66
Projected age of retirement
for current workers.


"facticious"
Data that is false or fabricated.

gold
The best data scientists turn
distilled information into pure gold.

butter
Too much churn and
companies lose the cream.

guatemala
Guatemala has the largest CW
compared to population in Americas.

1 in 3
# of working Americans in
the contingent workforce.


"jobsolete"
As some jobs become out of date,
others emerge.

rope
In a conformity string, we call attributes
that impact cost and availability of
qualified job candidates "pieces of work".

2%
Projected growth office/clerical
staffing 2013.

44%
Companies implementing proper
measures during offboarding.

singapore
Singapore was world's top CW
productivity market 2014.

male
Data Scientist: the most wanted
job by employers on LinkedIn
in 2014.

belgium
Belgium has the highest tax burden in EU.

247:10k
Ratio of robots to employees in Korea,
highest level in the world.

36%
Employers who find paying
freelancers cumbersome.

stars
The big star in our universe is Data Centauri.

40
% of American workforce projected
to be freelance by 2020.

crystalball
Predictive analysis is only as
insightful as the analysts.

sugar2
Data should never be sugar coded.

bow
A good strategy stretches without
changing its basic shape.

19.6wks
Average length of unemployment
of managerial candidates.

17m
# of workers with tenuous
ties to employers.

37
% of senior HR officers identifying
talent management as top HR issue.

questions


To find answers, we formulate questions.
Then question the questions.

< 20
% of private sector workers receiving
employer sponsored health insurance
by 2025.

16%
CW population at average
large company.

france
France has the highest
tax burden in EMEA.

70
% of Fortune 100 who’ve
implemented a VMS.

-1.5m
Shortage of US managers able to
analyze big data and make decisions
based on findings.

£2.6b
Amount NHS spends on
temp staffing.

shamrock
Independent contractors can
be reclassified by Irish courts.

Staffing Industry Analysts | CWS 3.0: December 16, 2015

by Cara Kresge

"I was referred to someone with an excellent skill set who says they are an independent contractor, but my internal stakeholders disagree and now I can’t on-board them. Should I call a staffing agency? Do I create a deliverable-based statement of work? Where do I go for direction?”

If you’ve ever been in a situation like this, and like most clients we’ve worked with, decided to overlook cost or risk in favor of the path of least resistance, this article is for you.

Worker classification doesn’t have to be arduous, but it does need to be explicit. Many companies have failed to create clear policy and reliable classification decision tools. Meanwhile, in assisting several Fortune 500 clients develop a classification matrix, we’ve seen an average of 20% of misclassified workers per client, resulting anywhere from $20 million to $50 million in contingent spend overages. Add to that the high cost of a confusing process and/or potential ramifications of misclassification lawsuits and there is major financial benefit to implementing a well-defined classification structure.

Managed service providers have recently introduced a new role called the talent advisor, someone to act as a strategic advisor to the client and individual hiring managers. In theory, the talent advisor helps determine what type of labor is required for a given opening and then how the worker is ultimately classified. However, unless the MSP has hired a resource with deep understanding of worker classification and who also has influence over a client’s policy, the value of this role may fall short of expectations.

While the industry waits to make a final determination on the usefulness of the talent advisor role, companies are scrambling to put a decision framework in place. Here are a few key steps to creating a classification decision framework, with or without the help of an MSP:

  • Define each worker type including employee, contingent worker, temporary/agency worker, independent contractor (IC), SOW-based services and outsourced services.
  • Identify sub-categories of labor such as freelancers, part-time, on/offshore, on/off site domestic and day-rate resources.
  • Review contingent job titles and suppliers for cross pollination. Overlapping titles and suppliers are key indicators in misclassification.
  • Determine drivers for current-state hiring decisions, including culture, policy, process and contract evaluation before designing future state.
  • Update policy and guidelines to support classification.
  • Design decision tool, either automated or manual.
  • Develop communication and change management plan.

By coupling the above steps with a thorough evaluation of contingent hiring behaviors, companies can reduce risk and save a lot of time and money. No one would say that worker classification is the simplest strategy to develop and implement, but it can by far be one of the most meaningful initiatives a contingent workforce management program undertakes.

View on the Staffing Industry Analysts website