In the last few years, there has been a significant rise in the employment of contingent workers. One of the reasons why this workforce has started to grow exponentially is because it allows organizations to find people that hold niche skills to help fill their internal skills gap and grow the business. Contingent workforce solutions include all types of employees, including consultants and contractors and temporary and permanent employees. As this workforce continues to grow and transform the labour industry, it will be crucial for organizations to address key questions on how to build a successful contingent talent solutions program.
How are you measuring performance?
How will you know if you are developing a successful contingent workforce program if you do not put the right metrics in place to measure your business objectives and performance? It is important to clearly define your workforce goals both for internal and external employees. Implementing the right workforce data tools will allow you to track and analyze your key performance indicators: For example, are you meeting client expectations, or are critical problems causing them to be unsatisfied? Collecting the right data and using the information learned effectively will allow you to make valuable decisions about the hiring and staffing of your contingent workers.
Are you maintaining transparency?
Even if you have all the right metrics and workforce data tools in place, it’s hard to recognize and solve issues if you do not have visibility and transparency within your contingent staffing program process and team. Break down your contingent workforce process, and make sure everyone knows the steps and guidelines. Start by having transparency through open communications across the board with internal staff, candidates and so on. Organizing your program by category, performance, spend analysis and other factors will highlight areas where you are performing strongly and areas where your organization needs to improve.
How are you measuring ROI?
Once you've followed the above two steps, you should have a good foundation for a contingent workforce program — but now comes the hard part: measuring your spend to ensure you are actually making a solid return on investment. The most effective contingent workforce program takes into consideration more than just the cost. You should also be measuring the non-financial benefits realized by the program. For example, if you brought on a contingent employee that was successful and you've gained a client because of their performance, this is a win. Although there is a monetary gain from this client, having a satisfied client allows you to continue to build your brand reputation.
As the head of WilsonCTS, Mark brings a breadth of experience across talent acquisition, contingency recruitment and executive search in North America and Europe. He spent almost 20 years as an executive director of a public recruitment firm, running businesses in Europe and Canada, before launching his own search firm serving multiple industry clients. In Mark’s role as the head of WilsonCTS, he leads and executes global contingent business strategies across multiple industries. He is well-versed on the operations and workforce needs in a range of industries and is a versatile, collaborative leader in developing and building successful recruitment teams.