Today’s guest post is by Duane Butenschoen, a Fieldglass global account manager.
Have you ever had a hard time choosing between two or three really great candidates for a position, and wished you could hire them all? Or, have you ever been disappointed that one of your longtime employees was retiring, taking with them their wealth of company knowledge, positive attitude and contagious work ethic?
One Fieldglass customer is using the solution to remedy these exact situations.
The problem: This company –we’ll call it Customer A – wanted to find a way to keep its valuable US candidates and retiring employees, while, at the same time, increase its pool of eligible, screened workers for upcoming openings.
The solution: Company A uses Fieldglass to retain a special pool of quality ex-candidates and retirees that are interested in contract or temp-to-hire positions within the company. The system then filters open positions through this group first, giving them the opportunity to apply before searching for workers externally.
The results: No surprise here. Company A has been able to hire workers that otherwise would have walked away after falling just shy of being hired. Company A likes the results so much that they’re thinking about extending its use to include European workers.
Yes, companies use the Fieldglass Vendor Management System (VMS) to handle the process of procuring, onboarding and managing contingent labor. And, many customers also use the Fieldglass platform to manage a broad mix of service categories and vendors, including Independent Contractors, offshore workers and consultants. But some Fieldglass customers, like the one reference above, are outside-the-box thinkers, and have come up with some pretty interesting ways to use Fieldglass to help them reach their unique workforce goals.