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Engage pre-identified workers with confidence.

Minimize your misclassification and co-employment risks with a contractor payrolling program that has been designed to manage your risk, improve your processes and save you money.   

Contractor Payrolling

It starts with proper classification.

Ensuring that you have a contractor properly classified is the most important part of the contractor payrolling process. Have confidence that your contractor risk has been properly managed through Procom’s contractor classification process, known as VERIFICATION.

Ensure you are using a well-defined process.

Whether you are concerned with creating a standardized process to manage the onboarding of your pre-identified contractors specifically or the overall process in general, find out how Procom can provide you with a proven process that has been refined over tens of thousands of contractor onboardings and supported by subject matter experts in the contingent workforce.  

Increase Hiring Manager and Contract Worker satisfaction.

We’re committed to a high level of customer service in our service delivery model and it starts you’re your own dedicated support team to personally manage your pre-identified workers. In addition to the experience of the Procom team, your program will be supported by a sophisticated and user friendly digital onboarding platform called Procom Express™.  Finally, you need to measure your stakeholder satisfaction levels with performance feedback surveying utilizing Net Promoter Score (NPS) tools.

Save 8% to 15% on your pre-identified contractor spend.

It sounds aggressive; however, it’s not. One of the biggest challenges with pre-identified workers is that their rates are not being negotiated to market rates and the other is that you may be paying more in fees than you should. Achieve rate compliance using Procom’s proven rate negotiation methodology to drive savings without disruption. For programs in the United States, let us help you drive optimal savings with our transparent W2 fee model that provides Procom’s W2 Calculator, detailed W2 reporting, and rebates on Contract Worker government burden costs, ensuring you get the benefit (not the Payroller) when Contract Workers reach burden thresholds (i.e. FICA, FUTA, etc.).

“Outstanding contractor payrolling service provider! Procom brings confidence and a knowledgeable team to support our program. Great work Procom!“

- S.F. - Client from a North American Financial Institution

 

Questions about Contractor Payrolling? Contact an Expert

Mark Galloway

Contractor Payrolling Expert

Contact Mark

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Direct Sourcing

Direct Sourcing

Not quite ready to start?

Whether you are looking to implement your program's first contractor payrolling program or you are looking to improve upon your existing program, we are here to help.

Connect with one of our contractor payrolling 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.

Understanding contractor classification types in Canada

The digital transformation is not only changing the way companies do business, it’s also changing the way they use talent to get it done.

Contingent Workforce

What is contractor classification?

When onboarding an independent contractor, organizations must classify aspects of the contingent worker relationship to ensure compliance with the correct tax and employment laws. Misclassification of workers happens when tax authorities and/or regulatory bodies deem one or more of an organization’s contract workers as actual employees. 

Managing a blended or contingent workforce is a logistical challenge in the ever-growing gig economy, and contractor classification is one of the biggest risks facing organizations that operate one.  

Between 10–20 per cent of employers misclassify at least one worker, and the Internal Revenue Service (IRS) estimates organizations have misclassified millions of workers in the U.S. alone.  

When onboarding contingent workers, these insights will help categorize and classify your worker relationships, so you can focus on moving your business forward.

Contingent Workforce

Direct Sourcing: 5 big decisions to make when designing your program

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

In the past it was very common for organizations to source their contingent labor through a staffing or recruiting company. For a flat fee or a percentage of each workers’ pay, the recruiter would vet resumes, qualify workers, negotiate pay rates, and manage all payroll and compliance for that worker. In return, the client received timely access to skilled consultants and workers and was glad to outsource the process to their trusted suppliers.

In an effort to save money, better manage talent, and regain control over their recruits, companies 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 is true that direct sourcing can save companies 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. This post will address some of the challenges with direct sourcing, as well as five key decisions companies need to make when establishing their own direct sourcing program.

It’s important to note, direct sourcing programs don’t have to be an all-or-nothing approach. In fact, many companies use direct sourcing for routine or frequently engaged contingent worker requirements and still use an outside staffing agency to manage complex roles, executive positions and other senior company positions.

Whichever route you choose, below are some considerations to help enhance your program:

Contingent Workforce

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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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