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Vous avez besoin de talents spécialisés et vous en avez besoin maintenant.

L’embauche d’un travailleur contractuel peut être un moyen efficace d’ajouter à votre équipe le talent dont vous avez besoin tout en conservant la souplesse voulue à votre entreprise.

Personnel contractuel

Élargissez votre champ d’action sur le marché des talents.

Les travailleurs contractuels sont une ressource de choix pour accroître le rendement de votre entreprise. Souvent, les ressources les plus spécialisées travaillent uniquement à contrat, car cette stratégie leur permet de maximiser leurs habiletés. Il est donc important d’intégrer les employés occasionnels à votre stratégie globale d’acquisition de talents.

Profitez de la souplesse qu’offrent les travailleurs contractuels.

Les travailleurs contractuels vous offrent un avantage majeur en vous permettant d’augmenter ou de diminuer rapidement l’effectif de votre équipe. L’ajout d’un travailleur contractuel pour l’exécution d’une tâche précise, pour combler un écart de compétences ou pour répondre à une pénurie de main-d’œuvre peut constituer un excellent moyen d’accroître les capacités de votre équipe.

Fini les suppositions.

Choisir la bonne personne pour le bon poste est d’une importance primordiale car embaucher le mauvais candidat peut vous coûter cher.

Pourquoi trouver et embaucher un travailleur contractuel devrait-il être une épreuve? Avec le bon partenaire à vos côtés, vous pouvez vous simplifier la tâche. Communiquez avec l’un de nos experts pour discuter de vos besoins en matière de personnel. Nous pouvons vous accompagner pas à pas, de l’élaboration de la description de poste à la négociation du contrat.

Votre entreprise. Vos besoins. Vos conditions.

Lorsque vous embauchez un travailleur contractuel, il importe de veiller à ce que son contrat soit structuré de façon à vous permettre de bénéficier du soutien dont vous avez besoin tout en vous laissant la marge de manœuvre voulue.

Laissez-nous négocier en votre nom et nous nous assurerons que vous obteniez le soutien, la souplesse et la protection que vous attendez.

« 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. - client représentant un chef de file des services de télécommunication

Vous êtes prêt à embaucher ou vous avez des questions? Communiquez avec un expert

Qu’est-ce que l’approvisionnement direct?

Qu’est-ce que l’approvisionnement direct?

Vous n’êtes pas encore prêt?

Que vous souhaitiez embaucher un travailleur contractuel pour la première fois ou que vous ayez besoin de plus d’information avant de vous lancer dans un processus de recrutement, vous pouvez compter sur nous.

Communiquez avec l’un de nos experts en dotation de personnel pour lui poser vos questions. Nous sommes toujours heureux de pouvoir vous conseiller et la bonne nouvelle, c’est qu’il n’y a aucune obligation de votre part.

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

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

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

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

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

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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