An Alternative to Vendor-Neutral MSP
Pairing a VMS with a traditional MSP—and its many benefits—is now possible for organizations with lower spend.
By Brandon Vogel
Consider this scenario: An organization and a handful of other vendors are sharing a client with an established budget. Each vendor gets a small piece of the pie—enough for them to stay interested, but not enough to be truly invested.
A Two-Way Street
Temp-to-hire roles are driving better hiring decisions among both employers and employees.
By Marta Chmielowicz
Talent has long been considered a competitive differentiator for organizations as they seek new ways to thrive, but success in the modern business world increasingly hinges on one capability: agility. Organizations need to be flexible, adapting to dynamic market needs while offering candidates and employees a positive experience. Faced with growing innovation and competition, skill sets and expertise—rather than worker type—are the priority.
Putting the Micro in Microsoft
Microsoft’s micro-internship program delivers learning with a practical touch.
By Marta Chmielowicz
The transition from college student to working professional can be challenging for recent graduates. According to McGraw-Hill’s 2018 Future Workforce Survey report, only 41 percent of college students feel well-prepared for their future careers, and 51 percent desire more opportunities for internships and professional experiences.
MSP Provider Directory 2019
2019 Baker’s Dozen Customer Satisfaction Ratings: MSP (Contingent Labor Resourcing and Management)
We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Culture Isn’t Contingent
Even though some workers are temporary, organizations should strive to leave a permanent positive impression.
By Marta Chmielowicz
In a business world where 41.5 percent of the average enterprise’s overall workforce is composed of non-employee labor, according to Ardent Partners’ The State of Contingent Workforce Management 2018-2019 report, organizations are putting the role of contingent workers front and center. In fact, the growth of the gig economy is serving as the catalyst for a new world of work—one that is increasingly innovative, dynamic, and responsive to transformative market pressures and global challenges.
New Strategies for Seasonal Workers
Programmatic advertising helps hire the best seasonal workers in a tight labor market.
By Tierney McAfee
Seasonal workers are enjoying the fruits of a strong labor market—but for the companies hiring them, the low unemployment rate has made it all the more challenging to find qualified candidates.
Back and Better than Ever
Organizations can reap the rewards of leveraging retired baby boomers for gig work.
By Colleen Frankwitz
It’s a hot question: As the 75-million-strong baby boomer generation reaches retirement age, how will organizations fill the void in the workforce—especially in senior-level roles and highly-skilled positions?
Flash Report: The Importance of Contingent Workforce & Employer Branding
The Importance of Contingent Workforce & Employer Branding
In this Flash Report sponsored by AgileOne, we take a look at how employers feel about their brand strength when attracting contingent workers in the North America region. There are approximately 6 million workers classified as contingent in the US, and nearly three-quarters (71 percent) of respondents felt that the contingent workforce is an important part of the employment mix.
When respondents were asked about the importance of employer brand in attracting contingent workers, 60 percent felt as though the employer brand was important; however, this is significantly below the importance attached to attracting and retaining full-time employees.
Three Workforce Solutions to Reduce Costs of Contingent Healthcare Staffing
Throughout the nation, healthcare executives face crisis conditions in the growing shortages of healthcare practitioners, rising reimbursement and regulatory pressures, and an increasingly competitive marketplace. However, the percentage of contingent workers in the healthcare industry continues to grow.
Watch Dan White, President of Strategic Workforce Solutions of AMN Healthcare, and Eric Christenson, President of Vendor Management Solutions (VMS) of AMN Healthcare, discuss three healthcare workforce solutions that provide organizations with multiple benefits:
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