As advanced technological tools roll out with increasing speed, so do a business’ needs for the people who can deploy them.
With that growing dependence on temporary employees, costs can easily spiral out of control if the extended workforce program is unmanaged or haphazard. Bogan says a mature strategy includes data-driven, cost-saving attributes, which she groups into four key categories., which zeroes in on the best rates in specific markets and locations around the globe.
But simply bringing on talent isn’t enough; retention is key. A mature contingent workforce program in this battle for talent, which targets candidates with the right skills, rates and backgrounds through artificial intelligence and advanced data tools., which streamline and bolster onboarding, invoicing and other employee experiences.that help assess workers’ skills and identify opportunities for upskilling, reskilling, redeployment or full-time employment as they gain experience.
That could include finding AI experts with the deployment of new mission-critical tools, building budget-friendly teams amid cost-cutting moves, or“It’s not just a contingent worker experience that we’re considering, it’s full visibility throughout the organization, including process oversight,” Bogan says. “The more visibility you have around that and the data that comes with it, the more informed decisions you can make when implementing an integrated talent strategy.
The good news is that each step toward a mature program will drive incremental benefits. And the quickest path to a fully evolved program begins when leaders map out their vision for their workforce, targeting short-term and long-term goals, Bogan says. It also must include engagement and support for the program across every business and corporate function.
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