Don’t outsource your Contingent Workforce Management without reading this first…

SO YOU WANT TO OUTSOURCE YOUR CONTINGENT WORKFORCE MANAGEMENT PROGRAM

WHAT HAPPENS NEXT….??

CXC Global have been in the contingent workforce management space a long time. So we’ve seen what works, and what doesn’t.

It’s a daunting task, deciding on what, how and who to partner with in managing your contingent workers. With multiple internal stakeholders and commercial targets, this is a complex and highly strategic project.

Here are some of the key considerations you need to make, to get it right for YOUR business…

Let’s start with the basics…

# Think about what your key drivers are for implementing a contingent workforce program. For example, are you aiming to…

• reduce the cost of your existing contractor population
• implement better processes for engaging and managing contract workers
• mitigate the risks of engaging contract workers
• improve the quality of your talent pool

# Now what do you already know about your contingent workforce? What insights do you have into…

• the size of your contingent workforce AND where your contractors are geographically located
• how your contingent workers are engaged AND the processes to ensure they are correctly classified

AND WHAT ABOUT…

• the true cost of your contingent workforce

so……it’s not so basic after all. Is it?

A lack of insight into fundamental information for managing a contingent workforce is common. The realisation that an organisation has gaping holes in its workforce data is a typical driver for looking to the professionals for assistance. And then implementing a contingent workforce program.

What your Contingent Workforce Program should deliver…

IMPROVED QUALITY

• improved supply chain management
• improved monitoring & reporting
• ability to attract & retain top talent

COST CONTROL

• consistent pay rates
• governed process to minimise rogue spend
• accurate budgeting & financing
• internal resource cost avoidance

REDUCED RISK

• increased visibility across your total workforce
• standardised contracts
• managed & consistent IR & WHS policies

IMPROVED EFFICIENCY

• centralised contingent workforce procurement & management
• consolidated invoicing & payroll processing
• increased productivity & reduced time to hire

THE MUST HAVES…
OF YOUR CONTINENT WORKFORCE PROVIDER

Experience – they have experience working with clients within your industry (or similar) of comparable size & complexity

Vendor neutral – there are no conflicts of interest with your exiting suppliers

Scalability – their services grow or scale down in line with the size of your contingent workforce

Partners – what partners do they work with? E.g. VMS providers

Technology – they need to be technology enabled, ideally with the ability to integrate into your existing system

Market Savvy – they have a firm, consistent and ‘live’ grasp of the legislation, market trends & insights availble at your disposal

Custom Offering – they have proven experience in delivering custom-fit solutions for every client, and every engagement. No ‘set & forget’ approach

Other High-Value Attributes…

Culture fit – make sure you consider the core values of your prospective provider. When philosophies are aligned, and you are each clear on your business strategy, it makes for a far easier working relationship

Benefits for your contractors – offering your contractors more than just the standard payroll and management service is great for contractor engagement. Benefits like EAP program, insurance discounts, tax & financial planning services

Current-state and future-state success – the best provider will have a strategy to garner cost savings in the short-term, but will also be able to predict future benefits for your business, across all stakeholders involved: HR, procurement, IT and finance

The best solutions are when your provider of choice are a true ‘PARTNER’ to your business…

There’s no silver bullet when it comes to contingent workforce programs…

NO FAST FIX

• if a provider is telling you they’ll generate immediate cost-savings, be extremely cautious
• immediate savings like rogue spend or margin blow-out will be fixed quickly. But your partner needs to take a broader vision
• a market leader will take a longer-term, strategic view. Remember: that’s best for you

WHAT’S YOUR END GAME?

• the better providers will want to know. That way, they can craft their strategy accordingly
• workforce planning & talent scoping aligned to business goals, will enable a sharp, forward-thinking provider to deliver a solution custom-crafted for your end game
• be judicious during your due diligence with information sharing. The more experienced providers won’t stumble to gain a clear understanding, quickly

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