Restaurants have always been a deliciously perfect mix of temptation and entrapment. Take a bunch of hungry people,  stack them by the dozens in a room surrounded by drool educing aromas, and then drop an entire menu full of options and choices in front of them. More often than not the hungry masses will leave satisfied, but they’ll probably have to put on their glasses to believe at how much the meal actually cost. The lesson: Hunger trumps budget, almost exclusively.

The same could be said for the proverbial buffet of Contingent Labour flooding the market. With businesses staffing their ranks from this talent pool at record highs, it’s truly a feast fit for a king for companies looking to tackle their project based labour needs. According to a recent report published by IQ Navigator-who provides technology that manages staffing vendors and temporary workers-even with the rapid growth in the use of Contingent Labour in 2013, costs stayed relatively flat. As with any great meal out however, cotemp-labor-bill-ratesmes the bill.

Contingent Labour hit record highs in 2013 with a total of 17 million workers in the market. Which works out to be almost an 8% jump from the previous year with no signs of slowing down. That number is expected to grow to 23 million by 2017 (MBO Partners). With analysts predicting what Gary Pollard (VP of Information Products at IQ Navigator) calls “upward pressure” in 2014, companies that got into the market to save on labour costs could be looking at a giant bill, not a giant profit. The reasons for this steady rise in the cost of using temporary workers will be associated with “A continued increase in demand, coupled with an expected tightening supply of workers-thanks in part to a declining workforce participation rate, and an increase in college enrollment for people over 25 years old.” Pollard also goes on to say that the aging Baby Boomer population will also contribute. 

Considering staffing agency markups are generally 20-25%, the math does look daunting. A worker in IT currently making 30 dollars an hour (a position poised for a steep raise, but more on that later) may go to 45-50 dollars an hour. That’s an increased profit to the staffing agency of 5 dollars per hour. Over the course of the year that translates to approximately 19,200$ extra paid to the staffing agency-and that’s just for one employee. In Restaurant terms, that’s one heck of a corking fee. 

Employers are still looking to cut labour costs wherever they can, but the need for labour isn’t going to dry up. Projects will still need to be completed and expert skills will be in demand. So, if you can’t save on the labour, perhaps you can save on the mark-up. By tweaking their current model, employers could find themselves embracing direct source hiring, coupled with IC (Independent Contractor) Compliance and Payroll providers that can offer drastically smaller mark-ups and allow the company to still attract and afford top talent. This would be especially attractive to companies that already have established relationships with Contingent Workers at their locations.

 Nobody likes to be told to think long-term and look at the big picture (especially when they find themselves starving and staring at a bevy of choices and opportunity) but making the right choice in regards to how enterprises source their contingent workforce and who (through Admin and Payrolling or MSP) offers the best opportunity to cut costs, and stay compliant and competitive may allow them to have their cake, and pay the bill too.

awardwinnerMississauga, Ontario – November 7, 2013– Contingent Workforce Solutions (CWS) is pleased to announce they have been awarded the 2013 Health & Safety Award by the Association of Canadian Search, Employment and Staffing Services (ACSESS).  As Canada’s National Staffing Association, ACSESS oversees the monitoring and governance of industry best practices.

The award is presented to a company in the staffing and human capital services industry that has demonstrated outstanding performance in workplace health and safety (H&S). The judging criteria was based on the following considerations: leadership in demonstrating a commitment to H&S; innovation in the communication and awareness of H&S information; visionary leadership in the planning, development & implementation of best of breed H&S practices and participation in the community and industry health and safety programs.

Contingent Workforce Solutions’ innovative Health & Safety program called, WorkSafe, has been custom developed to help independent contract and temporary workers work safer and prevent workplace injuries and hazards.  CWS’ program was designed to build outstanding awareness that escalates the importance of Health & Safety for contract and temporary workers. Through its very efficient online orientation system and dedicated approach, CWS ensures the timely enforcement of worker education, workplace inspections, and proper incident responses to ensure a safe and healthy environment for all. CWS’ WorkSafe program is compliant with Provincial legislation in Canada, and State/OSHA legislation in the US.

Jeff Nugent, Managing Director of CWS says, “I’m very proud that Contingent Workforce Solutions has been recognized as a leader in the area of Health & Safety. Our team has worked very hard to develop a leading edge program that promotes the health and safety of all workers, especially contingent workers who are often overlooked when it comes to worksite and job specific health and safety training.  It is very important for us to meet the needs of employers that are looking to ensure compliance, and to mitigate their overall risk when dealing with contract and temporary workers.” Nugent goes on to add, “We believe that ensuring our workers safety is just the right thing to do and we look forward to continuing to develop innovative Health & Safety and other value added programs for our clients in the years to come.”

 

About Contingent Workforce Solutions

Contingent Workforce Solutions provides Contract Workforce Management services and technology that enables corporate and staffing agency clients to centralize the process of engaging, administering and paying contract, temporary and project based workers in an efficient and risk free manner. Through its highly developed processes and technology, CWS allow clients to streamline their processes, reduce risk and save money. As experts in the field, CWS provides independent contractor & worker classification that ensures its client’s workers are administered in compliance with employment and tax regulations.  For more information please visit www.contingentworkforcesolutions.com

About ACSESS

The Association of Canadian Search, Employment and Staffing Services (ACSESS) is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. With more than 1,200 member offices offering staffing solutions in the areas of professional search, and temporary and contract staffing, ACSESS members provide a key service to businesses and offer a broad range of career planning and employment opportunities. For more information please visit http://www.acsess.org/

jeffstaffing100

Contingent Workforce Solutions (CWS) is pleased to announce that its Founder and Managing Director, Jeff Nugent, has been named to Staffing Industry Analyst’s 2013 Staffing 100’s list.  The list, now in its third consecutive year, recognizes the 100 most influential people in staffing globally.

These professionals are shaping the way people work and think about jobs. We salute this year’s honorees who have helped millions of peoples find jobs and more importantly are the visionaries that are taking the industry to the next level –  Subadhra Sriram Editorial Director for Staffing Industry Review Magazine

As the founder and managing director of Contingent Workforce Solutions, Jeff Nugent is a pioneer in contingent workforce management. His firm provides contract talent management and compliance services to employers, staffing firms and independent contractors. Jeff boasts 55,000 Twitter followers and is the founder and managing editor of the Contingent Workforce Strategies group on LinkedIn, where HR, procurement and CWM professionals can network, share ideas, trends and best practices. Nugent serves as an expert contract talent advisor for HR.com and has taken on various speaking engagements and advisory roles. Founded just four years ago, Contingent Workforce Solutions expanded quickly through Canada, the U.S. and Europe.

To view the full list of professionals named to The Staffing 100 click here.

 

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The CWS Team is in Chicago this week to kick off the CW Solutions Forum! As an Optimum Sponsor of the event we are participating in innovative and thought leadership driven sessions focused on  Worker Classification, Compliance, and Risk Mitigation

As an added bonus we invite all attendees to drop by our booth to enter into our draw for an iPad Mini.

BE SURE TO STOP BY CWS BOOTH #15 TO ENTER THE DRAW!

 

Tuesday September 10, 2013
9:00 AM – 10:30 AM  ROUNDTABLE DISCUSSION #12
Open Table – Risk Discussion
 
Details: Join Contingent Workforce Strategies LinkedIn Group Editor and Managing Director of Contingent Workforce Solutions Jeff Nugent, as he facilitates an open table discussion on the topic of risk and risk management. This will be an interactive session where participants will be able to share and discuss their experiences, best practices and future risk mitigation plans.  Risk topics will range from Worker Misclassification and IC Compliance, to Health & Safety, to Operational and IP protection. 

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11:00 AM – 12:00 PM  Concurrent Session: Risk Track 
When Safety Matters. Workplace Safety and the Contingent Workforce.

Details: Workplace accidents happen to be an unfortunate reality for many companies to deal with in today’s economy. When these accidents happen to involve the contingent workforce, who bears  the assignment of liability and brunt of the cost can often be unclear, resulting in tremendous penalties, fines or judgements. What can you do to protect your company? How should your relationships be structured? Kersten Buck, Director, Strategic Solutions, Staffing Industry Analysts moderates this interactive Panel Activity with Experts Jeff Nugent, Managing Director of Contingent Workforce Solutions & Eric Rambaugh Partner, Michael Best & Friedrich LLP. From workers compensation exclusivity to OSHA compliance and enforcement, this workshop will explore the myriad ways program managers can manage their companies liability while creating a safe workplace environment for everyone.

 

For more information and to schedule a meeting with one of our representatives contact:

Christina Fabugais

P: 1-866-837-8630 Ext. 9077

E: info@contingentworkforcesolutions.com

 

The most expensive and most complex resource of any business is its people. Many factors affect human performance, and, as a result, the human dimension is generally considered difficult to measure in terms of efficiency and improvement. With visibility into their workers’ performance, however, companies can better manage their entire workflow process.

Companies often have very little insight into their contract employees; a segment of the human dimension that poses high risk with employment and tax law and usually accounts for organizations’ largest single line expense. Contingent workers currently account for approximately 25% of the workforce, and this number is expected to increase. Companies need to effectively manage this aspect of their human resources in order to succeed in today’s changing employment market. Workforce analytics give companies visibility into their contract workforce, allowing them to better manage workflow, productivity, and compliance.

A Vendor Management System (VMS) can provide companies with the workforce analytics that provide companies with insight into their contract workforce across the entire organization. With greater insight, companies can determine who is doing what, and how well they are doing it. This allows organizations to allocate resources, motivate workers, and better understand human-resource related costs.

There are four key components to an effective Workforce analytics program. These components are:

  • Interactive – Workforce Analytics must be used as a living tool with dynamic data that integrates with historical data, including exceptions and outliers.
  • Intelligent – Analytics programs should be predictive and provide enough context to not only answer questions, but also raise them.
  • Actionable – The data must generate realistic recommendations that guide management decisions toward cost savings and risk mitigation.
  • Motivational – Workforce Analysis should go beyond mere mandates and inspire employees to have a stake in best practices.[1]

Successful businesses always look forward and adjust their strategies to match the changing market. Implementing a VMS and a workforce analytics program is one way that companies can adapt and better manage their most complex and most important resource: their people.

[1] Leeby, Doug. Workforce Analytics: How to Define, Measure and Drive Productivity in Today’s Organization. http://www.sig.org/i4a/pages/index.cfm?pageid=5748

For more information about how you can benefit from a Vendor Management System, contact Christina Fabugais about SimplicityVMS

Christina Fabugais
Marketing Manager
Direct Phone:  416-642-9077
Toll Free:  1-866-837-8630 x9077
Email:  christina.fabugais@cwsolutions.ca

Building out on the success of last year’s event, the Recruiter Networking Group (RNG) will be holding the 5th annual Recruitment Innovation Summit in Toronto.

The Recruitment Innovation Summit will focus on “what’s new” in recruitment, and will bring together leading Canadian Recruitment Experts and Innovators to share best practices and to network. Sessions will include: keynote addresses, expert panels and interactive learning streams. New this year will be the 2011 Recruitment Innovation Awards.

Register now for the most anticipated recruitment event of the year!

To become a sponsor of this unique event Click Here

Save the Date: October 26th-27th, 2011

Testimonials

“I attended with my full Talent Acquisition Management team. The topics were insightful and helped us measure
our success against others in the Corporate Recruiting space in Toronto. It was great to engage with other Recruiting Leaders to share and learn from one another.”
Marianne Crann, Director, Talent Strategy & Acquisition, Rogers Communications Inc.

“I have been to this Summit both as a speaker and as an attendee. Each year I find the topics relevant, insightful and impactful when it comes to effectively managing the recruitment function at Sun Life Financial.”
Paul Russ, Director, Talent Acquisition, Sun Life Financial

To read more testimonials Click Here

Use the Promotion code: RIS2011 to receive $200 off of the regular price.

Register here

It may seem unlikely in today’s economic climate, but a war for top talent is looming. The recession has given companies the false sense that good people are abundant; however this is will quickly change as the largest segment of the workforce, the baby-boomers, begin to retire en masse. Profit Magazine recently published an article entitled “The Incredible Disappearing Workforce” which details the struggle companies are facing, and will continue to face, with finding suitable replacements for their retiring employees.

Profit Magazine states that “the boomer wave is so big that no combination of measures can replace all of the retiring workers”[1], which indicates that companies need to get resourceful in their search and retention strategies for top talent. One way to do this is through contract work. Many older boomers have indicated that they are eager to return to work; however they are not eager to return to 60-hour work weeks, having employees report to them, and moving up the corporate ladder[2]. Instead, they want to work as individual contributors[3]. Contract work provides the perfect opportunity for retired or soon-to-retire to do this. The statistics already show that this trend is occurring, and it will continue to increase in the coming years[4].

Companies need to prepare themselves for uncertain labour conditions, and, as contract labour continues to rise with this trend, companies will require assistance with managing their contract labour. Aberdeen Group’s comprehensive study of Contingent Labour Management indicates that 50% of enterprises need to better manage all facets of contingent labour[5].

Already, best-in-class companies are 35% more likely than industry average companies to use a Managed Service Provider solution for their contract workforce needs, and 63% of best-in-class companies are using a Vendor Management System[6]. This trend will likely continue as organizations hire more contract baby boomers.

In order to remain competitive when top talent is difficult to find, organizations need to be resourceful when recruiting and retaining experienced workers. Using a Managed Service Provider that focuses on managing contingent workers allows companies to develop and implement strong alumni and retiree programs, and keep sought after knowledge and experience for longer.

[1] McElgunn, Jim. The Incredible Disappearing Workforce. Profit Magazine. Oct 2011

[2] McElgunn, Jim. The Incredible Disappearing Workforce. Profit Magazine. Oct 2011

[3] McElgunn, Jim. The Incredible Disappearing Workforce. Profit Magazine. Oct 2011

[4] Orler, Elain. Managing Contingent Labour. Human Resources Executive Online. Sept 2 2011. http://www.hreonline.com/HRE/story.jsp?storyId=533340887

[5] Dwyer, Christopher, J. Contingent Labor Management: Strategies for Managing the Complexities of the Contingent Labor Umbrella. Aberdeen Group. June 2010

[6] Dwyer, Christopher, J. Contingent Labor Management: Strategies for Managing the Complexities of the Contingent Labor Umbrella. Aberdeen Group. June 2010

It’s no secret that Social Media altered the business landscape, but how has it impacted the way staffing agencies and recruiters do their jobs? Many staffing executives agree that while social media is new, it is becoming a more important tool in the search for candidates. Social media sites attract a large number of people. Over 700 million people are on Facebook, 200 million on Twitter and at least 100 million on LinkedIn[1].  These people tend to be tech-savvy, curious, and they enjoy learning, which means that many of them could be excellent recruits[2].

Social media sites give you insight into a candidate’s job history and interests, and LinkedIn can even provide you with detailed information about the candidate’s professional experience and education. It’s not easy to find such detailed information through the traditional recruiting channels. This makes LinkedIn a great source for reaching passives. Users can post a profile without announcing that they are looking for a job, and recruiters can then seek out these candidates as well as actively searching candidates.

A recent Jobvite survey found that 64% of organizations have hired through social networks in 2011, compared to the 58% that hired through social networks in 2010. In addition, 55% will increase their budget for social recruiting, and only 16% will spend more on job boards[3].

In addition to simply posting jobs, companies can engage job-seekers and passive candidates on social media sites through information. Companies can start discussions, provide job-hunting hints, or provide information about a particular industry.

Other components of recruiting will continue to play a role; however a social media program needs to fit with a firm’s overall marketing strategy. Companies need to communicate their goals and message to their specific target audience, and social media provides a perfect platform to do this. For more information and tips about social media recruiting, feel free to contact CWS.


[1] ERE.net http://www.ere.net/2011/07/15/save-your-cold-calls-use-social-media-and-go-where-your-candidates-already-are/

[2] Johnson, Craig. Connect with Candidates. Staffing Industry Review. XVI.8

[3] ERE.net, Jobvite, http://www.ere.net/2011/07/12/more-employers-than-ever-recruit-on-social-networks/

Jeff Nugent, the Founder & Managing Director of Contingent Workforce Solutions, will be speaking at the Canadian Talent Management Summit in Toronto on June 27th, 2011.  Jeff’s session will focus on the topic of Strategic Independent Contractor Talent Acquisition and Engagement Best Practices

This session takes a holistic view in guiding Human Resource Leaders to strategically integrate independent contractors into their overall talent mix.  From performing a current state diagnostic, to developing an effective centralized talent acquisition and engagement model Jeff Nugent will demonstrate how Human Resource professional can gain control of their contractor workforce in order to help their organization mitigate employment and tax law risk while saving millions of dollars.

In this session attendees will learn:

  • Insight into current state of the Canadian contingent workforce marketplace
  • The ability to develop an integrated contract workforce talent acquisition and management model that will save their organization millions of dollars
  • The ability to create an engagement model that will mitigate all employment and tax law risks associated with engaging with a contract talent

About Contingent Workforce Solutions: Contingent Workforce Solutions provides comprehensive advisory, program management, and professional independent contractor administration and payrolling services.  Our services enable clients to strategically recruit, engage and administer their contract and temporary workforce in order to ensure compliance with employment and tax law while saving a significant amount of money.  www.contingentworkforcesolutions.com

For more information contact directly:

Christina Fabugais
Sales & Marketing Manager
Phone: 1-866-837-8630 Ex. 9077
Email: christina.fabugais@cwsolutions.ca

Innovation has always been the key to building sustainable enterprises. But today, in a world that is shrinking while it grows in complexity, the necessity to innovate and improve touches virtually everyone.

The Ingenious Awards Program aims to build awareness of how enlightened Canadians are building more competitive enterprises, more effective organizations and a stronger Canadian economy through the innovative use of technology.

From coast to coast to coast, Canadians in all walks of life are demonstrating a tremendous aptitude for using technology to drive business competitiveness, improve service delivery, reduce costs and address 21st century problems such as providing affordable healthcare, ending isolation and safeguarding the sustainability of our environment. In the process, they are helping to build a stronger, more robust economy and a more just and equitable society. This ingenuity deserves recognition.

The annual Ingenious Awards Program provides that recognition. The program, inaugurated in 2011, celebrates excellence in the use of technology to improve the performance of large and small businesses, government operations and not-for-profit organizations.

Following a rigorous judging process that requires clear demonstration of measurable achievements, winners in five categories will be honoured at a gala awards ceremony in Toronto on June 14, 2011. The stories of their achievements will be told across Canada. For a list of the judging panel click https://ingeniousawards.ca/panel/

For a list of nominees. https://ingeniousawards.ca/nominees/

About ITAC:  The Information Technology Association of Canada (ITAC) is the voice of the Canadian information and communications technologies (ICT) industry. ITAC represents a diverse ICT community spanning telecommunications and internet services, ICT consulting services, hardware, microelectronics, software and electronic content. ITAC’s community of companies accounts for more than 70 per cent of the 572,000 jobs, $140.5 billion in revenue, $6.0 billion in R&D investment, $31.4 billion in exports and $11.4 billion in capital expenditures that the ICT industry contributes annually to the Canadian economy. ITAC is a prominent advocate for the expansion of Canada’s innovative capacity and for stronger productivity across all sectors through the strategic use of technology.

About Contingent Workforce Solutions: Contingent Workforce Solutions (CWS) provides innovative technology and process management solutions that enable clients to gain control of their contract workforce.  Through their solutions CWS centralizes the process of hiring, engaging and administering clients contract talent in order to ensure compliance with employment and tax law while closely monitoring spend to allow for enormous cost savings.  For more information visit:  www.contingentworkforcesolutions.com

About SimplicityVMS:  SimplicityVMS is a web based Software as a Service solution that automates the end to end process of managing contract workers for both corporate and staffing agency clients.  SimplicityVMS’ highly configurable workflow engine allows for rapid implementation and reduced cost of both implementation and on-going maintenance.  As the most scalable solution on the market SimplicityVMS can help companies both big and small manage their contract workforce more efficiently and cost effectively while helping to ensure compliance with employment and tax law.