts urging 1099 compliance. 2017 will likely be another year of great change. POV: Collaborate with a provider that demonstrates deep expertise and robust tenure helping companies build and manage 1099 compliance programs (history matters with the IRS). Omni-channel Platform: Organizations are optimizing their operations through cloud technology; specifically creating an omni-channel experience to untether managers and workers from their desks. POV: Leverage a Vendor Management System (VMS) with a comprehensive mobile platform; specifically a technology solution that can be executed from a smart phone, tablet, or wearable to increase productivity and flexibility. Staffing Supplier Management: Effective supplier management produces cost-savings and significant competitive advantage in the war for top-tier talent. Common challenges include measuring performance and optimization of the supplier pool using deep data analytics. POV: Learn how a purely vendor-neutral, integrated Managed Services Program (MSP) and VMS provider can deliver all of the above, at no additional cost using a supplier funded model. There are a number of contingent workforce services and technology solutions that can help your company confront these regulatory and changing environments to provide you with a competitive advantage. If you or a member of your team would benefit from further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com. Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal

Making the Case for Self-Sourced Talent Pools

January 9, 2017
Buyers Meeting Point, a go-to destination for procurement professionals, asked PRO’s Senior Director of Product Marketing, to share best practices on how to build a private talent network. The concept of self-sourcing is not particularly new to the contingent workforce management space. However, companies have begun to embrace organizing self-sourced contingent resources into talent networks, automating workflows to identify and procure the talent, and leveraging software that optimizes this workflow. The primary drivers for this include the opportunity associated with significantly reducing the margins imposed when sourcing through staffing companies; increasing the quality of the talent being hired and; dramatically reducing the time required to identify talent for new requisitions. Keys Steps in Building a Private Talent Network More forward-looking companies have begun to create and leverage self-sourced talent networks. The first step in the process is partnering with a VMS provider that possesses the functionality required to easily create, manage, and source from the company’s talent pool. It is also important that the talent pool remain private, so an organization’s best self-sourced talent is not hired by their competition as can be the case in a shared talent pool. Populating the talent network is the second step towards generating savings, and there are several paths that can be leveraged to attract workers. More often than not, managers will invite proven individuals that they have worked with in the past. This means that the workers joining an organization’s private talent network are known, or ‘pre-vetted’. Read the rest of the article for the remaining the steps to take in building in your own private talent network. If you or a member of your team would benefit from a further discussion on how PRO is helping companies self-source, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Harness the Power of Contingent Workforce Management Data

January 4, 2017
PRO Unlimited’s VP of Strategy, Analytics and Metrics Dustin Burgess was recently asked by CXOUSA magazine to share his thoughts on the importance of harnessing the power of contingent workforce management data in the battle for talent. Dustin begins by saying that while companies may have access to more data than ever before, their ability to extract meaningful business insights is not keeping pace with the availability of the data. According to a 2016 survey of more than 2,000 managers conducted by MIT Sloan Management Review and SAS Institute, the competitive advantage with analytics is waning. The percentage of companies that report obtaining a competitive advantage with analytics has declined from 68% in 2012 to 52% in 2015. HR executives are feeling this pain in very acute ways, as the war for talent has made successful talent acquisition strategies a business-critical component. Achieving a competitive advantage through actionable insights into data has become the “holy grail” for these talent-starved enterprises. It is more important than ever for these managers to access the kind of talent that will allow them to drive value from the data, in the form of new solutions and actionable plans. The Importance of Contingent Workforce Management Data: A Look at Three Case Studies Within the world of Human Resources and Talent Acquisition, one of the most data-rich landscapes is that of the contingent workforce. Companies are employing contingent labor across the globe, in a variety of different work arrangements. A savvy HR executive will want to harness this information to help them make key decisions about where, when, who, and how to employ their workers. Ground-breaking innovations in contingent workforce management continue to shape the industry, and mastering the ability to stay abreast of, or even ahead of peers in this space can mean the difference between success and failure. Check out how three organizations gained a competitive advantage by tapping analytics. If you or a member of your team would benefit from a further discussion on how PRO is helping companies implement winning contingent workforce management programs and data analytics globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Contingent Workforce Management Insights

December 10, 2016
Allie Ben-Shlomo, COO and EVP, PRO Unlimited, continues to be asked to weigh in on contingent workforce management best practices. In a recent thought leadership article titled, “Key Considerations When Seeking Contingent Labor Management Advice,” Allie shares her expert insights with Sourcing Industry Group’s (SIG) readership. Contingent Labor Management Advice Allie emphasizes that contingent workforce management is a unique discipline that encompasses interdisciplinary areas of expertise such as Vendor Management, Talent Acquisition, Human Resources Operations, Employment Law, and Employment Tax. As the contingent workforce becomes more visible at the executive level and a larger percentage of the organization’s overall workforce, stakeholders are asking more strategic questions about their current state contingent workforce program including: – What are the cost-savings opportunities? – Are we adapting to recent market shifts that will help us win the battle for talent? – How does the program reduce risk for the company? – Does our contingent workforce management approach align with the company’s goals and objectives? To learn about the other key considerations you need to know when seeking contingent labor management advice, click here.  If you or a member of your team would benefit from further discussion on how PRO is helping companies implement winning contingent workforce management programs, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com. Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Best Practices for Building a Private Contract Talent Network

December 7, 2016
The Sourcing Industry Group (SIG) has invited PRO Unlimited to host an information session titled, “Leverage Your Contract Talent Network to Generate Cost-savings.” Many companies have successfully tapped into their employees’ networks to directly source professional contingent (temporary/freelance) talent. This approach has a significant impact on cost and engages workers who are pre-vetted or known. If you are interested in learning more, check out the webinar taking place on December 13th at 11:00 AM EST / 8:00 AM PST. Register here. How to Build a Private Contract Talent Network As organizations continue to expand the use of contingent talent to supplement their full-time workforce, they are also seeking ways to optimize their contingent workforce programs to generate additional cost-savings. Historically, this is done through the process of supplier rate rationalization, improvements in workflow and cycle time, and engaging a MSP and Vendor Management System (VMS) to drive efficiencies. While these measures generate cost-savings (particularly in first generation and early stage programs), more mature programs require the identification of other strategies like self-sourcing. When it’s built and managed correctly, a private talent network can be one of the primary drivers for generating savings in a company’s contingent workforce program. Understanding what is required to populate and roll out the network can be the difference in fully utilizing this forward-thinking, cost-saving strategy or failing to realize the benefits of self-sourcing. During the session, Brad plans to highlight how to build a private contract talent network, leverage technology to curate and manage it, and ways to incorporate it into an organization’s sourcing workflow. Attendees will learn how to: Understand how self-sourcing talent can lead to significant cost-savings Successfully implement your private talent network technology platform and drive adoption Learn how self-sourcing will improve the overall quality of your temp/freelance talent If you or a member of your team would benefit from a further discussion on how PRO is helping companies self-source, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Why Your Vendor Management System Matters

November 28, 2016
Leading industry magazines continue to ask PRO Unlimited’s Brad Martin to share his expert insights into what is taking place in the Vendor Management System (VMS) space. HR.com happens to be the latest publication to tap Brad for his thought leadership expertise. Vendor Management System Innovations In the article titled,  “Contingent Workforce Management Technology,” Brad discusses a number of innovations that both HR managers and contingent workers can leverage in the era of the consumerized VMS. Like in any other industry, the objective is to develop an environment that promotes efficiency.  The mindset is to create a synergy between enterprise processes and the ease-of-use that these VMS deliver to stakeholders. VMS providers should be designing and/or redesigning their technology solutions to more closely resemble consumer applications. Additionally, they should be looking to remove friction points and barriers, making the user experience both seamless and highly intuitive. Read the full article here to see what consumerized features need to be designed into a VMS. If you or a member of your team would benefit from further discussion or a demo of PRO’s VMS Wand, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.

The Evolution of Vendor Management Systems

November 15, 2016
HRO Today magazine tapped PRO’s Senior Director of Product Marketing Brad Martin to share his expert industry perspectives about the evolution of Vendor Management Systems (VMS). In the article titled, “The Consumerization of Contingent Workforce Management Technology,” Brad discusses the top issue facing the VMS landscape – a lack of consumerization. He says that the technology has historically suffered from a robotic and cumbersome approach to user interaction. However, a dramatic change is taking place in the contingent workforce management space. The “consumerized enterprise” solutions found in some of today’s leading consumer applications are now crossing over to the business domain. There needs to be a synergy between enterprise processes and the ease of use that these VMS deliver to both HR managers and contingent workers. Brad goes on to highlight a number of consumerized VMS features including: Mobility Contextual interface design Vendor profiles containing a “Yelp!-like” review system Enhanced UI To learn about these innovations and the impact they have on efficiency and business outcomes, read the full article here. If you or a member of your team would benefit from further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.  

Expand the Talent Pool with Self-Sourcing

November 8, 2016
Providing a pipeline to quality talent is a critical component to any successful self-sourcing program. Organizations must anticipate the types of workers they will need to source in preparation for the next project. Sometimes managers know whom they want to bring onboard for a particular job or project and do not need to use a staffing agency to fill the position. In other instances, an organization wants to leverage its brand and stature to source talent directly. These individuals might be retirees, former full-time employees, independent contractors, freelancers, or referrals. Unlike traditional staffing suppliers and recruiters, PRO Unlimited takes a unique approach to sourcing talent and building networks with YourSource. As the talent exchange and online work platform, PRO offers companies the ability to search, negotiate, and engage directly with non-employee talent. The goal is to provide companies with direct access to those qualified and talented professionals as they are needed. YourSource enables organizations to realize the benefits of self-sourced talent while managing it underneath the umbrella of their centralized contingent labor program. This ensures the cost and risk management and talent quality controls that are use for third-party talent sourcing are extended to the worker. Self-Sourcing Requirements There are a variety of different components that an organization needs to have in place to succeed with a self-sourcing strategy including: Technology platform that is fully integrated into a company’s Vendor Management System (VMS) Data analytics and business intelligence that leverage reporting and visualizations Expert Managed Service Program (MSP) consultants who possess a breadth of experience across different industry segments Applicant portal that allows organizations to leverage their brands to attract new talent If you or a member of your team would benefit from further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Consumerizing the Vendor Management System

October 30, 2016
We asked you to stay tuned for Part 2 of our Huffington Post feature on Vendor Management Systems (VMS). Well, Part 2 is here and we can thank PRO’s Senior Director of Product Marketing, Brad Martin, for sharing his expert insights in an article titled, “Consumerizing the Vendor Management System – Part 2.” Brad looks at the importance of consumerizing VMS. VMS within the contingent workforce have been plagued by this lack of consumerization. Like many industries, the technology has historically suffered from a robotic and cumbersome approach to user interaction. More than ever, there needs to be a synergy between enterprise processes and the ease-of-use that these systems deliver to both managers and contingent workers. Additionally, another critical component that cannot be ignored is that VMS access is available on any device – meeting users wherever they are in their day. The goal is to create an environment of efficiency and to empower both the worker and the manager. Read the full article to learn what other VMS features will result in delivering greater business outcomes across the enterprise like never before. Lastly, if you missed Part 1 titled, “The Trend of Consumerization within Enterprise Applications,” click here. If you or a member of your team would benefit from further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.   Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.
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