Most businesses pour significant time, money, and resources into ensuring their images are polished properly in the eyes of their customers and target consumers. They spend millions on advertising, focus groups, marketing and analysis to try and glean how their operations are perceived in the market and how perception among the target market positively or negatively effects their bottom line. Any public-facing activity on the part of a business that drives customers away is quickly remediated. But, did you ever wonder how many companies regard their hiring processes as a marketing opportunity or as having the potential to damage their brand?
Sep 13, 2018 12:01:05 PM
Sep 6, 2018 3:52:07 PM
With unemployment rates at the lowest mark this century, everyone is eager for strategies from HR to attract and acquire talent. Yet for contingent workforce programs, this means strategies involving the staffing suppliers that comprise the talent supply chain. Success will depend on ensuring your suppliers can attract the talent your organization needs. In pursuit of that success, here are four ways to become an “A” customer to your suppliers and ensure your contingent talent supply chain is effective in delivering top talent.
Aug 29, 2018 2:32:41 PM
From the files marked, “The More Things Change, the More They Stay the Same,” we observe Labor Day this year with remembrance of the Pullman Railcar Strike of 1894 whose events led to the formalization of Labor Day as a federal holiday. We’ll then examine the cyclical nature of things and how prevailing labor practices of that time resemble those of today’s Gig Economy.
Aug 22, 2018 2:28:51 PM
Have you ever wondered why companies partner with EOR firms to payroll pre-identified candidates? It’s all about the cost savings, efficiency and expertise an EOR firm can provide to organizations to help them save time and money.
Aug 17, 2018 1:00:12 PM
We’ve all seen them. Articles on social media sites, blogs, newspapers and magazines talking about lazy, entitled Millennial's. Or the ones about greedy Boomers warping the natural progression of the labor force, staying too long in the career market despite having the wherewithal to retire. There’s also no shortage of articles blasting Gen Xers, and other generational groups. However, if you’re looking to build and manage a successful, modern contingent workforce, you’re better off instead focusing on understanding the differences and motivators attributable to various generational attitudes. Here are a few things to consider about each generation that can help in your pursuit of more effective workforce management practices.
Aug 8, 2018 11:14:16 AM
One of these days, there will be a definitive higher court ruling on whether Uber must treat its drivers as employees or independent contractors. At that time, the precedent will be firmly established regarding whether Uber drivers should be considered “employees” or “contractors.” The latest chapter in the ongoing saga of Uber and drivers seeking redress for what they claim are abuses of worker classification regulations played out in a New York State courtroom recently. Here’s what the latest ruling means and some possible ramifications of the ruling.
Aug 3, 2018 2:57:05 PM
How well can your existing supplier base scale with your business, particularly should your company be involved in a merger or acquisition? While your organization may not currently be an M&A target, the chances it may soon become one are increasing at precisely the same time as the staffing supply industry is experiencing a fragmentation into so many highly specialized but smaller provider organizations. If M&A action is initiated within your organization, or even simply in response to market fluctuations made more likely by the expanding trade war, we ask, “how well equipped is your supplier base to flex and ramp up to meet the challenge?”
Jul 26, 2018 4:25:45 PM
My brother-in-law is a general contractor. When customers ask him for pricing quotes on home improvement projects, he often points to a sign in his office that states, “We do work properly, quickly, cheaply—pick 2.” The implication is, if done quickly and cheaply, proper process is not likely to be observed. If work is done properly, but cheaply, it may take longer to accomplish, and if you want it done properly and quickly, it will cost a premium. This triad model is sometimes referred to in a more serious business environment as the Iron Triangle, and here’s how you can apply its wisdom to contingent labor pricing models.