Statement of Work (SOW) projects are a complex, yet essential, part of the business world. Millions of dollars and many stakeholder hours are spent dedicated to working through the execution of SOWs every day with little promise of a streamlined solution to shoulder the weight. As many organizations are feeling the strain, they’re in search of a way to streamline SOW management, while realizing demonstratable benefits and reducing risk. Common SOW management challenges include: Overextended and ill-equipped teams Limited collaboration leading to costly delays Lack of governance and compliance support for engagements Multiple systems without a centralized repository No visibility to benchmarks for costs, terms and timelines for project-driven work Instead of looking to internal resources to optimize SOW management, organizations are partnering with a Managed Services Provider (MSP) and Vendor Management System (VMS) solution that can turn the burden of management into a task of the past. With an integrated MSP and VMS solution, organizations can streamline the entire SOW management process including pricing standardization, workforce planning, and increased compliance, as well as provide substantial stakeholder benefits, such as: For Hiring Managers, easy SOW creation, classification and milestone tracking For Suppliers, access to more projects and engagements without increased sales efforts For Procurement, standardized and compliant processes that hold participants accountable For Business Leaders, detailed visibility into project spend/headcount and classification, resulting in cost savings For HR, easier project tracking and compliance and risk mitigation Leveraging SOWs as part of sourcing your contingent workforce is simple a reality that every organization encounters. So gaining control of your SOW management is vital to turning this otherwise cumbersome process into a key strategy that can help propel your organization forward. Instead of looking to your internal team that already has their hands full, consider the benefits of using the external partnership of an MSP that can focus solely on your SOW success. To get more details on SOW management, click here to read PRO’s two-part series on Buyer’s Meeting Point.   If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.

In 2019, we were honored to receive more than 25 industry awards in recognition of our contingent workforce management technology and services. Here’s a look at some of the most notable 2019 awards our Wand Vendor Management System (VMS) and Managed Services Provider (MSP) team claimed in the last year, along with – more importantly – how our clients continue to benefit from PRO Unlimited’s efforts in these areas. “Best Vendor Management Solution,” International Stevie Awards The International Stevie Awards joined the CEO World Awards, Best in Biz International Awards, Brandon Hall Group and others in honoring Wand VMS, recognizing it with a Gold Award for its innovative features and significant user benefits. These include, but are not limited to: Powerful Self-Sourcing Capabilities: Wand’s Talent Network module allows clients to easily create their own private, self-sourced candidate pool. Robust SOW Management: From creating requisitions and RFIs to managing active engagements and future spend, Wand enables users to streamline the SOW project management process. Total Resource Visibility: With Total Talent Solutions, clients gain visibility into contingent AND full-time workers across the organization, providing unprecedented insights into the best way to engage resources. To learn more about self-sourcing, check out our infographic on the topic. “Consulting Services of the Year,” SIIA CODiE Awards The prestigious CODiE Awards honored PRO’s MSP team for its pioneering work in helping clients drive success in their contingent workforce programs. With the industry’s best retention record, client and supplier satisfaction is fundamental to PRO’s programs and is achieved through pure vendor neutrality, open dialogue, ongoing education, and promotion of its clients’ business objectives. (On the technology side, Wand VMS also won a CODiE for “Best VMS.”) Check out our “Using Market Rate Expertise to Drive Cost Savings in Your Contingent Labor Program” case study to learn how PRO’s integrated MSP/VMS helped a leading software company leverage powerful market rate guidance. “Best New Products & Service of the Year,” Globee Awards The Wand Mobile group of apps helps managers, workers and suppliers drive faster execution and decision-making. (Read more: “Using Mobile to Improve Time to Fill: 3 Case Studies.”) The latest addition to the Wand Mobile family, the Wand Mobile Supplier App, nabbed a 2019 Globee Award in recognition of its innovative technology. The first mobile app designed specifically for suppliers, it enables account managers, recruiters, sourcers and billing specialists to manage items throughout the contingent workforce lifecycle — all without ever touching their desktops or laptops. To learn more, listen in to this podcast with PRO’s Director of Supplier Partnerships Kristen Esones, “How Mobile Is Helping Suppliers Realize Significant Benefits.” “Analytics Product of the Year,” National Technology Awards Wand Discovery, a powerful business intelligence tool within Wand VMS, was recognized by the National Technology Awards for empowering users to combine historical and contextual data to make better decisions about future workforce spend and talent quality. With Wand Discovery’s interactive dashboards, managers can view information such as global headcount and distribution by employee type (agency sourced, SOW, payroll,

In the past year, PRO Unlimited has published dozens of blog posts, white papers, case studies, data sheets and more with the goal of helping organizations understand the latest trends, tools and technological innovations shaping contingent workforce management. Here are PRO’s 10 most popular blog posts and thought leadership resources of 2019, based on page views from the past year. We hope they inspire new ideas, tactics and successes as you’re looking to optimize your contingent labor programs in 2020 and beyond! 10) “5 Ways Mobile Helps Suppliers Increase Their Effectiveness” For account managers and recruiters racing the competition to fill job requests, speed of execution and decision-making is critical. This post looks at five key ways in which using a VMS mobile app can help suppliers respond quicker and accelerate their success. 9) “What Is a Managed Service Provider?” Today’s influx of contingent workers is creating a new set of challenges for organizations, pushing many to reach outside of their internal resources for an external partner – a Managed Service Provider (MSP). Here’s what you need to know about the benefits of teaming with an MSP. 8) “VMS UI Design and the Power of Personalization” When it comes to contingent workforce management, each individual has different preferences, priorities and workflows. Learn about the ways that leading-edge VMS developers are designing software to account for these differences and empower users to streamline their experience. 7) “Explore the Advantages of Greater Access to Talent, Innovation, Cost Savings & Financial Risk Protection” What are the benefits of outsourcing to a contingent workforce management provider? This white paper covers challenges a provider can help organizations overcome and provides an in-depth look at the value prop an integrated MSP/VMS solution can provide. 6) “Use Business Intelligence to Reach Contingent Resource Planning Success” From deepening an organization’s understanding of global supply and demand opportunities to revealing areas in which companies might redeploy existing talent to fill open positions – and much more – business intelligence is fueling smarter contingent resource planning strategy. Check out this post for more info. 5) “5 Key Contingent Workforce Management Trends for 2019” Mobile is changing contingent workforce management in new and exciting ways. Self-sourcing is driving not just cost savings, but also improved talent quality. And that’s just the start of the five critical contingent workforce management trends profiled here that continue to impact organizations. 4) “The Game-Changing Influence of AI on Contingent Labor Management” Speaking of key trends, leading VMS providers are driving innovation by incorporating artificial intelligence into their platforms. Particularly noteworthy? Digital assistants that are leveraging machine learning and natural language processing to increase efficiency during the sourcing process. 3) “Wand’s Action-Driven, Configurable UI” How does VMS product design impact efficiency? This fact sheet offers a quick primer on how an innovative interface enables users to increasing productivity with fewer clicks, reduce cognitive load, personalize the VMS experience, and more. 2) “The 2019 Contingent Workforce Industry Report” In this industry report, PRO shares exclusive data and

In our latest piece with Forbes, join PRO Unlimited’s EVP of Product Development, Ted Sergott, as he discusses AI in the form of conversational interfaces and chatbots, and how it’s changing the face of contingent workforce management. Ted touches on the following areas in the article: The Evolution Of Conversational Interfaces And Chatbots Examples of How Chatbots are Improving Contingent Labor Management The Power Of Omnichannel Getting Into The (Work)Flow The 4 Keys To Successful Implementation According to the article, it cites that 80% of enterprises will use chatbots by the end of 2020. Yet, challenges remain — a UJET poll reported that 58% of respondents found chatbots were not as effective as expected. That’s why it’s critical users take a strategic approach to incorporating chatbots and conversational interfaces into your programs. By doing so, they will increase the odds that these AI-based technologies will help drive greater efficiency. Additionally, the article states that we can expect to see chatbots getting progressively smarter in the next year or two, using machine learning and real-time analytics to not only help speed up execution, but also provide actionable intelligence that drives smarter decision making. For leading organizations, leveraging these leading-edge chatbots and conversational interfaces will provide a compelling way to strengthen their contingent workforce programs and get a leg up on the competition. Learn more about AI market trends in contingent workforce management and best practices for implementing these features into your program here. If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce programs globally or would like a demo of our VMS, Wand, 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.

Background With four months to go until IR35 legislation is implemented across the private sector in the UK, the UK tax authorities (HMRC) released the updated version of their online Check Employment Status for Tax (CEST) tool this week.  This post will walk you through the following: What has changed and what this will mean for your organisation What steps you need to take to continue to be IR35 ready What you can do to get more information on this topic What has Changed? Whilst there were 39 changes in total made to the CEST tool, there hasn’t been significant changes overall to the test. The aim of the latest changes seems to be geared more towards trying to provide clarity and enabling the tool to be used in situations where the worker may still be unknown. There are now seven distinct sections within the CEST tool, and a lot of the questions have been simplified and/or additional clarity and guidance has been provided to assist in answering the questions. Unfortunately, the HMRC does not flag these updates in a clear and obvious way (such as on the landing page of the CEST tool). However, they do issue all changes via the Employment Status Manual, which can be located here: https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/updates. About You and the Work The very first question ‘what do you want to find out’ is possibly the most complicated question within the tool. Regardless of which response is answered, it will bring the user to the same set of questions.  It is not immediately clear from the HMRC website why this question has been added. In our view, the question is aimed at delineating situations where an individual is required versus a service or piece of work (which could require IR35 consideration). The remaining questions are very straight forward.  As the end-client you are the hirer, and the tool now attempts to verify whether the hirer can deploy someone who is trading as a Limited Company, Partnership or Unincorporated Body or not. Worker’s Duties By default, a contractor won’t have office holder duties. However, this is something that the hirer will need to clarify to ensure accuracy when completing the tool. Substitute and Helpers The CEST tool provides a lot more clarity on this section describing what is and what isn’t a substitute.  Within this question and some of the latter questions there are also additional options rather than a straight ‘Yes’ or ‘No,’ as well as an expanded description against each possible answer. However, the main difference in this section is that the right of substitution questions are not “golden” questions, whereby answered in a certain way take the user to the end of the test without having to answer all other questions. Now, irrespective of how this set of questions are answered, all later questions are asked to the user. Working Arrangements Again, within this section there are ‘substantive changes’, where there are no longer immediate returns of ‘outside / inside’ from singular ‘Yes /

Join PRO Unlimited at ProcureCon HR 2019 for the Latest in Contingent Workforce Technology! If you’re looking to gain insights into the latest contingent workforce technology and professional services trends while at ProcureCon HR, please stop by PRO Unlimited’s stand #13 or reserve a private demo. We’ll be speaking about the future of Vendor Management Software (VMS) and showing a demonstration of our VMS Wand. Also, get an exclusive look at Wand’s groundbreaking new UI in action! Let us show you how our cutting-edge VMS provides greater workforce visibility and transforms professional services and SOW spend management. Additionally, be the first to see how artificial intelligence within Wand VMS is driving smarter, more data-driven decisions! Schedule your booth visit and/or demo of Wand today. If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.

The PRO Unlimited team is counting down the days until we get to meet fellow practitioners at ProcureCon Indirect West 2019, in Scottsdale, Arizona, Sept. 16 to 18. We’re looking forward to discussing the latest tools and strategies for optimizing sourcing programs through interactive workshops and networking sessions. Please join us for our session, in partnership with Universal Music Group (UMG), on Monday, Sept. 16 at 4:35 p.m., “Integrating the Contingent Workforce into Your Company’s Total Talent Management Strategy to Drive Business Productivity.” During this session, UMG’s Sean Rehder, Director of Recruiting Operations, will tell the story of his contingent workforce management journey. This session will provide ideas for how procurement leaders can advocate moving from a transactional contingent workforce program to a progressive one. Attendees will learn how UMG made the transition a successful one and how they are using a Total Talent Management strategy, with help from PRO, to drive overall business productivity. While at the conference, please stop by our booth, #301 — we’d love to meet you, learn more about your company’s sourcing needs, and discuss how our industry-leading solution can help you take the next steps toward a more innovative program. Schedule your booth visit and demo today by contacting a PRO representative at 800.291.1099 or via email at info@prounlimited.com. If you’re not able to attend ProcureCon Indirect West 2019, please check out the “Resources” section of our website, where we have many documents related to workforce analytics and total talent management, such as our “Analytics and Contingent Workforce Management: 7 Real-World Success Stories” white paper. 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.

How do you VMS? When it comes to contingent workforce management, each individual has different preferences, priorities and workflows. The one constant, it seems, is a heavy workload: Nearly 60 percent of employees say they’re so busy with getting day-to-day work done that they don’t have time to think beyond their daily to-do lists and to more strategic, innovative initiatives. In this landscape, it’s critical that the technology you use helps improve efficiency. One way VMS software designers and developers can assist is by enabling users to personalize their experience by adjusting the interface’s appearance and hierarchy to align with their unique priorities and preferences. (Related reading: “PRO Unlimited Unveils Industry’s Most Personalized VMS Homepage.”) By providing users with the flexibility to configure the interface in this fashion, software developers empower users to streamline their experience. Amidst the chaos of a typical workday, technology becomes a tool for making task completion easier, simpler and faster. In the case of PRO Unlimited, our Wand Vendor Management System (VMS) offers users a variety of ways to customize their experience, such as: 1) Reordering the homepage: Users can easily select a module on the homepage and drag it to a new location depending on its importance to them. 2) Hiding or showing components: Wand gives users the ability to “hide” sections on the homepage that may be less relevant to them. To further reduce cognitive load, sections automatically “collapse” if there’s nothing to view in that module. 3) Personalizing the login page: Users with specialized areas of focus can choose to route to a specific page upon logging in to the application rather than the homepage. These enhancements are the latest additions to Wand’s “consumerized” interface, the result of exhaustive end user research and use case study. By providing greater flexibility for individual expression and customization, managers are empowered to directly align the software’s functionality with their specific workflows. The result is increased efficiency and effectiveness that frees them up to focus more on the types of strategic planning that drive even greater results. For more on the new Wand VMS homepage, please see PRO’s related press release and fact sheet. To discover more about PRO’s unique approach to VMS design and development, check out the “Consumerizing the VMS” data sheet.  If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.

Recruiters, sourcers and account managers at staffing agencies are frequently under pressure to field new requests from clients and submit candidates as quickly as possible to increase the odds that they’ll fill the request. Imagine a common scenario in which a recruiter is away from her desk – perhaps at an off-site meeting, at lunch, or before or after arriving at work. She has an outstanding candidate she’s been holding for just the right role when a request arrives from a top client that would be perfect for the candidate. Unfortunately, since the mobile VMS experience has historically been cumbersome and/or non-existent, she isn’t able to act on the request until hours later, losing precious time to the competition. Leveraging Mobile to Act Faster In light of scenarios such as the above, suppliers have asked PRO Unlimited to help them get their best candidates in front of managers when they’re on the go. In particular, they’ve been eager for a way to submit candidates to active requests right from their mobile devices, rather than having to rush back to the office or call in for help. Enter the Wand Mobile Supplier App PRO’s Wand Mobile Supplier App was built from the ground up as a native app for iPhone and Android devices. One advantage this provides is that even when users don’t have the app open, they can receive push notifications alerting them to high-priority action items – such as a job request from a top client. Once a recruiter or account manager opens the app, new requests are immediately visible. This enables users to quickly look at pending engagement requests, see key request details and requirements, and even search for candidates they think are qualified. Utilizing the app, users simply select the candidate they have in mind, add details pertinent to the request, and touch “submit.” With a single tap, users can also forward the request info to fellow team members via email, enabling them to immediately begin sourcing the position. It’s a convenient and powerful way to improve response time and accelerate time to fill that suppliers haven’t had access to in the past. Users of the Wand Mobile App for Managers have already seen benefits in this area. Across PRO’s U.S. client base, organizations that use Wand Mobile for their contingent workforce management have seen significantly quicker time from candidate submittal to interview being scheduled, as well as faster time from interview being scheduled to fill time.  (For more, check out our 2019 industry report, “The Contingent Workforce: Trends, Strategies and Understanding the Non-Employee Workforce.”) Beyond Candidate Submittal: Other Benefits of Mobile Of course, a supplier’s role is just beginning with the submission of a candidate, and utilizing mobile can provide advantages at many other stages of the candidate/worker lifecycle. The Wand Mobile Supplier App also enables users to: Schedule, manage and confirm candidate interviews, increasing productivity on the go Send interview times directly to candidates via email or SMS text messaging, allowing them to confirm or

A veteran leader in contingent workforce management, PRO Unlimited (PRO) has been recognized for Customer Service Department of the Year by  the Stevie® Awards. These prestigious awards are in their 14th year and are the world’s top accolades for achievement in customer service, business development and sales. This year the more than 2,600 nominations were submitted from organizations of all sizes from 48 countries, representing nearly every industry. On Friday, February 28th, at an awards gala in Las Vegas PRO received the Bronze Stevie Award for the impressive individuals that represent its MSP teams worldwide. PRO’s people don’t simply go through the transactional motions of account management; they are strategic, consultative based experts in helping clients explore new avenues for leveraging the advantages a contingent workforce offers, such as access to talent, greater flexibility, innovation, cost reduction and protection against financial risk among others. They build contingent workforce management programs from the ground up and launch innovative programs that achieve long-term success. PRO takes overall accountability for delivery of its programs, from stakeholder meetings to investing daily one-on-one time. The company places heavy emphasis on becoming a true extension of its  clients’ teams. Key benefits that the team delivers include: Accessible onsite account management Holistic workforce planning Quantifiable cost savings Proactive risk mitigation strategies Ongoing program quality optimization Did you know? The Stevie Awards are the world’s premier business awards and were created to honor the achievements and positive contributions of organizations and working professionals. Since 2002, the Stevie Award has been presented for achievement in business to many of the world’s most respected executives, entrepreneurs, innovators, and business educators in more than 60 nations. If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.

Today and in the future organizations will continue to make efforts to optimize their operations and one of the main ways they’re pursuing this goal is through the practice of blending contingent talent with their full-time employees. This hybrid, non-traditional style of employing talented people continues to grow in popularity, and with this growth comes opportunities that will allow some to take a step ahead while others risk being left behind. While many organizations are leveraging contingent talent, most are not doing so in a strategic fashion – less than 10% have established processes to manage and develop alternative workforce sources.[1] The few that are beginning to make strides beyond this majority are looking to external partnerships in the form of an expert Managed Services Provider (MSP) and Vendor Management System (VMS) to lead their contingent workforce management programs into the future. When it comes to the war for contingent talent, where does your organization sit – with the majority without a true solution or with the few that are quickly pulling ahead? To make sure that you’re taking full advantage of your contingent workers’ talent, it’s vital that you understand what trends will impact workforce management in 2020. In our latest white paper, PRO has assembled a list of this year’s key trends based on our nearly three decades in the industry to help you better prepare for years ahead. Trends include: Exploring redeployment strategies for cost savings, talent quality and decreased time to fill Making VMS solutions accessible to all, for anywhere at any time Expanding the MSP’s role as a trusted, consultative partner embedded in client programs Increasing internal talent pools with direct sourcing Driving compliance with streamlined SOW management Tapping the contingent workforce is not just about simply sourcing and blending them into your employee ranks, it’s a complex machine full of moving parts that may need more of your attention to maximize its value. If you’re ready to take the next step in your contingent workforce management journey and discover more on these major trends, as well as others, download the white paper today!   If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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. [1] Deloitte, “The alternative workforce: It’s now mainstream”

Independent Contractors (ICs) can play a very important role in your business, but it’s equally as important that they are treated with care, which includes paying and classifying them properly to protect your business from making risky decisions. Further complicating things, the country where you operate can have laws and regulations that affect the method by which payment and classification can occur. One example of how employment practices can vary by country is how ICs are addressed in Germany. This Western European nation decides whether a person is an employee or an independent contractor in the eyes of the law by depending on numerous, sometimes confusing, criteria. In differentiating between ICs and employees, German courts look at the parties’ agreement and whether the contractor can freely determine how, when, and where to perform its services. But it’s important to note that key practices such as whether the IC is a registered business or submits standard invoices are typically overlooked when it comes to a final ruling. These types of nuances are important to remember as you consider taking on ICs in Germany. After all, if an independent contractor is misclassified there can be criminal liability for failure to make social security contributions or civil liability of individual managers, which can be very scary for your business. If you’re planning to hire ICs in Germany, there are a number things to consider, including: The factors for classifying ICs Required compliance documents Types of business entities Standard business Insurances Right to Work (RTW) status Commercial considerations Ready to learn more about how you can best prepare for engaging ICs in Germany? Click here to get the data sheet. If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce programs globally, please contact a PRO representative at +44 (0) 203 633 3912 or email at information@prounlimited.co.uk   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.                    

On May 28, 2019, the Dutch Senate approved a new law that will greatly impact existing rules regarding contingent workers in the Netherlands. The Balanced Labour Market Act, or WAB, addresses several labor-related topics including dismissal, fixed-term contracts and the treatment of on-call employees. aiming to narrow the gap between permanent and temporary workers when it goes into effect on January 1, 2020. This law promises to bring some sweeping changes to employment practices in the Netherlands, meaning that employers and contingent labor providers alike may need to consider implementing some adjustments of their own before January to stay compliant. Some of the changes to come with WAB are: Expanded resources for involuntary termination: A new ground for dismissal by which an accumulation of specified reasonable grounds can justify termination Mandated transition allowance requirements: A dismissal allowance is required regardless of how long employment lasted Increased probation periods: Option to have a probation period of up to five months Changed unemployment insurance contributions: Increasing unemployment insurance contributions for contingent workers New payroll agreements: Require increased benefits for workers Before this law comes into effect, attention should be paid to changes that limit the discretion of employers and require updates to employment practices. As a global Managed Service Provider (MSP) that is well-versed in international legislation and compliance, PRO Unlimited will continue to monitor the WAB and advise clients on the best ways to adjust accordingly in the Netherlands. Interested in being better prepared for all the ways that WAB will alter labor-related actions in The Netherlands? Download your copy of our white paper. If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.                

In an ever-changing global landscape, the oil and gas industry’s growth creates significant challenges when it comes to planning for contingent talent, acquiring that talent, and managing it in a risk-averse, yet effective manner. Frequent turnover, project shifts and fluctuating market conditions leads to a lack of visibility that makes it easy to overlook additional problems – expired licensing, inaccurate labor rates, non-productive downtime, excessive overtime, etc. Despite these challenges, the oil and gas industry is projected to generate nearly 2 million new jobs in the United States by 2035, but there are trends that could alter its course, including: Cost savings potential with the introduction of new technologies Planning for workforce needs with smart capital investments Technology innovation is requiring more specialized skills and expertise Sustainability is being prioritized as a key strategy In addition to these trends, 40% of oil and gas professionals believe that a skills crisis is already here and companies looking to grow quickly and expand into new territories will have to navigate this skills gap to ensure their success. Companies are filling this skills gap with contingent labor resources, but managing these non-employees requires expertise that typically isn’t found internally. With a comprehensive Managed Service Provider (MSP) solution in place to take the reins for this nontraditional workforce, companies can observe up to 8-10% reduction in costs, better access to talent, increased innovation and more. Click here to learn more about preventing your talent well from running dry and how a major oil and natural gas company partnered with PRO Unlimited to create a program that generated $22.3M in cost savings.   If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce 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.