Kent McCrea
Chief Operating Officer and Managing Director

Kent McCrea has served as Procom’s Chief Operating Officer since May 2015 and as Managing Director since July 2019. As COO, Kent oversees operations across Procom’s network of branch locations throughout North America and works to further develop Procom as a best in class recruiting organization focused on the information technology and business consulting sectors. His work involves managing Procom’s portfolio of back office services and working to improve the experience that we deliver to our clients, consultants and internal employees.

Prior to being named COO, Kent joined Procom in August 2006 and held a series of positions of increasing responsibility, including acting as Procom’s Ottawa branch manager and guiding the growth of its private and public sector services practice in the National Capital Region. Before joining Procom, Kent was a Director at CIBC World Markets.

In 2017, Kent was recognized by the Ottawa Business Journal as one of the top regional business leaders with its prestigious “Top 40 Under 40” award. He received a Master’s of Business Administration from Rotman School of Business at the University of Toronto and an Honours Degree in Business Administration from Wilfrid Laurier University. Kent is a CFA® Charterholder

Kent McCrea

Chief Operating Officer and Managing Director
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How contractor status impacts hiring costs in Canada

As organizations around the world struggle to overcome workforce challenges created by emerging technologies and shifting demographics, employers doing business in Canada are also re-examining the traditional employee/employer relationship model.

Contingent Workforce Management

What is Contractor Tenure?

Leveraging a contingent workforce in today’s business landscape is a risky but rewarding strategy. With the velocity of emerging technologies, skills gaps in the workforce, shifts in employment attitudes and increasing customer expectations, employers need to be able to engage talent quickly and flexibly to remain competitive.

Contingent Workforce Management

Direct sourcing: Designing a program that works for you

They go by many different titles: contingent workers, gig employees, freelancers, consultants and contractors, but regardless of naming, they all serve the same purpose in providing organizations with flexible, skilled staffing solutions to help employers quickly respond to market changes and demands.

In an effort to save on cost, better manage talent and regain control over their recruits, organizations have become increasingly more comfortable taking on some or all of the contingent worker engagement process for simple or frequent openings within their organizations.

The practice of engaging contingent workers directly is known as direct sourcing, and while it's true that direct sourcing can save organizations money, the opposite can also be true if the company doesn’t have the proper resources in place or a formal program to manage the process.


Making Direct Sourcing Work for You
According to the World Economic Forum there is a world-wide shortage of skilled workers which makes the process of sourcing and recruiting talent that much harder. Having a program in place that gives you immediate access to a pool of skilled, proven workers has many obvious benefits, not the least of which is a reduction in ongoing recruiting fees and shorter down-times.


Designing Your Own Direct Sourcing Program
The best direct sourcing programs usually complement other recruiting practices rather than replace them altogether. And programs can vary greatly based on the individual organization’s needs and available internal and external resources.

Below is an overview of the five big decisions companies must make when designing their own direct sourcing program, from the informal to the fully-developed:


Informal programs are usually managed by a hiring manager who sources contingent workers directly and often at a higher rate card than necessary. This can happen when the hiring manager has a particular candidate in mind and is more interested in quickly getting a resource in place, rather than opening the direct sourcing process to competition and potentially lowering the rate of pay for the selected contingent worker.

Most often, however, a direct sourcing program model will involve some kind of internal recruitment team, an applicant tracking system (ATS) to manage candidates and an approved rate card.

It’s important that whatever model you choose, there is some structure to it and discussion around the five big decisions. Otherwise your direct sourcing program may end up costing you more time and money than if you had continued to outsource to an external staffing vendor.

For all models, using a third-party service provider to manage the paperwork for your directly sourced contract workforce will help mitigate risk and make your job easier. A good provider:

• Will manage contract administration,
• Be knowledgeable in the latest payroll, benefits and employee/contractor status regulations,
• Can recommend process improvements,
• Ensure compliance and meet submission deadlines to government agencies.

If your organization is considering adding a direct sourcing program to your talent acquisition strategy or would like to learn more about complimenting your current model, download our free whitepaper: How to Optimize Costs with Directly Sourced Contractors

Contingent Workforce Management

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Customer Sucess Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

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