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 gig–working/contract labour in the UK and Europe (compared to the US)
1. Only 17% of contingent employees found jobs using mobile apps for on–demand 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 guaranteed–hours 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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