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Reduce leakage from your contingent worker program to statement of work and establish cost savings and compliance control in the process.
Statement of Work (SOW) Compliance
Talent and supply chain strategies are changing. Global economic pressure, combined with demographic shifts enabled by ever-emerging and changing technologies, has shifted where non-employees are acquired and how they're integrated into your organization. Traditional SOW/Services supply chain approaches are no longer competitive.
Typically, over 30% of the non-employee workforce is engaged through a Statement of Work as opposed to a contingent worker engagement, and as such, is not visible to most of the organization.
What are they working on? How much are they costing you? Are they compliant?
You've spent a great deal of time and effort getting your contingent worker program organized, yet an unfortunate result of your hard work that you're now facing is contingent program leakage to Statement of Work.
This leakage is taking the form of Statements of Work without deliverables, without risk management and at a significant cost premium to what you would otherwise pay had you sourced the services through your contingent program.
“The implementation of a full contingent workforce program including SOW is a challenge for any company. Working with [Procom] ensured we had the expertise to manage complex change in our organization through to a successful launch of our program.”
- P.H. -Client from National Telecommunications Provider
Whether your program is ready to take on rogue Statement of Work or you're just looking to talk to an expert, we're here to help.
Connect with one of our contingent workforce experts with any questions you have. We are always happy to share our insights -- and the best part is that there is no obligation on your part.
A practical plan to help you reduce your costs through Direct Sourcing.
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A practical plan to help you reduce your costs through Direct Sourcing.
Introduction and a Way Forward
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Direct Sourcing can provide you access to the talent you need at a reduced cost when compared to other channels.
Direct Sourcing can provide you access to the talent you need at a reduced cost when compared to other channels.
Do you have right resources and systems to manage your workers effectively while complying with.
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Customer Success 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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