In a post back in January, we explained “What is an EOR and How do you Know if you Need One.” To elaborate on that material, this post will focus on the six primary benefits an Employer of Record or “EOR” solution delivers to any organization. This list of potential benefits can be used in conjunction with the materials in the January post to arrive at the decision regarding whether or not an EOR makes sense for your company.
Oct 5, 2016 12:05:40 PM
Jun 28, 2016 10:21:10 AM
If you can’t measure it, you can’t manage it. This statement, often (erroneously) attributed to Peter Drucker, is nevertheless true. When it comes to measuring the effectiveness of an EOR solution, there are two main sets of metrics to examine. Here’s a breakdown of the two metrics to review when seeking to validate the efficacy of one’s EOR provider.
Jun 8, 2016 1:52:09 PM
It is not uncommon for an organization to allocate up to 30% of its managed services spend to the contingent workforce. This is why procurement departments seeking deep discounts and tighter cost controls frequently target the suppliers supporting these programs. While procurement organizations continue to look for cost savings, the market has experienced a significant shift in recent years. Today’s environment exhibits lower unemployment and higher overall contingent worker usage. Additionally staffing suppliers are absorbing new costs such as those stemming from the Affordable Care Act and other increased statutory costs.
Jun 2, 2016 4:57:16 PM
This week the department of labor released their much-anticipated update to the overtime policy of the Fair Labor Standards Act (FLSA). This release arrived earlier than expected and with slightly different guidelines than what most thought (as detailed in our March 1, 2016 post on this subject.) Here’s the latest on what to expect now that the standards have been fully enunciated.
May 19, 2016 11:28:03 AM
The so called “skills gap” is real and continues to be a challenge for employers in fields like high tech, biomedicine and others where specialized training is required. This is a dynamic showing no signs of quick remedy. But that doesn’t mean there aren’t actions an organization can take to help offset the pain of sourcing skilled workers. Strategic use of contingent workforce allows companies to have a succession plan in place to help them bridge the skills gap. Having the ability to engage workers at any given time; allows for them to better support their business. Here’s how:
Apr 28, 2016 1:43:11 PM
Self-sourcing – wherein business users (not staffing suppliers) directly identify, engage, select and procure independent contractors and other labor – is increasingly part of the contingent workforce management playbook. It is a strategy driven by user demand and enabled by emerging technologies. However, removing staffing suppliers from the sourcing process returns responsibility to drive increasingly complicated policy compliance to the HR department. The growing popularity of self-sourcing is yet another reason why savvy workforce managers are leveraging Employer of Record (EOR) solutions.
Apr 11, 2016 11:18:17 AM
There has been no shortage of news coverage regarding the “skills gap” wherein there seems to be an ongoing shortage of qualified talent in certain skill sets. You can probably guess which roles are hardest to find candidates to fill. IT roles like Computer Systems Analysts and Web Developers are always in short supply and high demand, as are Registered Nurses and other healthcare related jobs. The costs associated with the longer fill-times for these skills gap workers is a point of concern for workforce managers everywhere. But there are some creative steps to be taken to mitigate some of the pain of the skills gap. Here are some of them for your consideration.
Apr 5, 2016 9:55:29 AM
Did you ever notice when reading reviews of products or services online that there seems to be more negative reviews posted than positive reviews? It’s just human nature that people tend to share negative experiences with more regularity than positive ones. We see this dynamic at work in our industry as workers will tell more people (in this case professional contacts) of a bad experience with an employer than a good one. This is an important observation to make because any firm your organization may have engaged to be the employer of record (EOR) for contingent workers is a de-facto extension of your brand. If candidates have a poor experience with your EOR, it reflects back onto your brand. So how to select an EOR provider that ensures good experiences for your workers?