Does Your Workforce Management System Carry an Expiration Date?

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The way you manage your workforce may have a far shorter shelf life than you realize, as the nature of work and the workforce itself undergo what could become a tectonic shift in the labor market. As a growing number of workers move from traditional to transitional employment, high-volume employers, especially those who depend on shift-based operations, must have the agility (and the patience) to manage a revolving door workforce. This typically involves a myriad of staffing partners, each with its own unique onboarding protocols, timekeeping systems, and payroll procedures. Beyond the multiple headaches required to keep them all functioning in sync is a need to ensure compliance with complex regulations that represent a substantial risk to any high-volume employer. Before your system or your patience implodes, you need solutions built for the heavy lifting of this new emerging employment landscape. What are your options?

The Shift from Traditional to Transitional Employment

There was a time when many people worked at a single job for a single employer their entire lives. The Bureau of Labor Statistics says it’s more likely that an individual will hold a dozen or more jobs in a lifetime. For some today, that number is far higher, especially after the pandemic made many people realize their desire for greater fulfillment and flexibility at work could only be achieved by redefining the way they work. This has led to employment configurations outside the traditional 40-hour work week with a single employer. It could mean a job that lasts a few months, weeks, or even days, with the employee in control of when and where they work. In the new world of gigs and tasks, employment can translate to a mashup of random spans of hours or days. The numbers of workers are not only willing but sometimes eager to accept jobs that in the past might have been considered part-time or casual employment is multiplying. So too are the headaches that accompany this trend for the ultimate consumer of all this labor: you.

The Challenges of Managing a More Flexible Labor Pool

Whether you are a manufacturer, a logistics specialist, or even a bustling hospital system, your first priority is to fully staff every shift in a 24x7 environment. Call centers and hospitality businesses have similar requirements. You need people on the job, ready to work, and you need them fast. That means partnering with multiple third parties to source talent. It also means juggling multiple entry points and multiple employment processes, unique to each staffing partner. Managing all the processes related to this new blended workforce, from sourcing to onboarding to payroll, in an incredibly condensed time frame at an incredibly accelerated pace is complicated.

If you work with 10 different staffing partners, you likely have 10 different vetting processes, 10 different partnering styles, 10 different timekeeping systems, 10 different rate structures, 10 different reporting formats, and 10 of everything to contend with. With more than 11 million unfilled jobs in the U.S., it’s conceivable that you could be working with double the number of staffing suppliers or even triple. It all contributes to new challenges for a high-volume, shift-based employer.

● Do staffing partner systems overlap each other?
● Do your workforce management processes resemble the nest of wires behind an entertainment center or under a workstation?
● Do you spend more time interacting with staffing suppliers than interacting with your workforce?
● Do you need to hire more people just to help you manage the inflow and outflow of workers from all your staffing suppliers?

There has to be a better way to staff your business, without all these process headaches. What if you could establish universal standards for all staffing partners to follow, rather than trying to manage multiple staffing systems?

Controlling Vendors vs. Partnering with Vendors

An ideal contingent workforce management solution should work for both you and your staffing partners. A single platform that accommodates all staffing partners would allow you to simplify and standardize all the individual tasks involved in putting people to work. It would also provide a single source of truth for all contingent staffing activities:

● Multi-supplier order routing and management
● Order fulfillment tracking and management
● Supplier performance reporting
● Universal timekeeping and compliance management
● Consolidated reporting and invoicing

If you could find a solution that takes away the distractions and gives you more time to work with your talent sources, together you could accelerate the time it takes to put people to work. You could also increase the quantity, quality, and reliability of your contingent workers, achieving 100% fill rates for every shift. Perhaps most important, a solution like this would free you to focus more on the actual work your contingent staff does, rather than on managing the staffing process.

If you’d like to simplify and streamline the way you deploy contingent staff, start with a closer look at our universal job order and timekeeping management platform and request a demo today!

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