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eBooks

Optimizing Your Contract Labor Program: Solving 5 Business Problems Through Analytics

As a contract labor program manager, your job is to not only manage the transactional processes of your contingent labor and professional services program, but to also produce bottom-line improvements — relative to cost, control, time, quality and strategic alignment. Analytics and business intelligence have emerged as powerful new tools to manage overall spend, optimize vendor performance and avoid compliance pitfalls with respect to the growing contingent workforce. A strong VMS business intelligence and analytic solution provides succinct, actionable insight. This eBook will show you how “intelligent” VMS analytics such as Dashboards, Scorecards, Best Practice Analyses and Analytic Roll-ups can help solve 5 of the most common business problems faced by most contingent workforce programs today.

Social Networks and Employment Law: Are you putting your Organization at Risk?

With the excitement around social networking, it is easy to think of these tools as a natural source of reference during your hiring process. They are a new source of potential candidates plus information about your applicants, all at your fingertips. It sounds like recruiting nirvana, but beware the pitfalls that come with using these sites. Using social networks as your only source for candidates could be discriminating against potential applicants that do not have social networking profiles. Using social networks as a source of information about your applicants could cause you to discriminate intentionally, or unintentionally, based on protected-class status such as race, gender, religion and so on, or on the basis of one’s leisure activities if they do not agree with your organization’s culture. Although there are areas of sensitivity when using these sites, you can follow the recommendations provided to ensure that you are using social networking as part of your hiring process without discrimination and in compliance with federal laws.

Using Contact Management in Compliance with Federal Regulations

In today’s economy, recruiters are working hard to build relationships like never before. As requisitions are put on hold, you have a talent pool of quality candidates that may still be available when your reqs open back up. It is in your best interest to keep these folks warm while we wait for the economy to pick up. As recruiters discover more tools to assist them during all phases of the recruiting process, employers need to understand the legal implications of using these tools. If you are a federal contractor, these tools must be used in consideration of federal regulations that mandate certain recordkeeping and reporting requirements related to the hiring process.

5 Lessons Everyone can Learn from High Volume Hiring

You must recruit and retain the best available candidates to meet the needs of your customers. Effectively identifying and recruiting this talent can be challenging. Hiring managers and Human Resource professionals need a flexible solution that focuses on streamlining the process, optimizing sourcing of high quality candidates and mobilizing talent. Although the 5 Lessons seem straightforward and easy to understand, the reality of implementing them in your business requires a shift in the way you conduct your sourcing and hiring. The most effective way to apply these lessons is to start small and implement the best practices where you can harvest the low hanging fruit.

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