2021: Our Top Articles

Workspend has had a busy 2021. As leaders in contingent workforce management, we’ve been working with customers to adapt their workforce strategies to fit with the changing methods of work. To celebrate our successes in 2021, we’ve put together a list of our top 4...

How talent data insights can sharpen your competitive edge

Data insights are on track to transform the talent industry in 2022. How do recruiters make use of data insights for competitive advantage?

Taking diversity seriously: Why should organizations prioritize diversity and inclusion in their workforce strategy?

We’ve talked a lot about diversity in the past. But what we’ve neglected to do is explain why organizations should prioritize D&I in their workforce strategy. In this article, Chloe Mumford explains what it takes to be a progressive employer in the new era of...

Less than 1 in 5 of the top 50 companies in the Fortune 500 has a webpage for Diversity and Inclusion. But is that the end of the story?

We researched the top 50 of the Fortune 500 to analyze if they are managing to turn their diversity ambitions into actions—and, if so, how.

Why DEI Technology Matters For The Contingent Workforce

DEI efforts strive to bring gender and ethnic parity to the workforce. In this article published on Forbes, Sameer Penakalapati states how DEI Technology is here to help. Please note: The insights provided in this section are commonly republished from third-party...

The Future Of Work: A Case For Women Pursuing STEM – OpEd

What is the future of work from a gendered lens? In this article Himanshi Bahl published on Eurasia Review discusses the gender gap in STEM.Please note: The insights provided in this section are commonly republished from third-party sources. Articles are the exclusive...

Why Listening Is Key as Companies Prepare for the Future of Work

This article by Patrick Cournoyer published by Training Magazine presents the importance of understanding and prioritizing workers.Please note: The insights provided in this section are commonly republished from third-party sources. Articles are the exclusive opinions...

Talent at war

There is an ongoing war in the talent industry between firms that want their workers back in the office, and workers who don’t wish to comply.

Top 3 articles this quarter

It’s been a busy period for Workspend and with the end of 2021 coming into view we wanted to share our hottest articles from the last quarter. Topics cover diversity in the workforce, the future of workforce management and talent management strategy. Click the links...

Women In Charge

Statistics reveal a rise in women taking up leadership positions. What is causing more women to become entrepreneurs?

Latest Articles

MSP 2.0: Revisiting Contingent Workforce Sourcing Post COVID-19

As things settle down and all of us start adjusting to the ‘new’ normal, HR and Talent Acquisition Metrics will now need to be reconsidered. Find out how the Managed Service Provisioning to source Contingent Workforce is changing. 

Rempathy = Remote + Empathy

The Workspend Managed Service Provider (MSP) program approach is continuously improving.  While it’s been around for years, many organizations have still yet to install control and governance across their contingent workforce supply chain.  Discover how we bring more value to clients at Workspend.

Workspend Advisory Services (WAS) Implementation

.A traditional managed service provider’s (MSP) implementation plan begins with the review of a client’s existing workflows to uncover opportunities for process improvements and ends with a list of future-state requirements.  Learn about how an MSP implementation works

Workspend’s Strategic Center of Operational Excellence (SCOE)

To bring a competitive value-add to its clients, Workspend’s Strategic Center of Operational Excellence (SCOE) houses a program office, project managers, consultants, operational experts, technologists, and data science personnel, all focused on contingent workforce management. Explore how it works…

 Workspend’s Design Thinking Service Delivery Model

A traditional managed service provider (MSP) solution’s plan begins with analyzing the prevailing business constraints in a talent supply chain and then addresses the standard set of program issues using a well-worn solutions playbook.  But this can lead to a ‘one size fits all’ approach.  Find out how we tailor solutions to fit your needs at Workspend

COVID-19 is Re-Shaping Talent Markets

COVID-19 has changed the world of work forever. Is your talent acquisition approach ready for the inevitable drop in employment demand, followed by a huge upsurge in demand for contingent talent? Find out how you can secure the top talent for your business by being an early bird while the talent you need is still available and highly affordable.

Facts on the adoption of gigworking/contract labour in the UK and Europe (compared to the US)

1. Only 17% of contingent employees found jobs using mobile apps for ondemand jobs. (Financesonline)

2. Women earn an average of 10% less than men in the gig economy. (Standout-cv)

3. For most, 71.5%, gig work makes up less than half of their income. (Standout-cv)

4. 7.25 million people are likely to work in the gig economy in 2022. (Standout-cv)

5. 30% of companies directly source contingent workers. Within the next two years this is expected to increase to 49%.(Cxcglobal)

6. “32% of organizations are replacing full-time employees with contingent workers as a cost-saving measure,” says Brian Kropp, Distinguished Vice President, Gartner. (Gohyer)

7. In 2021 there were around 860 thousand people on zero hours contracts in the United Kingdom, compared with 978 thousand in 2020. (Statista)

8. the majority of workers on zero hour contracts (66%) would prefer to work on a guaranteedhours contract. (Fullfact)

9. Of the 1.48 million temporary employees during the period ended June 2020, approximately 375,680 were temporary because they could not find a permanent job; 401,060 did not want a permanent job; 124,008 had a contract with a period of training, and 587,990 cited other reasons. (Staffingindustry)

10. Of the 1.48 million temporary employees during the period, 691,545 were men while 797,195 were women (Staffingindustry)

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