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Leverage the power of our talent and experience.

Gain access to a network of highly skilled, professionals who can help you deliver on your projects when you are short on bandwidth or internal expertise. 

Statement of Work

Execute faster and more effectively than your competitors.

Business moves fast and it definitely doesn't slow down when you have other priorities that you have to tackle. Statement of Work allows you to continue to deliver on the projects that you are responsible for even when you don't have the horsepower to do it on your team. 

Complement your team with a scalable partner.  

It is important to find a Statement of Work service provider that has the ability to help you when you need the help and scale to meet your needs. When you build a relationship with an organization that is focused on your success as well as their own, you have forged a partnership that you can leverage when your team needs help.

Access to talent across many verticals.

The common recipe in any successful project is a team of capable people who have a clear and shared understanding of the task at hand. With over 40 years in the technical staffing industry, we've built relationships with the best and the brightest talent in the market and we'd be privileged to help you with your Statement of Work needs. 

Deliver your projects on time and on budget. 

Project services is not a complicated business when you have the right team of professionals that are aligned with your interests. Let us help achieve your project goals with a resources that have the skills you need to succeed while optimizing your costs and avoiding unnecessary risks. 

“Procom has provided me with a flexible and cost effective way to deliver on my projects when I don't have the manpower to complete them internally. They have earned my trust with their commitment, their transparency and their flexibility."

- N.P. - Client from a Global Automotive Company

Have questions about SOW? Contact an Expert

Peter Carr

Statement of Work Expert

Contact Peter

What is
Direct Sourcing?

What is Direct Sourcing?

Not quite ready to start?

Whether it’s your first time engaging a vendor through a Statement of Work or you're just not sure whether a Statement of Work is the right option for you, we are here to help

Connect with one of our Statement of Work 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.

Contractor onboarding checklist: Requirements to stay compliant in Canada

Entering the gig economy can be a highly rewarding business strategy -- yet, organizations that do so without the proper governance measures in place or fail to collect the necessary onboarding documents required for contingent workers, are leaving themselves vulnerable to unforgiving tax, financial, legal and branding risks.

While contingent workers introduce greater flexibility and substantial cost savings into an organization, this type of model also carries operational risks and additional administrative pain points that come with contingent workforce management. As such, it’s critical for organizations to verify compliance records and remain diligent in the collection, verification and management of these documents – while also providing a painless and engaging onboarding experience. 

When engaging contingent labor in Canada, here is a breakdown of the required documents your organization, or your staffing partner, should be obtaining as they relate to a contractor’s status:  

Talent Acquisition

Candidates are ghosting: Are you doing enough to keep them engaged?

Ghosting is a thing. And employers are experiencing what it’s like being broken up with via radio silence.

The millennial coined phrase, the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication, has transcended the dating world. So much so that economists at the Federal Reserve have also noticed, recently adding the term to its Summary of Commentary on Current Economic Conditions, and officially making “ghosting at work” a U.S. workforce trend.

Talent Acquisition

Guide to designing a high impact talent acquisition strategy

For over two decades, the ‘war for talent’ is still making headlines—ever since Steve Hankin coined the term in 1997 and McKinsey wrote the book by the same name. Yet, more than 20 years later, the fight for skilled contingent workers wages as competitive as ever. Because it’s getting harder to win. 

With current low employment rates, supply is down and demand is up, driving both enterprise-level organizations and small businesses to compete for workers qualified to fill skill gaps created by emerging technologies, shifts in employment attitudes, lower project costs and educational gaps. And hiring strategies that worked years ago aren’t as effective in today’s gig economy.

Deloitte reports organizations that can effectively recruit and retain talent see 18 per cent higher revenues and 13 per cent higher profitibility over those that aren't as adept. And when contingent workers are expected to make up 43 per cent -- or almost half-- of the U.S. workforce by 2020, it’s more important now than ever to have an effective strategy to engage these types of niche workers. A successful recruitment program recognizes that hiring is more than just filling positions.   Here’s how to design an effective high-impact talent acquisition strategy that finds the right fit for your contingent worker needs.


1. Job descriptions: Write job descriptions that attract the right candidates
Crafting compelling job descriptions is an organization's first step in marketing their company and position to a future hire. And with job boards like Indeed listing over 20 million jobs, yours needs to stand out to have a competitive advantage. Go beyond core qualifications: A great job description will list the must haves and nice to have skills, desired industry experience and level of education, but remember that candidates need compelling reasons to leave their current workplace or choose your job over another opportunity. Aside from what you’re looking for, what can your organization offer? Describe benefits and perks that come with the position, like skills that will be learned on the job, new technologies that will be used, growth opportunities, location and flexible work or remote work options. 

Use traditional titles: Non-traditional job titles like "ninja," "rock star," and "bad ass" can not only confuse an ATS and significantly lessen your talent pool, they're also potentially discriminatory. Studies show that when listed in job descriptions, these words are major deterrents for women job seekers.

Talent Acquisition

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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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