• Contingent Workforce Technology Webinar

    How can your Contingent Worker Program benefit from VMS & FMS technology?

    Firstly, let’s run over a brief definition of what an FMS (Freelancer Management System) could be – quite simply in business terms it means sourcing your contingent workers directly rather than them being supplied through vendors. How does this then fit in with my VENDOR management system (VMS), if there’s no Vendor?! Well, there is a vendor and in simple terms, the FMS becomes the Vendor replacing the agency supply chain, or at least offering your organisation a way to “Direct Source” first, before using your vendors as a back-up.

    The benefits of using an integrated VMS/FMS approach are numerous, but for me, it seems the biggest win is building out that engaged talent pool; for every vacancy you place on the VMS, the FMS could direct source and store ALL the applicants that are interested in that vacancy, so when future vacancies come up, your talent pool may already contain people that match and can apply automatically. As time goes on, your talent pool becomes significant in size and is more able to deliver across multiple areas of your programme. It’s proven that direct applicants (especially referrals) tend to enjoy longer tenure, and are often of a higher quality than vendor sourced. With measurable data points on re-utilisation, how soon before the system can decide who you should hire, based on all your previous hiring patterns?

    It’s still early days for FMS’s and I like to think of Elevate as sitting squarely in the onsite contractor space. We’re used by organisations that are looking to bring in Contingent talent for longer periods of engagement, 3-12 months typically, often within IT or specialist skills areas. We don’t supply remote workers in other countries based on ‘star’ system validation. How do you know whether the validator has anything in common with your organisations values, and thus whether that 1-5 star validation is relevant to you? We also don’t expect customers to pay for their workers on a Credit Card or upfront either, the model is essentially the same as vendor sourced staff, monthly consolidated invoice, all time and hours either stored in the VMS or Elevate.

    And, we’ve yet to touch on cost reduction; typically anywhere from 35-80% reduction on vendor spend. You do the maths on how much that could save your programme, and what kind of bonus that might mean for your team!

    On September 23rd, I’ll be exploring these topics above on a webinar with Bryan Pena and Peter Reagan of ‘Staffing Industry Analysts’.  The webinar is entitled Contingent Workforce Technology – What defines state of the art and why does it matter? if you’re an SIA buyer, be sure to tune in by signing up below.

    SIGN UP FOR WEBINAR

  • CCWP Certification - Certified Contingent Workforce Professional

    Become a Certified Contingent Workforce Professional

    Staffing Industry Analysts, the independent and objective global advisor on contingent work, has launched its successful ‘Certified Contingent Workforce Professional (CCWP)’ accreditation program in Europe. Delivered over a 2 day class (kicking off on the 8th & 9th of October) the certification aims to equip contingent workforce professionals with the required skills and knowledge to develop and implement an effective contingent workforce management programme.

    The continuing rise in freelance and contract professionals as a proportion of the UK workforce really validates the value of this certification. Demand for skills within these worker types is out ripping supply and that is certainly not the only area of risk for an organisation developing a useful and effective CW Programme. Complex strategies are needed to deliver value back to the business and to the workforce as a whole. As this workforce sectors develops more and more maturity, individuals can really differentiate themselves with such an accreditation.

    The program is aimed at all members of the contingent workforce supply chain, from HR to Recruitment & Procurement professionals. Participants can take a test to become certified on completion of the class.

    The course is broken down into 9 elements:

    1. Defining an Effective Contingent Workforce Program Strategy
    2. Defining and Measuring Quality and Contingent Workforce Programme Value
    3. Analyzing and Acting Upon Programme Management Data
    4. Managing Staffing Partner Performance
    5. Identifying and Managing Risks
    6. Understanding Cost & Quality
    7. Managing Change, Implementation and Programme Adoption
    8. Contingent Workforce Programme Maturity Model
    9. Elements and Components of Contingent Workforce Contracts

    To find out more about the Certified Contingent Workforce Professional program, visit the Staffing Industry Analysts website by clicking here.

  • Contractor Signup

    Elevate & HiredByMe – What Our Partnership Means for Clients

    Hiring… is a pain

    Don’t get me wrong – I love people. I love working with them. I love the process of personal development. I love working in teams and seeing all the different skills and personalities come together to deliver a fantastic end result.

    But the process of hiring is really painful. Writing a job spec. Reviewing CVs. Weeding out those who are a poor fit. Interviewing. Interviewing. More interviewing. The interminable wait to onboard someone after you’ve selected them. And then finding that after all that you’ve often still not picked the right person.

    It’s even more painful when hiring contingent staff (contractors, freelancers and interims) because the hiring process goes faster and the problems are magnified.

    I’ve worked in banking, technology and consulting for 25 years, and experienced all these problems. We decided that there had to be a better way.

    HiredByMe solves two problems in the contingent labour recruitment process – Selection and Onboarding. Or to put it another way, picking the right candidate, quickly, first time; and getting them on a desk and working fast.

    Hired_By_Me
    On Selection

    We start from the premise that the best guide to future performance is past performance. So we collect rigorous, honest feedback on contingent staff from previous colleagues, and make it available to recruiters and new clients to view (crucially we give legal protection to assessors, which enables them to be candid).

    This rich dataset provides a powerful insight into what the worker is good at – and what they’re not. And this delivers three key benefits for organisations: Faster hiring (because you can prioritise the best candidates); reduced effort (because you waste less time with unsuitable candidates); and better hiring (because you are using actual, observed on-job performance, not just interview or test results).

    On Onboarding

    We shorten the cycle by removing the time taken to do pre-employment screening. Instead of screening candidates when they sign a contract, we allow candidates to go through employment screening when they start looking for work and not when they find it.

    As a result, by the time they sign a contract their screening is complete, and candidates can onboard immediately, rather than the usual 2-4 week delay. Not only that, but because we keep the data from role to role (and allow candidates to just “top it up” rather than fully screen each time) the candidate experience goes from “painful” to “easy” – providing a strong incentive for the best candidates to sign with you.

    On Integrating with Elevate

    Our partnership with Elevate is a win-win for both sides. What we don’t do is source candidates – we provide data on a candidate once they’ve been identified for review or interview. Elevate’s sophisticated algorithms can take the place of a traditional recruiter, seeking out candidates and providing a best fit based on published data. Adding the HiredByMe piece allows organisations to access a rich dataset to help final interview and selection of elevate’s top-ranked candidates; and to onboard those selected in the blink of an eye.

    Development of our integration is underway, and we look forward to rolling it out in the Summer.

    Simon Bichara, Founder HiredByMe

  • Contingent Worker Summit Day 2

    Will Your CW Programme Stand the Test of Time

    Reflections on day 2 of the Contingent Workforce Strategies Summit, Europe 2015.

    As day two progressed it was clear that the intensity from day one was still there but the pace had dropped a little. I did wonder how many delegates might be missing early sessions after attending late night sessions that closed the first night. Elevate was entertained by IQ Navigator on their canal boat cruise visiting a couple of very good restaurants including the Hotel Amstel for our main course. Amsterdam is a great City with some fantastic architecture which is well viewed from the water. Luckily we were back at the hotel (bar) at a reasonable hour, I’m not sure the same was true of those that attended Beeline’s after party!

    The themes in day two were similar to the first day but with a large dose of collaboration. Renowned speaker Rene Carayol kicked off the keynote on Wednesday morning stating that leadership in our modern world of business is driven by collaboration, without it you aren’t even talking to the right people let alone developing relationships that give your strategies more chance of success.

    This ran all the way through to the final session I attended with Bryan Pena supported by Jason Ezratty of Brightfield Strategies and Vince Lattimore from Microsoft on how to evolve CW programmes or How to solve the 3 year problem as they called it. Vince had some war tales from Microsoft’s various CW programmes spanning over 100 countries with a very high level of complexity but the short of it was talk to people, get in front of them and communicate. If your stakeholders ignore that email you sent notifying them of a change to something then they don’t know about it and your change management will falter. Engage with them from day 1 to year 3 and beyond. Bryan had said on day one that Procurement was a sales job, so go and sell your programme and it’s value to your clients and suppliers and reap the benefits. You will increase relevance and the chances of keeping your job in the process!

    The other major takeaway from this session, in fact from the whole conference, was about costs and saving money. A drive to measure success in terms of continued savings will eventually lead to failure and this was challenged with questions from the floor. Procurement is there to measure and save money right? With over 70% of attendees at CWS Summit 2015 coming from procurement this may be a hard pill to swallow but Jason, Vince and Bryan were consistent in that value isn’t just savings. If you squeeze suppliers to the point they make no money they go bust or their quality of service to you decreases and how is that useful? Measure quality, get suppliers to do a little more for the same fee and if they are doing a good job tell them so.

    So as a CWS virgin what would I say about the event? Engaged delegates, interesting sessions (for a relative novice), good venue and a buzz that as sponsors gave us a platform to drive conversations. My personal take on some of the content is that I am not so sure Procurement is ready to be told to measure value on different metrics than cost and they may not also be ready to wear a sales hat. Would we go back, ask that question in 6 months time……..

  • CWS Summit 2015 Day 1

    Where we are going we don’t need roads, or HR

    Reflections on day 1 of the Contingent workforce strategies summit, Europe 2015

    Bryan Pena from Staffing Industry Analysts kicked off CWS Summit 2015 in Amsterdam this week with a passionate keynote address to an expectant delegate and vendor audience. He massaged a few egos and complimented the industry at large but made it very clear that the war for talent and its impact on contingent worker programmes, new and mature, has just got a whole lot harder.

    Bryan conveyed a real opportunity that the work the industry puts in now will define the broader world of work for generations. The key to it being that as gen y, gen x, millennials and baby boomers move in and out of the total workforce, strategic planning has to be adapt to remain relevant. Younger generations of workers aren’t so motivated by cash and brand. They are interested in flexibility and skills that will secure their next assignment. From talent attraction to engagement and compliance, has a company taken the right strategy to make sure the right tech, partners and processes are in place to give the business what it needs?

    My other major take away from the keynote is that a fascination with saving money and driving costs down is only a short term measure of success. If companies continue to define strategy by saving money they will fail. This seemed a bold statement and does depend on what you’re measuring but given a few hours to reflect makes perfect sense. You can’t keep driving costs down forever but you can focus efforts on quality, engagement and utilisation to provide value within a cw programme.

    As a vendor delegate I have been lucky enough to drop into a couple of really interesting sessions on the first day. Kieran Brady from IQNavigator alongside Matt Jessop from Brightfield Strategies and Jeroen Droppers from Heinz painted a compelling argument for why the VMS is the obvious hub from where to build an Eco system to service cw programmes.

    Ok so there maybe other logical places to integrate systems but with VMS providing control of spend, workflow and tracking of applicants, strong MI and now direct sourcing and other value ad through existing partner integrations the reasoning makes sense. I wonder what HR would have to say on that????

    Bruce Morton from Allegis gave us his take on potential impact of artificial intelligence and robotics on the broader world of work. According to the 1985 movie ‘Back to the Future’ 2015 is the future and we are lucky enough to be living it. We have seen the mobile phones and now the hover boards from the movie come to reality but what of our expectation of work in the future?

    Automation of jobs is a real threat to the middle layer of knowledge based workers and is being seen in a lot of industries already. Unlikely areas such as journalism are under threat. Forbes and other media companies have already implemented Narrative Science to provide computer generated stories, we saw boiler plate examples of financial service reports and a sports result both of which a human had been nowhere near.  Driverless cars and self-service checkouts are here but surely not journalism, if an AI writes the back page story on my football teams famous victory it will be rubbish right? Time will tell.

    Back to the keynote. Bryan had data telling us that only 10% of delegates were from HR this year. So we don’t need drivers or journalists but I would have expected we need HR at a contingent worker conference. This is my biggest surprise from day one. If you’re wondering how day 2 panned out, check out our blog shortley.