A Master Vendor Program (MVP) and a Managed Services Program (MSP) are contingent workforce management programs with different approaches and objectives. An MVP focuses on consolidating your contingent workforce management through a single vendor, while an MSP aims to optimize workforce management across multiple vendors. The choice between these programs depends on your company’s specific needs, preferences, and the complexity of your contingent workforce requirements. What is an MVP solution? A Master Vendor Program is a contingent workforce management solution where a single vendor acts as ..read more

Economic forecasts show that the odds of a recession are 64 percent. However, this recession is expected to differ from the ones experienced in 2001 and 2008 in that it could be quieter, slower, and longer, making flexibility in talent strategy even more critical. Organizations in all industries are searching for ways to maximize their workforce efficiency while managing costs without overloading their employees. Projects and goals must be assessed and prioritized to ensure your company has the workforce necessary to maintain critical business operations to fuel growth. By 2027, it’s predicted ..read more

Finding the right person for a role is not easy in an employer-driven market and much more challenging in the tight candidate-driven labor market we are currently experiencing. What happens when you need to fill hundreds or thousands of positions in a short period of time? High-volume recruitment—or mass hiring—is utilized when an organization must recruit a large number of candidates to fill a higher-than-average number of positions in a short period due to increased demand and/or high employee turnover. Need for high-volume recruiting A study by HCM research, Aptitude Research, and  ..read more

Temporary staffing has historically been a widely utilized hiring solution for organizations of all shapes and sizes. Due to tight labor market conditions pervasive throughout the United States, companies are having a hard time finding talent to service the needs of their business. Instead of relying solely on full-time employees, has your organization considered utilizing temporary workers to scale your workforce? If your company is looking for qualified talent to help handle an uptick in hiring demand, here are five reasons why temporary staffing services are a viable solution for your recru ..read more

There are many reasons why it makes sense to bring on temporary labor.  Companies can “try out” temporary employees before making direct offers, on-board strong talent for short-term projects, reduce costs associated with benefits and HR administration, etc.  Still, there are risks associated with contract labor use:  namely, co-employment risks. We’ve all heard the phrase “co-employment risk” and many companies seem to throw it around to add clout to the value of their solutions.  But to really get our hands around the issue, we must define the widely-used term.  What ..read more

For many organizations, the misalignment of talent and business strategies can be a significant hindrance to achieving workforce objectives. While some companies maintain an internal HR department dedicated to discovering qualified candidates, others cannot afford these talent acquisition resources. Rather than devoting superfluous amounts of time, money, and manpower to accomplishing these talent-related tasks, why not consider outsourcing them altogether? Acara’s Managing Director Peter Petrella recently discussed this idea in a virtual webinar event. Joined by tax experts from Tronconi Sega ..read more

As advanced manufacturing has played a critical role in the economic vitality of our nation, talent acquisition strategies are top-of-mind for organizations when cultivating success and staying ahead of their competition. Many companies within this space are racing to transition to more advanced automation and energy-efficient technologies while incorporating sophisticated skillsets into each job description. In addition to the growing demand for talent, about 25% of today’s workforce is aged 55 or older. This puts additional pressure on companies to prioritize succession planning by finding p ..read more

For many HR, TA, and indirect procurement professionals, managing the day-to-day operations of a robust contingent labor program can be quite a chore. While many companies spend hundreds of hours in sourcing and recruiting premier talent, temporary labor programs are also responsible for completing onboarding/offboarding tasks, maintaining compliance, and ensuring invoicing accuracy, among other assignments. It’s clear that overseeing these contingent initiatives can prove to be an incredibly time-consuming and exhausting process. If your team is overwhelmed by these growing workforce responsi ..read more

Over the past several months, our patience and resolve have been tested like never before. Many have struggled to remain positive while doubt and uncertainty continue to overshadow our everyday lives. And as the second wave of the pandemic is officially upon us, it is evident that our nation will be again be challenged in the weeks ahead. Tell Us About Your Contingent Staffing Needs Yet despite the ongoing damages caused by COVID-19, I was surprised to learn that job candidates remain optimistic about the future of work. In a recent study conducted by the American Staffing Association, eight i ..read more

By Josh Coquillard, Account Executive It’s no secret that contract labor has been thrust into the spotlight since the outbreak of COVID-19. Not only has the gig economy boomed, but talent flexibility has proven to be a “must-have” for many organizations around the world. The ability to ramp-up or pare-down the size of your workforce dependent on hiring ebbs and flows presents a valuable premise, one that has proven to be appealing to business leaders looking to drive leaner and more efficient operations. Despite the attention that contract labor has been receiving in recent months, many people ..read more