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Embauchez des travailleurs préidentifiés sans inquiétude

Minimisez les risques d’erreur de classification et les risques liés au co-emploi grâce à un programme de rémunération des travailleurs contractuels conçu pour atténuer les risques, améliorer vos processus et vous faire économiser de l’argent.

Rémunération des travailleurs contractuels

Tout commence par une bonne classification.

La classification des travailleurs contractuels constitue l’élément le plus important du processus de rémunération de ce type de main-d’œuvre. Avec le processus de classification de Procom, appelé VÉRIFICATION, vous serez assuré que les risques liés à ces travailleurs sont gérés de façon appropriée.

Faites appel à un processus clairement défini.

Qu’il s’agisse de l’intégration des travailleurs contractuels préidentifiés ou des employés en général, Procom peut vous aider à mettre en place un processus normalisé et éprouvé, fondé sur les dizaines de milliers d’intégrations que nous avons aidé à réaliser, et soutenu par des experts en gestion de ressources intérimaires.

Améliorez la satisfaction du responsable des embauches et des travailleurs contractuels.

Conformément à notre modèle de prestation de services, nous nous engageons à offrir un service à la clientèle de grande qualité, notamment en vous aidant à mettre sur pied votre propre équipe de soutien afin de gérer vos travailleurs contractuels préidentifiés. En plus de l’expérience de l’équipe Procom, votre programme bénéficiera du soutien de Procom Express, une plateforme d’accueil et d’intégration sophistiquée et conviviale. Enfin, nous vous aiderons à mesurer le taux de satisfaction de vos parties prenantes grâce à des sondages vous permettant de connaître votre taux net de recommandation (ou « Net Promoter Score »).

Économisez de huit à quinze pour cent sur les coûts d’embauche de contractuels préidentifiés.

Ces chiffres peuvent paraître ambitieux, mais ce n’est pas le cas. L’embauche de travailleurs contractuels préidentifiés présente deux grands défis : leurs tarifs ne sont pas négociés selon les critères du marché et les frais liés à ces embauches sont parfois plus élevés qu’ils ne le devraient. Offrez des tarifs conformes aux normes grâce à la méthodologie de négociation de tarifs éprouvée de Procom et réalisez des économies sans interruption de service. Pour les programmes en vigueur aux États-Unis, nous pouvons vous aider à optimiser vos économies grâce à notre modèle tarifaire transparent W2 – qui vous donne accès à la calculatrice W2 de Procom, à des rapports détaillés et à des remises sur les frais gouvernementaux liés à l’embauche de travailleurs contractuels, afin de vous permettre à vous (et non pas à l’employé) de bénéficier de la réduction des charges une fois les seuils de contribution annuelle atteints.

« Le service de rémunération des contractuels de Procom est formidable! Nous sommes en confiance et nous pouvons compter sur une équipe de professionnels chevronnés pour soutenir notre programme. Bravo Procom! »

- S.F. - client représentant une institution financière nord-américaine

 

Vous avez des questions au sujet de la rémunération des travailleurs contractuels? Communiquez avec un expert.

Mark Galloway

Expert en rémunération des travailleurs contractuels

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Contactez Mark

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How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

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The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

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Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

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How to negotiate your employment contract

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: 

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How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

Talent Acquisition

VMS to What's next: Future-proofing your contingent workforce with the right technology

The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

Contingent Workforce

Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

News

How to negotiate your employment contract

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

How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

Talent Acquisition

VMS to What's next: Future-proofing your contingent workforce with the right technology

The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

Contingent Workforce

Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

News

How to negotiate your employment contract

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

TOUS LES APERÇUS

Témoignages de clients satisfaits

« Procom nous a offert un soutien exceptionnel afin de nous aider à mener à bien nos projets en nous fournissant des ressources compétentes et de grande qualité de manière efficace et rapide – ce fut un plaisir de faire affaire avec eux! »

L.R.
Fournisseur national de services de télécommunications

« ... notre partenaire le plus fiable. Les propositions de Procom sont envoyées en temps opportun, et les courriels, les mises à jour et les demandes d’information nous sont acheminés rapidement. Leurs candidats sont généralement triés sur le volet, comme en témoigne leur taux de placement! »

Z.N.
Institution financière de premier plan

« Les gens de Procom nous offrent un excellent service : ils répondent rapidement à nos demandes, nous proposent des candidats de qualité et nous offrent un soutien hors pair. »

K.M.
Entreprise internationale de services professionnels

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