End supply chain chaos and get more from your workforce.
You also know that managing those engagements in-house can lead to inconsistent management practices, compliance concerns and supply chain confusion. In fact, media organisations often have little understanding of how many contractors they employ, how much they’re paid and how they’re engaged, onboarded and managed. If that’s your situation, don’t worry — we can help.
We provide tailored, flexible solutions to compliantly engage and pay contractors in the way that works best for you.
We can become the HR function for your non-permanent workforce and help support newer contractors to reach their full potential.
Our solutions give you full visibility over your workforce — and help control supply chain costs too.
The benefits of the CXC contractor management model far outweigh alternative in-house solutions. CXC worked proactively with the business to educate News Corp managers on best practices, as well as providing legislative updates and analysis of workforce trends. With candidates being shared internally when their contract is up, talent acquisition is almost self-sustaining, leading to massive savings in time and cost. I’m basically in a situation where I can focus on more strategic projects with News Corp, and I have complete faith CXC getting the fundamentals of contractor management right.
We’ll become the HR function for your contingent workforce, managing everything from onboarding to exit.
We’ll manage your entire supply chain, and you’ll have just one point of contact for all questions or issues.
We’ll use the power of your brand to source the best contractor talent for your business.
We’ll ensure your workers are paid on time, every time. And you’ll only have one invoice to handle.
At CXC, we understand the challenges of engaging and managing contractors. We also understand that non-permanent talent can be the key to optimising your workforce — especially for media organisations. There is a solution: let us take the complicated parts off your hands, while you focus on what you do best. Our solutions are flexible, scalable, and tailored to your needs. Want to find out more?
Our client had workers engaged on a time-only basis and paid a daily rate regardless of whether or not they complete specific outcomes. This led to a number of inefficiencies and risks, including identified talent being engaged and payrolled by SOW engagements at inflated fees.
CXC began by first determining which providers were legitimate SOW (that is, deliverable based or consultancies) and what should be reclassified and put through our model. We were then able to compliantly manage the remaining SOW contractors.
By reclassifying SOW contractors, the client had broad ranging benefits from quality, efficiency, cost and risk. This included removing the potential for contractual misclassification, greater visibility of all types of worker and minimising rogue spend.
At CXC, we understand the challenges of engaging and managing contractors. We also understand that non-permanent talent can be the key to optimising your workforce — especially for media organisations. There is a solution: let us take the complicated parts off your hands, while you focus on what you do best. Our solutions are flexible, scalable, and tailored to your needs. Want to find out more?
