Professional Services and Contingent Labor Strategies · Professional Services and Contingent Labor...

Professional Services and Contingent Labor Strategies

Natalie Runyan, President

Ann Kramer, Director of Strategic Partnerships

Anserteam Workforce Solutions

Contingent Labor vs Total Talent Solutions

This interactive session will break down the future of indirect procurement and the vision of contingent workforce solutions in 2018 and beyond. We will review where the industry has been and discuss where it will be in the future.

The corporate environment is always changing, but the expectations remain the same – do more with less, and do it better. So what does tomorrow look like within the world of indirect procurement?

Agenda

• Introductions

• The Past

• The Present• Labor Intelligence

• The Future

• Break Out Sessions• Share ideas and best practices

Introductions

Getting to know you

1. How many of you have a centralized MSP/VMS program. Is it managed through HR or Procurement?

2. How many of you include IT services in a Managed Services Program?• Commercial vs Professional

3. How many of you utilize a RFI/RFP process to procure contingent labor? • Pros

• Cons

Past

The Stone Age

• Index Cards

• Phones w/Receptionist

• No Voicemail or Caller ID

• Fax Machines

• Dos-based Computer Systems

Present

Present• Cell Phones – connected 24/7

• Laptops

• Applicant Tracking Systems, VMS, SAP, Oracle, Total Technology Solutions

• Virtual Recruiting

• eProcurement

• Direct Hire - Human Resources or part of a managed program

• Recruitment Process Outsourcing - RPO

• RFI/RFP/eProcurement

• Cyber Security threats

• Legal HR Changes

Intelligence

Intelligence

• Managed Service Provider (MSP)

• Vendor Management Systems (VMS)• Reporting and Analytics

• Unemployment Rate• National: 4.4%

• Where are you now?

• Where do you want to be in the

future?

• How can technology be leveraged?

• What constraints will there be?

• Strategy: technology planning is not

the same as a tactical plan or

roadmap, though it may lead to one.

Intelligence

Contingent Labor Categories:

Overall anticipated to increase 3% in 2018

• IT up 4%

• Engineering up 3%

• Professional up 5%

• Marketing and Creative up 7%

• Healthcare up 6%

• Light Industrial up 2%

• Administrative Clerical down 2%

More openings

than hires

Gig Economy

The Human Cloud

Law

Law and Labor Force

• Reference Checks

• Background Checks

• Drug Testing

• E-Verify

• Co-employment

• Risk Mitigation

• Discrimination

• Marijuana in the Workforce

• Sick Pay Law

• PTO- AZ, MA, CA

Insurance- Compliance

• ACA- Affordable Care Act

• Misclassification of Employees

• Safety Programs• Lift restrictions• Equipment utilized• Certifications- IE: Fork Lift

• PPE, typically provided by host employer

• Cyber and Breach Coverage

Future

Future

“Better procurement systems could save 32 million hours and $1.5 billion per year” – Topline Strategy Group

• Careerboards

• Human Cloud Expansion

• Technology• Phone Applications• Human Cloud expansion• Virtual workers• Paperless bidding

• Robotics

• Cyber threats

Break Out Session

Common Denominators

Common Procurement Situations

• Large number of suppliers in database

• No control over category spend

• Local managers are making the buying decisions

• Human Resources wants to be involved in buying decision

• Decentralized ordering

• Lack of reporting and accountability

• Human resources is outsourced so limited resources within organization for hiring

What factors should you consider?

Factors to consider:

• Liquid workforce

• Gig Economy

• Technology

• Human Cloud

Do you have a plan?

What is your plan?

• Take the next 10 minutes to write down how your workforce is managed today?

• From what we discussed, Past, Present and Future, where do you see this category and opportunities for your organization?

Results

Next Steps

Questions?

Thank you for your time and participation!