5 Key Facts - Learning From the Largest Contingent Workforce Programs

By ATR International |   Fri, Nov 11, 2011 @ 11:19 AM

Each year I attend several staffing industry conferences. I tend to find that the best and most useful thing about conferences is the chance to catch up with clients and competitors, many of whom are also friends.  That said, the learning, insight and advice available at the formal sessions can be excellent too and I often order MP3s so I don’t miss out entirely if I can’t attend a conference or particular session.

I wasn’t able to attend the recent Staffing Industry Analysts' Contingent Workforce Strategies Summit but I’ve been listening to the MP3s. As always, they had some excellent panelists from some of the largest, most successful companies, who were willing to share their experience in building and managing programs.  I’m not going to give names or go into detail here; everything is available on the SIA website if you are interested in more. I just want to share some observations that I made listening to this SIA conference and other speakers throughout the past year.

You might think that the larger a company is the larger and more complex their contingent workforce program must be. You would be correct. You might also think that because of that size and complexity, the best solution is to outsource the MSP to the experts and build a stringent program with strict guidelines that employees are required to use. You would be wrong there. In listening to the SIA’s CWS sessions, I was reminded of something. While it might seem counter-intuitive, some of the largest companies, with substantial numbers of contingent workers, have MSP programs that are managed in house and are flexible in some surprising ways. What can we learn from them? Well…

1. Outsourcing the MSP is not always the best answer  
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Topics : best practices, MSP, contingent workforce, JerryBrenholz | 0 Comments Read More

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