Corporate Blog

The Beginner’s Guide to MSP and VMS Infographic

Handling a large scale flexible workforce can be challenging for even the most seasoned HR teams, especially with an increased focus on compliance and government regulations. This makes running a flexible workforce sometimes an inflexible position, and can create administrative logjams.

However, burdens create innovations, and best-in-class organizations have been taking advantage of Managed Service Programs and Vendor Management Systems to alleviate the burden, streamline processes, and boost efficiencies for some time.

This infographic displays what an MSP and VMS do, and how much time and money a strategic MSP and VMS partner can save your organization.

To download a copy click here.

VMS-Infographic-Outlined

VMS-Infographic-Outlined

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HR and Recruiting Blogs to Follow

10 Recruiting and HR Resources You Should Be Reading

Everything today is at your fingertips, but sometimes that amount of information in one place can create a vacuum devoid of the quality content that you seek.

That’s why we’ve assembled a starting point to help you build from. Below is a collection of sites we have bookmarked for ourselves.

ERE

With roots as a platform for recruiters to connect and share information, ERE has become one of the best sites to keep up on trends and insights from other recruiters in the industry.

Not only is it a great peer-to-peer site, but it is also one of the best places on the web that covers survey data released in the industry. And their analysis isn’t run-of-the-mill. They are going to tell you how it affects you directly, and how you can step up to the challenge.

 

Fistful of Talent

Fistful of talented is helmed by Kris Dunn, and focuses on the parts of HR and recruitment that aren’t filled with jargon and yawns. The ensemble cast of bloggers and guests provide a break from the norm, and use wit to analyze HR and recruitment practices.

Harvard Business Review

If the name Harvard is involved, it generally has the quality element covered, and the HBR is no exception. This blog should top any manager’s list of must-reads.

With national and international contributors ranging from HBR editors to business leaders to university professors, the blog covers a wide variety of topics every month…organizational trends and advice, and the bigger picture elements that focus on leadership and strategy.

 

Snark Attack AKA Matt Charney

The title says it all. Charney is an unabashed user of snide remarks, witticisms, and stories of the HR industry. Charney’s commentary tackles a broad range of issues from employer branding and culture to compliance and legal issues.

LinkedIn Pulse

If you’re a recruiter, or anyone in the business world, you’re on LinkedIn. LinkedIn knows you, and therefore knows what you want to read based on your profession and what is trending within that microcosm. Take advantage of it, as some of the biggest thought influencers post quality content in your space frequently.

Undercover Recruiter

This blog has less of a pure recruiting and HR focus, and blends jobseeker-specific content with tips for recruiters and hiring managers. Overall, it gives a good perspective into both sides of the current employer/employee market.

Indeed Blog

As home to the biggest database of jobseeker information, Indeed’s blog comes packed with data-driven pieces that are chock-full of useful tips for recruiters and hiring managers. From dissecting the perfect job posting to talent attraction, this site has some of the best educational and actionable content available to the world of recruitment.

Recruiter.com

Another blog with a title that says it all. If you’re a recruiter, this is a no-brainer blog to read and to follow. They cover day-to-day tips from prescreening and onboarding to candidate experience.

Staffing Talk

Staffing Talk is a good place to get a daily dose of staffing information. This site delves into some of the finer niches of recruitment and staffing, while also lending service to the legal and regulatory considerations. Although their articles are a little one-sided, Staffing Talk provides a good content funnel for your daily needs.

Hr-Blog-Banner

The Evil HR Lady

This blog features a solid and likeable approach to its writing.  The Evil HR Lady shares stories from the trenches in a fun and easy-to-read manner.

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The Top 10 HR and Recruiting Blogs You Need to Follow

Hr-Blog-Banner

10 Recruiting and HR Resources You Should Be Reading

Everything today is at your fingertips, but sometimes that amount of information in one place can create a vacuum devoid of the quality content that you seek.

That’s why we’ve assembled a starting point to help you build from. Below is a collection of sites we have bookmarked for ourselves.

ERE

With roots as a platform for recruiters to connect and share information, ERE has become one of the best sites to keep up on trends and insights from other recruiters in the industry.

Not only is it a great peer-to-peer site, but it is also one of the best places on the web that covers survey data released in the industry. And their analysis isn’t run-of-the-mill. They are going to tell you how it affects you directly, and how you can step up to the challenge.

Fistful of Talent

Fistful of talented is helmed by Kris Dunn, and focuses on the parts of HR and recruitment that aren’t filled with jargon and yawns. The ensemble cast of bloggers and guests provide a break from the norm, and use wit to analyze HR and recruitment practices.

Harvard Business Review

If the name Harvard is involved, it generally has the quality element covered, and the HBR is no exception. This blog should top any manager’s list of must-reads.

With national and international contributors ranging from HBR editors to business leaders to university professors, the blog covers a wide variety of topics every month…organizational trends and advice, and the bigger picture elements that focus on leadership and strategy.

Snark Attack AKA Matt Charney

The title says it all. Charney is an unabashed user of snide remarks, witticisms, and stories of the HR industry. Charney’s commentary tackles a broad range of issues from employer branding and culture to compliance and legal issues.

LinkedIn Pulse

If you’re a recruiter, or anyone in the business world, you’re on LinkedIn. LinkedIn knows you, and therefore knows what you want to read based on your profession and what is trending within that microcosm. Take advantage of it, as some of the biggest thought influencers post quality content in your space frequently.

Undercover Recruiter

This blog has less of a pure recruiting and HR focus, and blends jobseeker-specific content with tips for recruiters and hiring managers. Overall, it gives a good perspective into both sides of the current employer/employee market.

Indeed Blog

As home to the biggest database of jobseeker information, Indeed’s blog comes packed with data-driven pieces that are chock-full of useful tips for recruiters and hiring managers. From dissecting the perfect job posting to talent attraction, this site has some of the best educational and actionable content available to the world of recruitment.

Recruiter.com

Another blog with a title that says it all. If you’re a recruiter, this is a no-brainer blog to read and to follow. They cover day-to-day tips from prescreening and onboarding to candidate experience.

Staffing Talk

Staffing Talk is a good place to get a daily dose of staffing information. This site delves into some of the finer niches of recruitment and staffing, while also lending service to the legal and regulatory considerations. Although their articles are a little one-sided, Staffing Talk provides a good content funnel for your daily needs.

The Evil HR Lady

This blog features a solid and likeable approach to its writing.  The Evil HR Lady shares stories from the trenches in a fun and easy-to-read manner.

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CC post

The economy had a pretty good month–and by pretty good–we mean to say that it had its best month since 2009. Economists have been waiting for wages to increase for what seems like forever, and they finally showed signs of growth as average earnings grew nine cents in October, which brings the yearly average up by 2.5 percent over the past year. But, lets stop there. Check out the graphic below for all the fine visual details.

To download your own copy click here.

 

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The Benefits of Independent Contractor Compliance

Iccp-BANNER

There is a lot said in the staffing industry about independent contractor compliance, and one of the most cited emotions that companies use to induce action regarding compliance is fear. While it is reasonable to fear an IRS audit, it is better to have the processes in place to ensure all of your resources are categorized correctly.

In a recent decision by the Court of Appeals in California, the Court concluded that an employer within a supply chain may be liable if they had knowledge of the misclassification of workers, even if they were not the employer who made the determination. This means that if an employer partnered with a supplier who misclassified one of their contingent workers, then the employer is liable for their supplier’s mistake.

These risks and possible pitfalls could be happening to any company that engages suppliers in a business relationship without the proper processes in place.

While there are certainly risks involved in employing independent contractors, successful business operators know that there are solutions to internal problems that expose companies to these risks.
This is why independent contractor compliance programs have been growing rapidly, as companies have found the value in maintaining highly flexible workforces. Creating a program that enables your contingent workforce to run efficiently and seamlessly within existing HR plans not only creates cost savings, but increases efficiency.

What are some of the benefits of independent contractor compliance programs?

Compliance
Whether it’s misclassification, insufficient insurance, or rogue suppliers, staying compliant is critical when facing governmental audits by the IRS. Each year the IRS loses billions in revenue from unpaid taxes as a result of misclassification. In recent years, they have stepped up their efforts to recoup these losses by auditing your business’ books. Through an IC compliance program, the compliance risks and penalties associated with improper classification can be avoided through partnership with a company that specializes in classifying and engaging ICs. Studies have shown that companies who deploy IC programs achieve a 56% higher rate of compliance.

Productivity Management
Eliminating time-consuming processes can significantly boost a company’s productivity and, with an IC program, that is no different.
Through automated technologies used to manage ICs, a lot of the administrative duties that are associated with engaging ICs have been eliminated. Thus, key stakeholders have more time to devote to critical projects and day-to-day duties.

Cost Savings
By eliminating administrative burdens and liabilities, companies experience heightened cost savings—money that they would otherwise have been spent on overhead.

Visibility
Providing the ability to manage rates and analyze IC-related expenditures, an IC program gives its stakeholders visibility into the expenses, profitability and contract length, while also offering an avenue for seamless re-engagement.

Want to learn more about mitigating risk and increasing productivity? Click here for our latest presentation, “Three Best-in-class Workforce Strategies.”

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RPO Narrows the Skills Gap

RPO-Banner

While hiring managers have begun to see it, many haven’t yet…a market once flush with candidates and deep streams of talent is drying up.  The economy is on the better side of recovery, and much of the highly-skilled talent has already been snapped up.

Today, this skills gap is cited as one of the major obstacles to achieving business objectives for many HR leaders, as they now have to adapt to the post-recession landscape.

Not too long ago, a simple job posting to a career site would attract droves of candidates, allowing HR to selectively plod along in the hiring process—sometimes it would take months before the offer was made. Nevertheless, candidates always seemed to stay on the line. This high level of interest in a small amount of work allowed hiring managers to offer compensation packages that were not always the most competitive. But back then, it didn’t matter.

Fast forward to today.  The talent pools are drying up fast. Many hiring managers are in need of talent on-demand, but are still operating under the guidance of recession-era data. Organizations are ignoring or missing current supply and demand figures and, ultimately, losing out.

Many forward-thinking companies are now accessing talent to fuel growth without slowing down day-to-day operations.  How?  One way is recruitment process outsourcing (RPO).

RPO is a proactive approach that diminishes the workload of already-burdened HR managers by partnering with a provider who has ready-access to candidate pipelines. These providers also have access to a wide array of data analytics to assess the current market and offer competitive benefits.  All of this adds up to the rapid onboarding of candidates…before someone else does.

According to Aberdeen Group research, RPO has many quantified benefits, including:

  • 90% retention of first-year employees
  • 8% improvement in hiring manager satisfaction
  • 6% average in cost reductions
  • 10% improvement in time-to-hire

In the end, there are a lot of strategies for HR leaders, but in the current candidate-driven job market, RPO is among the fastest growing. Year-over-year, RPO usage is expected to grow an average of 15.4%.  HR’s workload isn’t decreasing, but the talent supply is. Thus, RPO is on the rise.

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Superior Named to Largest U.S. Staffing Firms

Largest-Staffing-Firm-2015

Superior Group has been named by Staffing Industry Analysts on their list of 2014 Largest Staffing and Talent Engagement Firms with revenues over $100 million in the United States. Superior has been ranked the 32nd largest provider in the U.S.

The 124 firms on the list generated $74.1 billion in U.S. staffing and talent engagement revenue, which comprised 54.5 percent of the total market.

Talent engagement revenue is defined as Professional Employer Organization (PEO) net revenue, Recruitment Process Outsourcing (RPO) revenue, Payrolling net revenue, online staffing revenue and Managed Service Provider (MSP) fee revenue.

“The 124 firms that qualified for this year’s report represents the highest number since the boom year of 2000 when 128 firms met the threshold,” said Timothy Landhuis, Senior Research Analyst for Staffing Industry Analysts. “Both the large number of firms, as well as the $74.1 billion of revenue, underscore the record level of demand for staffing and talent engagement services in the U.S. economy.”

Another thing noted is that competition has never been higher, as no firm on the list holds more than a 6% share, and the majority of staffing firms have less than .2%.

The key takeaway from this report is that the U.S. staffing market remains a highly competitive landscape, and the competition to find and deploy the best talent has led to a variety of innovative and niche ways to recruit talent, and that the opportunity for growth is a prevalent trend in staffing. 

 To learn more about Superior Group, click here.

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June Jobs Report Overview

June showed strong signs of jobs growth by adding 221,000 jobs, but not as strong as last month's report which saw 280,000 added. Additionally, the labor force participation rate went down 0.3% as more workers have ceased looking for a job, which could possibly be due to the lack of wage growth over the past several months. 

June-2015-Economy-Infographic

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May Economic Update

Lots of strong economic signs were reported by the Bureau of Labor Statistics (BLS) for last month, as their monthly jobs data was released in June. Below is an infographic highlighting some of the top trends in staffing, jobs, and unemployment.

Economy-Infographic

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4 Ways an MSP Boosts Efficiency

MSP-Banner
Let’s talk spend. Traditionally a concern of procurement teams, spend is a consideration that many people would not associate with HR.  But within today’s data-driven marketplace, it’s all numbers…all of the time. In procurement and HR, managers are increasingly pushed to provide the best contingent workforce outcomes at the lowest prices.  

It seems simple, but when compounding other HR compliance concerns atop opaque and bloated cost containment processes, the results often inhibit success.  And to make matters even worse, aggressively or otherwise ill-applied cost savings strategies can actually increase costs by increasing turnover rates and reducing the quality of the workforce and, ultimately, productivity. 

Signal the managed service program (MSP).

Contract labor MSPs can be an HR leader’s life raft in an ocean of rising and falling pay rates, supplier markup rates, and employment regulations. The reductions in complexity and administrative burdens alleviate challenges by creating a hub of highly visible and efficient processes that handle all elements of the lifecycle.  According to analysts, companies that employ MSPs experience—on average—a 44% increase in productivity over those that do not employ the programs.

What are the other perks of an MSP?

Cost savings – When it’s all about the numbers, an MSP’s proven track record of reducing costs comes into its own.  Reducing operating costs is often an MSP’s primary directive.  When the C-suite sees that costs have gone down while productivity is at an all-time high, this is counted as a win.

Compliance – A well-functioning MSP will ensure not only that you know who is on-site at your location, but also that they have passed the proper screenings.  More, the processes associated with approving time, expenses, assignment extensions and other contingent labor variables are often automated within an accompanying vendor management system (VMS), further bolstering compliance efforts.

Business intelligence – Nothing in the current business world sounds better to the C-suite than rich data analytics. An good MSP offers full visibility into spend, trends and performance data, enabling you and your MSP partner to analyze and track project milestones and supplier performance.

Culture control – Your company has a culture, and hiring managers spend a great deal of time focused on hiring employees that fit well within your organization. Seeing as many companies are comprised of 25% or more contingent workers, an MSP helps to make sure that the job is done right.

Workforces are only going to get bigger as the economy recovers, and with growth comes complexity—nowhere is this more evident than with contingent workforces. When partnered with an experienced MSP provider, HR and procurement can maximize the abilities of their contingent workforces and gain confidence from the C-suite…all while keeping a firm handle on the numbers. 

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