A positive culture might develop organically in an in-person setting through shared experiences, collaboration and team-building activities. But it’s a lot more complicated when employees are spread out across the country — or even further afield. In this article, we’ll share our tips for keeping culture alive in a fully remote or remote-first environment.
Articles by: The CXC Team
The correct classification of gig workers has been a hot topic over the past few years. From changes to IR35 legislation in the UK in 2021 to the proposed EU Directive on Platform Workers that’s set to come in early next year, we’ve heard plenty about how changing legislation could impact workers and the companies that engage them.
Engaging temporary workers can save your organisation money, give you access to high-quality talent, and help you to build flexibility into your operations. But managing a contingent workforce can be a significant challenge, especially if your HR and recruitment teams are not used to working with on-demand labour. For many organisations, the solution is to enlist the help of a managed service provider, or MSP.
If you have a role to fill at your organisation, your first instinct might be to turn to a recruitment firm or a staffing agency. But which one do you need? Although the terms ‘recruitment’ and ‘staffing’ are sometimes used interchangeably, there are actually some significant differences between the two practices and how they’re used.
These days, more and more companies are using independent contractors instead of relying on full-time employees. And for good reason: hiring independent contractors gives you access to top talent that isn’t available on the traditional job market. Since you can pause and restart agreements as needed or take people on for short-term projects, you can often save money too.
Instead of simply working from home, many remote employees (not to mention freelancers and self-employed business owners) are taking advantage of this situation and jetting off with just a laptop to exotic destinations around the world. This allows them to travel, experience new cultures and even learn new languages — all without interrupting their careers.
If you need to engage new talent in the Netherlands, you have two choices: hire an employee, or opt for an independent contractor or freelancer. If your business is not based in the Netherlands, the first option is often prohibitively expensive because it usually involves setting up a legal entity in the country — which can be both costly and time-consuming.
Direct sourcing is a talent acquisition strategy that involves a business leveraging its own brand to source high-quality candidates for contingent or freelance roles. The idea is to build up an internal, private pool of talent that you’ll be able to tap into as your needs as a company evolve, or when you have a short-term project that you need extra hands on.
CXC are at the forefront of thought leadership in the contingent workforce space. We help you better manage your contractors, improving your workforce quality and efficiency while reducing risks and costs.
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