Check out the video from Dr. John on today’s job market and its contingent workforce importance.
Check out the video from Dr. John on today’s job market and its contingent workforce importance.
Jeff Nugent, the Founder & Managing Director of Contingent Workforce Solutions, will be speaking at the Conference Board of Canada’s Human Capital Risk Management Conference on April 25,2012. Jeff’s session will focus on the topic of Managing and Mitigating the Risks of Contingent Workers.
Contingent workers—freelancers, contractors, consultants—offer many benefits, including flexibility, reduced costs, and access to specific, hard to find skills. While most organizations can cite these benefits, few are fully aware of or effectively manage the risks involved. In fact, many contingent workers are used to mitigate the risks of increasing retirements, without realizing the new risks they present.
Jeff Nugent will share his insights as a leading practitioner in the rapidly growing contingent workforce industry. He will discuss how you can take a more strategic approach to your contingent workforce, and manage the risks and maximize the return on this increasingly essential resource.
Also, as an expert in contract workforce management and tax and employment legislation Jeff will highlight the benefits of using simple 3rd contract workforce engagement models that will help employers gain visibility, ensure compliance with internal policy and external employment and tax law all while streamlining the process, mitigating risk and saving employers a ton of money.
Jeff’s session will take place on April 25, 2012 at 1:45 PM
To view the full agenda for this event click here.
About Contingent Workforce Solutions
Contingent Workforce Solutions (CWS) is a business process management and advisory company that focuses on providing innovative contract and temporary labour management solutions to clients across North America and Europe. Not owned by a staffing firm, CWS enables employers to engage, administer and pay their contract workforce in an efficient and risk free manner. As industry thought leaders we provide comprehensive advisory, vendor program management, and professional independent contractor administration and payrolling services that enable employers to get the most out of their contract and temporary workforce. At Contingent Workforce Solutions we are changing the way people work™.
For more information contact directly:
Sales & Marketing Manager
Phone: 1-866-837-8630 Ex. 9077
Mississauga, ON, April 10, 2012 – Contingent Workforce Solutions (CWS) announced that Jeff Nugent, CWS’ President & Managing Director, has been appointed as a member of HR.com’s Contract Workforce and Talent Exchange advisory board. Jeff begins his term in April 2012.
HR.com, the largest social network and online community of HR executives, provides access to shared knowledge on best practices, trends and industry news to assist HR Professionals and Suppliers in developing their most important asset – their people. The 9 member advisory board works in coordination with the Institute for Human Resources (IHR) to help identify industry experts to join the HR.com faculty as well as guide the strategy, direction, online certification, and virtual events offered by the Contract Workforce and Talent Exchange, one of 20 specialized IHR programs.
Jeff is a thought leader within the contract and temporary workforce management industry. With over 17 years of experience, Jeff has worked with countless top employers in developing and implementing Contingent Workforce Management processes and technology tools that enable employers to take a holistic approach to strategically managing their contract workforce as part of their overall talent pool. Under his leadership, CWS has been awarded the #1 Ranking in Profit Magazine’s Hot 50 fastest growing companies in 2011, was recognized as one of Canada’s Most Engaged Workplaces by Achievers, and was a finalist in Deloitte’s 50 Best Managed Companies. Prior to CWS, Jeff was Vice President of Business Development & Strategic Solutions at one of Canada’s largest IT staffing firms, and held progressive positions with companies such as UPS, Lexmark, Union Gas, and Open Text.
“I’m pleased that Jeff Nugent has joined our board,” commented Board Director Jim Ware. “Jeff has been a welcome and active participant in the Contract Workforce and Talent Exchange’s webinars and virtual events and is a leader within this growing industry. We look forward to Jeff’s fresh perspective on how we can grow and improve our learning sessions and certification programs in the contract workforce vertical.”
About Contingent Workforce Solutions
Contingent Workforce Solutions (CWS) is a business process management and advisory company that focuses on providing innovative contract and temporary labour management solutions to clients across North America and Europe. Not owned by a staffing firm, CWS enables employers to engage, administer and pay their contract workforce in an efficient and risk free manner. As industry thought leaders we provide comprehensive advisory, vendor program management, and professional independent contractor administration and payrolling services that enable employers to get the most out of their contract and temporary workforce. At Contingent Workforce Solutions we are changing the way people work™. (Visit: www.contingentworkforcesolutions.com)
HR.com is a virtual company that believes in HR education and networking. As the largest social network and online community of over 200,000 HR executives, HR.com connects HR professionals and suppliers with easy access to shared knowledge on best practices, industry news, webcasts, and online certification to help them develop their most important asset – the people. Meet, network, share and learn. (Visit www.hr.com)
About The Institute for Human Resources (www.instituteforhumanresources.com)
IHR focuses on education, and career development in the HR profession. IHR currently covers 20 key HR verticals ranging from Contract Workforce and Talent Exchanges, Workforce Planning and Analytics, Developing Organizational Leadership Capabilities, Quality of Hire, Integrated Talent Management to Employee Wellness and others. Each program provides a full list of education, virtual events and accredited certification courses for a 12 -18 month period. Education, training and certification credits are available with “authorized partners” as well as with HR.com educational webcasts and award-winning virtual events.
Armed with more education Clients are demystifying the contract recruitment market and figuring out that they DO NOT always have to use a staffing firm to find contract workers. With the advent of the internet, social media and other corporate Talent Acquisition tools clients are finding it easy to recruit their own contingent workers. This is Saving Corporate Organizations Millions in Staffing Agency Fees/Margin (the Difference between the Pay Rate and the Bill Rate).
As a response, staffing agencies, finding themselves under pressure to maintain market share and revenue levels are offering clients contract administration and payrolling services for workers that the client finds themselves. Under this service the staffing agencies offers a very low fee/margin to “administer or payroll” the contractual relationship with the contract workers on a flow through basis.
Many times staffing agencies use this technique as a way to fill their databases with quality candidates that corporate clients have spent significant time and effort recruiting. With the hopes of increasing market share of full margin recruited contract workers many staffing firms bid the administration fee they charge for payrolling flow through contract workers down to an UNSUSTAINABLE level.
With the staffing agencies having a higher OVERHEAD for sales, administration and management the original thought of using payrolling as a strategic advantage is now becoming a DEBT that these staffing agencies cannot afford. As more Managed Service Providers (MSPs) and clients consolidate more payrolling through the staffing agencies that bid the lowest price, the risk of these agencies becoming INSOLVENT becomes greater.
Worse many these staffing agencies have stopped doing the due diligence on proof of required government registrations that properly classify the worker’s employment status. Without this the staffing agencies are putting the workers and the employers in Danger.
Why would they do this? It’s simple. Administering and payrolling contract workers at low margins do not make them any money.
With examples like Deloitte, the Banks and the Telecoms etc. starting to recruit more of their own contract workers directly without the assistance of external recruiters, staffing agencies offering low margin payrolling are having financial difficulties making ends meet.
Will this be the industry’s next Chimes Bankruptcy Debacle???
It will be interesting to watch as these mismanaged “HOUSES OF CARDS” begin to fall.
Statistics are now showing that over 25% of the North American Workforce is on Contract or Temporary assignments. Moreover, organizations are beginning to realize the benefits of employing this agile and highly skilled workforce. As this trend continues to grow, many organizations are faced with the challenge of better managing their contract workforce in an effort to remain compliant and to reduce cost.
In this 60 minute session Jeff Nugent and Sean Ford will discuss the practical steps in building a world class contingent workforce program while outlining the key business drivers that will assist in building a business case to centralize the CWM through talent acquisition and human resources. This session takes a holistic view of guiding Human Resource leaders through strategically integrating independent contract workers into their overall talent mix. Jeff Nugent and Sean Ford will also identify the need for 3rd party vendors and how to evaluate your organization’s need to outsource various vendor solutions. Attendees will gain expert advice on building a business case for centralized contract talent acquisition, as well as a step-by-step outline on how to create an integrated talent management and performance management program within their organizations. Jeff Nugent and Sean Ford will discuss how a centralized CWM program can enable Human Resource professionals to gain control of their contract workforce through increased visibility into worker activity and risk mitigation best practices. Attendees will also hear successful case study examples where employers were able to save significant amounts of money on contract worker spend and staffing agency fees.
Date: January 31, 2012
Time: 12-1 PM EST
To register visit: http://www.hr.com/en?t=/contentManager/onStory&s=t23D1ljBn8iCuaPpPZl&StoryID=1307043839383
Click Register Now – It’s Free!
Fill out your account details
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Once you have successfully completed these steps you will be sent an email with an activation link.
Clicking on this link will activate your account and direct you to the website homepage.
Under Webcasts & Events in the top navigation bar select Virtual Conferences > Upcoming Virtual Conferences.
Click on the first event: Contract Workforce & Talent Exchange Virtual Conference
Click Enter Event.
Click Auditorium to enter the Webcast Auditorium.
Click the 10/13/2011 date tab.
Scroll down the 12:30-1:30 pm session and click the title: Building a Best of Breed Contingent Workforce Management Strategy
Click Attend Webcast.
A confirmation email will automatically be sent to you with details on how to join the webcast.
For More Information Contact:
Contingent Workforce Solutions Inc.
Direct Phone: 416-642-9077
Toll Free: 1-866-837-8630 x9077
Rather than hunkering down in a crouch position waiting for the storm to pass, BlackBerry-maker Research In Motion is going on the offense with a branding campaign to be launched March 1, touting the virtues of a challenging job at the company.
“We’re charging through the time of transition,” says Kat Drum, who’s the manager, social network and employment branding, and a familiar face to ERE conference-goers who saw her speak to rave reviews while working for Starbucks.
RIM’s co-CEOs are stepping down – a move that caused Jim Cramer and Barron’s to say, essentially, “too little, too late.” It has been the subject of buyout rumors, and is one of the brands consumers don’t envision lasting beyond 2015. (Then again, they also see the U.S. Post Office going bye-bye, something that seems unlikely in just three years.)
Meanwhile, in the works for several months is a new joint consumer/employment brand campaign that’ll emphasize the excitement, challenges, and ability to overcome obstacles at Research In Motion, and the possibilities to do all that on a global scale.
The goal is to find people who have what Drum calls a “builder-type personality” rather than craving stability. “We get these dynamos who want to take a risk and join us because they like the excitement,” Drum says. “They say, ‘I love your brand and want it to succeed and I want to get in on the action.’”
Some recent company tweets have hinted at this theme, using the expression #BeBold as a hashtag on Twitter.
It’ll be unveiled internally first, and then externally on the careers site, Twitter feed, and elsewhere, and discussed in more detail on an April 11 ERE webinar. Drum says she hasn’t seen many branding campaigns where the consumer and employment brands are developed this jointly, as opposed to the employment brand being a subset of the larger product brand. The daring-risk-taking-bold-brave sort of theme will be a “cultural shift” embedded not just in recruiting but in human resources, such as in performance reviews.
Both Sides of the Field
In addition to the branding project, RIM has also been playing recruiting defense. “We’re constantly having to battle the negative media,” Drum says. Working with inside PR professionals, who in turn also work with outside PR pros at the firm Edelman, the recruiting team develops messages to respond to candidates who inquire about what they’re reading. “It’s a real-time, immediate response to negative press,” Drum says. “And reporters like negativity.”
The messages to candidates generally boil down to this: despite what you read, we’re not standing still. We have lost market share in some areas but have gained it in others. Our subscriber numbers are up to 75 million. We are progressing with QNX, and, Drum says, “the innovation isn’t stopping.” RIM’s new CEO plans to focus on marketing to make sure that what the company feels is the full story of RIM is getting out.
All the offense and defense is going on with a much-smaller recruiting staff at RIM, shrunk as part of company-wide layoffs last summer. The brand work has been taking place as req loads have increased and as it has become harder to recruit due to the perception of the company as one that’s struggling. “We’re doing more with less,” she says.
Drum notes that in recent months, RIM groups on LinkedIn, like the BlackBerry Vine, have thrived. It’s having success using job aggregators like SimplyHired and Indeed, as well as with Beyond.com. Glassdoor has been a good source of candidates over the last approximately five months, Drum says; RIM has done search engine optimization on Glassdoor to drive people to RIM’s career page there.
She notes that “RIM is Waterloo, Canada” and without it, “Ten thousand people would be without a job, the community would die.” This, she says, is unlikely to happen, and the company will pursue the type of candidates who won’t want it to.
“Unemployment is expected to remain above 8 percent for the next four years.” That gloomy assessment of the U.S. economy from FedEx Chief Economist Gene Huang is echoed in any number of reports and economic predictions.
“Most predictions,” says an economic analysis by the Society for Human Resource Management, “are less optimistic now than they were when 2011 began.”
What especially worries economists is whether the slow job growth is due to employer cautiousness — in which case growth will accelerate when economic confidence returns — or whether it is structural, meaning some jobs have been permanently eliminated, much the way automation obsoleted elevator operators.
“It is a fair bet that aggregate demand remains the main problem while pockets of skills mismatches persist, despite the high number of job seekers,” says the SHRM analysis.
The latest economist to weigh in is Gad Levanon, director of macroeconomic research for The Conference Board. Last week, he dissected recoveries of the past to examine the rate of job growth across multiple industries. What he found is that “the current employment recovery is the second slowest on record.”
His analysis led him to conclude that job growth this year is going to be a lot like last year.
Like Huang, the St. Louis Federal Reserve doesn’t see unemployment moving much below 7 percent before 2014 and even then, the Fed says it might even be up around 8 percent. That’s despite the Fed’s guess that real GDP is likely to be over 3 percent, possibly even up to around 4 percent.
Levanon’s analysis, though, offered some support for the SHRM view that it is weak demand that’s limiting job growth. One look at the chart and two things jump out. The first is how small the percentages are now compared to recoveries of the 60s, 70s, and 80s. The other is how robust the growth in temporary workers is.
The latter is a good sign. It suggests, at least, that the current pace of job growth is likely to continue. While a nearly 32 percent growth in temporary staffing since June 2009 would historically signal a spurt in full-time job growth, that may not be the case in this recovery. Instead, it may evidence that some structural changes are occurring in how employers manage their workforce.
This is not the same as automation eliminating jobs, but is a response to business cycles — as when retailers add staff in the fall for the holiday season — or project-based needs, or the natural ebb and flow. In other words, more employers may be including the use of temps as a strategic part of their workforce, and not merely as a precursor to fulltime hiring.
This so-called “secular growth” theory is certainly debatable. A Morgan Stanley research paper last spring challenged the notion that temporary and contract workers are becoming a strategic part of corporate employment in the U.S. and worldwide.
However, in a provocative and data-laden analysis of the staffing industry, BMO Capital Markets says “it may be different this time.” While the firm doubted the secular growth notion, now it’s not so sure. The research report issued earlier this month says:
However, by this point in the cycle, we should have seen a significant switch from “temp” to “perm,” but we have not; temp jobs represented nearly 15% of totals jobs added in the current recovery – by far the highest of the first 21 months in the past six post-recession periods – and given the current sluggish rebound, total employment may not return to its pre-recession peak for the first time ever.
There’s evidence now, says BMO, that the proponents of secular growth may be right “and the industry is seeing some secular growth as corporations use temporary staffing more strategically as part of their overall human resource policies.”