Contingent Workforce Management: Determining the Right Model for You

There is no question that the contingent workforce continues to grow. However, the typical VMS solutions count on the system to manage a workflow, but are usually unqualified to manage the interactions required in a high performing recruiting model.|There is no question that the contingent workforce continues to grow. However, the typical VMS solutions count on the system to manage a workflow, but are usually unqualified to manage the interactions required in a high performing recruiting model.

There is no question that the contingent workforce continues to grow.

And, why wouldn’t it? A contingent workforce offers organizations a litany of benefits. If you want to help reduce liability, manage costs and simplify the tracking and accounting of your workforce you have traveled down the right path.

So, as a conscientious corporate executive you do your research and find a VMS/MSP to manage the process. But, don’t be fooled! Most of the current MSP/VMS models seem to have come woefully short of truly delivering exceptional value to their end clients. But why? Well, although the intentions are audacious, most of the time the execution falls short with the setting of unreasonable expectations coupled with a dramatically poor communication program.

The typical MSP/VMS solutions count on the system to manage a workflow, but are usually understaffed or unqualified to manage the interactions required in a high performing recruiting model. Couple this with unrealistic restrictions and expectations put on the “vendors/partners” who are actually the delivery engine of the whole process, and you have a flawed system.

In reality, among a majority of hiring managers, staffing vendors and many of the organizations who continue buying these contingent workforce management solutions there seems to be an underlying lack of satisfaction with the results of their programs. Here are some facts:

Attracting the best and brightest into an organization takes a high-level of communication, understanding and nurturing.

The truth is, the expectation is to view and categorize people as nothing more than commodotized widgets.

Talent drives innovation and success in any top-performing organization. Leading organizations understand that when they are discovering and acquiring talent, it’s an investment in their future and a statement about their potential. Let’s work towards helping our clients and our candidates reach their full potential as opposed to putting systems and processes in place that are not conducive to attracting and delivering the best.

Author: George Albert Optiz, President of Brightwing