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Contingent Workforce Management for Fortune 500/1000 Companies
Contingent Workforce Management for Small and Medium Business
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STAFFLOGIX empowers you to radically simplify, improve and measure your workforce acquisition lifecycle. EVANCE™ automates, tracks and reports on the entire hiring process. Beyond an applicant tracking system, this web-based recruiting system highlights cost savings and hiring metrics, helping you make more informed strategic workforce management decisions.

Sourcing, recruiting, attracting, placing and retaining the right mix of salaried, hourly or contingent workers is mission-critical. Effective and timely deployment of those resources to meet your company's staffing needs will yield significant returns in productivity—especially in unpredictable economic times.

By providing you with the right structure, STAFFLOGIX allows you the flexibility and technology you need to manage your entire vendor related activities while automating and streamlining your Human Capital management initiatives through our expertise and technology.

Now that's... The Power of a Flexible Workforce.


Contingent Workforce Management for Fortune 500/1000

Contingent workers—such as temporary employees, project consultants, contractors, seasonal workers, freelancers, and other non-core employees—now represent 30% of the entire U.S. labor force, according to the Advisory Council of the U.S. Department of Labor. The number of contingent workers employed in the U.S. is predicted to quadruple over the next 10 years. (Advisory Council, U.S. Department of Labor)

Hiring employees on a contingent basis is emerging as an increasingly commonplace practice for today's Fortune 500 and Fortune 1000 companies. To be competitive in the market, these cost-conscious companies are striving to improve workplace productivity and profitability, while minimizing costs and overhead. Particularly in light of the significant budget cuts and layoffs which have taken place over the past few years, contingent employment has become an integral part of companies' overall business strategy.

Companies that hire employees on a contingent basis enjoy the freedom and flexibility of using staff resources as needed, versus investing in employees on a permanent, full-time basis. Many employees also enjoy this flexibility—such as individuals with other personal or professional pursuits, those who want a bridge to a permanent job placement, or others who want to embark upon a new career path—without making a long-term commitment to the employer.

Other key business advantages of contingent employment include the ability to reduce employee overhead, increase workplace productivity and fully leverage the use of finite resources, such as staff, office space, supplies, equipment, etc.

Every business' mission is finding the best ways to reduce costs, increase productivity, and stay competitive. Short-term, companies will save money by choosing to not provide their contingent staff with a competitive benefits program. But, long term, this can have seriously negative implications on the bottom line in terms of lost workplace productivity and morale, staffing of unskilled or untrained contingent employees and increased turnover rates.

A survey of 206 mid to large companies, by William M. Mercer, Inc., found that in businesses with a low turnover, 40% of respondents cited workplace satisfaction and healthy interpersonal relationships with their managers and peers as two primary reasons for staying on their current job. According to The Harvard Business Review, reducing employee turnover rates by just 5% reduces operational costs by 10% and improves productivity by a significant 65%.

Key advantages of outsourcing the benefits programs for contingent staff include:

Time and cost reductions: Outsourcing payroll and benefits administration significantly reduces the time, costs and back-office overhead involved with administering contingent employees' benefits and payroll in-house. This gives businesses the freedom to focus solely on the core, strategic areas of their business.

Risk reduction: Outsourcing payroll and benefits can significantly lower a company's risk and liability of handling these functions in-house - such as worker's compensation and general liability claims.

Expanded benefits for employees: By outsourcing the payroll and benefits administration functions, businesses can offer their contingent workers better and more extensive benefits than otherwise possible. This gives them more leverage for recruiting and retaining the most qualified and skilled employees for the job.


Contingent Workforce Management For SME's

It is no small oversight, according to the U.S. Small Business Administration that over half of the private workforce in the U.S. works for small companies. SME's (Small and Medium Enterprise), which the Human Capital Institute defines as firms from 100 to 3,000 people, face different challenges from very large firms and that is what drives the need for our offering.

The cost savings regarding human capital spend and the benefits of a streamlined automated workflow process for the "Sourcing and Acquisition" of a Contingent Workforce is extremely important for SME's and in some cases more important than in larger firms. Although SME's face some constraints that are not an issue in larger firms dealing with a lack of specialized expertise, they have powerful advantages such as dealing with talent on a one-on-one and on a case-by-case basis.

Through the use of EVANCE™, SME's can now have access to a sophisticated customized Vendor Management Systems without implementing applications designed primarily for Fortune 500 companies.

In order to accommodate the small-and medium-sized enterprise business, STAFFLOGIX has created an initiative to act as your company's private VMS (Vendor Management System). This SME market has been neglected by the larger VMS providers, as the SME's manage smaller contingent labor spend and require simple, individualized attention, which is where STAFFLOGIX can be of service.