Stephen Clancy possesses over 25 years of experience in the HR and Business Process Outsourcing (BPO) services marketplace as a market research analyst, marketing consultant, industry speaker, writer and developer of BPO solution partnerships. Before joining Staffing Industry Analysts, he held executive roles at SourceRight Solutions, the workforce solutions division of SFN Group. As Vice President at SourceRight Solutions, Clancy developed and sold business process outsourcing solutions (RPO & MSP) to Fortune 1000 companies. He developed multi-million dollar outsourcing engagements with leading industry organizations such as Verizon, Grainger, Citrix and Kodak. These workforce solutions delivered multifaceted enhancements for these organizations over three to five year contract periods. Before joining SourceRight, Clancy was a member of Gartner’s Worldwide IT Services Group as a principal analyst and research program director with a focus on outsourcing, alternative channel support and IT services. Clancy holds a B.S. in Finance from the University of Massachusetts, North Dartmouth and a Black Belt and Master Certificate in Six Sigma from the University of Villanova. Clancy is a past Member of the Southeastern Massachusetts University Board of Trustees.
3 December 2014
Even if your program’s contractual metrics seem to be on track, there may be gaps or company policies that are holding your program back. An independent audit can reveal those issues.
19 November 2014
Recruitment process outsourcing is many things to many organizations, leading to a murky marketplace. Here’s how it should be defined and what it should include.
29 October 2014
The time may have come when the contingent workforce industry should downgrade or even eliminate the adjectives “temp” and “temporary” from the daily business lexicon.
1 October 2014
Several contingent workers are injured in a workplace incident. Should the company’s lawyers argue that there is no co-employer relationship in place?
17 September 2014
Today's CW managers are looking at new requirements that go beyond the original program priorities of five to 10 years ago.
20 August 2014
Is it time to extend talent management support to one’s contingent workforce?
6 August 2014
With supplier performance data available constantly, a quarterly supplier performance review should become a more strategic planning session.
23 July 2014
A stronger employment market means suppliers can now be choosier about their clients. Can your program compete for the best suppliers and top talent?
2 July 2014
Your recruiters spend valuable time and effort vetting many candidates when only one ultimately can be hired. Where do all those other potential vetted workers go?
18 June 2014
Planning for the unexpected is an important element of the contingent workforce (CW) program management practice. Here are some key elements you need to control.