The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
The gig economy is booming, and businesses must adapt their approach to hiring and managing their workforce to remain competitive.
In this blog, we will explore five effective strategies businesses can use to retain top talent among their contingent workers. By investing in their contingent workforce, businesses can build strong, flexible, competitive teams that will help them succeed in today’s unpredictable, fast-paced business environment.
Continue reading
Borderless hiring — hiring without location constraints — is here to stay. Along with many work and workplace shifts, borderless hiring became a macro-trend that was set in motion in the wake of the pandemic, particularly in the tech space. In 2022, 58% of businesses hired fully-remote international talent, with an additional 27% of executives considering the move. Safe to say, those numbers will only increase in 2023 and beyond.
Borderless hiring is especially beneficial for organizations employing contingent workers. While it broadens the availability of skilled talent, reduces costs, and allows flexibility for workers and companies, hiring from different countries also presents the challenge of adhering to each one’s rules and regulations. But with the right knowledge and best practices, neither physical boundaries nor compliance need to limit the growth of your workforce and business.
Compliance requirements can vary depending on where your workers are located, but they typically fall under the categories of worker classification, labor laws, tax identification, and data security. Let’s take a look at what these requirements entail:
It’s crucial to correctly classify your workforce based on their nature and scope of work, position in the company, and payment structure, among other factors. Worker misclassification can result in severe financial and legal consequences for your business and affect workers’ rights and protections. Workers in North America, Europe, and Australia are commonly categorized as full-time employees, part-time employees, contingent workers, or independent contractors.
Workers are covered by national, regional, and local laws, and it is the organization’s responsibility to ensure that these laws are abided by. Labor laws can range from minimum wage rates to benefits, overtime compensation, and health and safety guidelines for workers’ wellbeing. In countries like the United Kingdom and Germany, workers could be entitled to holiday pay, health insurance, and pension plans.
International workers are subject to different tax procedures as per their country’s tax identification system. For example, the Social Security Number (SSN) in the United States, Tax Identification Number (TIN) in the European Union, and Social Insurance Number (SIN) in Canada are used by the national revenue authorities to record tax brackets, payments, and returns.
Owing to the omnipresence of data usage and exchange today, the focus on data security is at its peak. Companies must comply with local data privacy laws when managing personal information related to their workforce, through measures like getting consent to collect and use workers’ personal information, as well as complying with regulations related to data access, safety, and storage. According to the United Nations Conference on Trade and Development (UNCTAD), at least 71% of countries enforce data protection legislation and 9% intend to do so.
Building a borderless workforce can be complex, but not impossible to achieve. Here are six steps based on findings from Deloitte’s Global Remote Work Survey that you can implement to ensure that your global contingent workforce is fully compliant and thriving:
Contemplating the right time to take the first step? Or looking for the right platform to enhance the success of your existing workforce program? No matter what stage you’re in, Prosperix can help.
Our VMS Network, integrated hiring marketplace, and MSP expertise can streamline your hiring and workforce management processes, from curating pre-screened talent pools, to automating compliance checks, building a centralized database, and providing real-time reporting and analytics. Use our proprietary workforce solutions and services or benefit from a combined offering to beat compliance challenges, cultivate a global workforce, and achieve extraordinary outcomes.
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Gone are the days when contingent workers acted as an extension of a company’s core, full-time workforce. Contingent workers are increasingly filling some of the most challenging gaps impacting today’s businesses – demand for niche skills, navigating talent shortages, quick turnaround times, and optimizing processes – to name a few. As work and workforces have evolved, so has the significance of contingent workers, to the point where they constitute nearly half of the average workforce today.
Like that of any employee, the wellbeing of contingent workers is just as essential as supporting their professional development. It starts with valuing them for their individual identity, enabling them to bring the strengths from their personal background, and creating a safe space to be their best selves at work. In other words, helping contingent workers shine by prioritizing diversity, equity, and inclusion (DEI).
Discussion and action around workplace DEI movements were initiated in the 1960s, but the spotlight on DEI has intensified in the past decade. Between acts of violence against minorities in 2020 and 2021, questions raised by employee rights advocates, and organizations amping up talent retention efforts, 60% of companies adopted a DEI strategy in 2022, according to research from DEI proponent Paradigm.
As DEI initiatives are becoming more prevalent in corporate programs for permanent employees, efforts in contingent workforce programs are picking up steam, too. The Future of Diversity, Equity, & Inclusion in the Contingent Workforce 2022 report from Consciously Unbiased and HireTalent in partnership with Staffing Industry Analysts (SIA) found that 40% of workforce professionals think their company’s contingent DEI program is competent. But the report also revealed that collecting actionable data from suppliers about candidates is the biggest barrier that hiring and procurement teams face. Companies can’t effectively tackle the disparity between strategy and execution without the right tools and the ability to capture relevant information to make their program diverse and inclusive. Overcoming this won’t happen overnight – but where there’s a will, there’s a way.
It’s hard to cater to your workforce if you don’t know who you’re catering to. Identify the similarities and differences between workers; too much of either can be the reason why DEI efforts fail. It’s also important to recognize that intentional and unintentional biases can influence the kind of people your company attracts. Work your way backwards to diversify the staffing suppliers and agencies you partner with, who are often the primary decision makers about the types of talent you hire. In doing so, you can ensure that your contingent program takes a comprehensive DEI approach towards all stakeholders.
Ownership and accountability are keys to the success of business objectives, and for achieving DEI goals, it is no different. The C-suite sets the tone for company culture and conduct, but beyond that, it must be carried forward by managers and subordinates, right down to individual workers. Businesses should set up dedicated leaders who have the ability to maintain organizational commitments to DEI. They can keep the momentum going to make it a part of everyone’s day-to-day experience.
DEI is a work in progress, which is why it’s crucial to be open about the wins and losses at every stage. Communication allows the workers who are ultimately affected by the DEI initiatives to be tuned into what’s going on, gain a deeper sense of purpose and belonging, and share their feedback. It helps you understand what you’re nailing and what can be improved upon; it also allows you to gather insights to share with your network of people and companies in the same boat.
Just like any other workplace practice or skill, DEI requires training, so workers can learn about: the most common challenges they and their peers experience; why they happen; and how to conquer them. Providing your workforce with appropriate resources to educate themselves can broaden their understanding of the consequences of microaggressions and disruptive workplace environments, as well as the best ways to address such issues and prevent them from continuing.
Every contingent workforce program is a combination of the right strategy and technology. As you forge ahead with creating a more diverse and inclusive program, you need a vendor management system (VMS) that can provide a positive experience for candidates; deliver data and analytics that can be used to amplify your DEI efforts; and position you as a DEI leader.
Prosperix can help. As a minority-owned business certified by the National Minority Supplier Development Council, we are passionate about empowering businesses, suppliers, and candidates so they all prosper. Our VMS network is the only platform in the industry with a built-in hiring marketplace, which gives you access to real-time data on suppliers through comprehensive scorecard metrics and the ability to increase your available diversity spend credits. We are also expanding our applicant-tracking abilities to capture candidate data throughout the hiring process, which translates into better visibility and insight on workers once they are hired.
Ready to make DEI a pillar of your contingent workforce program? Let’s talk.
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