Recent Updates

Benefit of Counsel

21 November 2012

What’s the Right Form? Now is the time to assess background screening policies.

Straight Talk from the Customer

21 November 2012

Beating the Market: Client saves with rate benchmarking.

You Ask/We Answer

21 November 2012

When Should I Hire a Marketing Exec? Usually such executives are among the last to be added.

Practical Guide for Expanding your Contingent Workforce Programme into AsiaPac

20 November 2012

  • What do you need to consider before taking the plunge
  • For twleve major staffing markets
  • and three key categories

Evaluating CW Risk to Get Buy-in

14 November 2012

Many contingent workforce managers struggle with articulating risk and the related potential costs — the backbone of a business case — to stakeholders and the C-suite. Here are five areas that, once addressed, can win you that crucial buy-in.

Outsourcing Payroll: Taming a Risky Business

14 November 2012

Companies that use independent contractors are well aware of the associated risks. The costs of a misclassification determination alone are staggering. There are options available to companies to mitigate those risks, among them payroll outsourcing.

Post Election: Prepare for Healthcare Reform

14 November 2012

Last week’s election cleared the way for the Affordable Care Act, also known as healthcare reform. That means contingent workforce buyers could see costs rise as future provisions of the healthcare reform take affect such as the employer mandate set for 2014.

Rapid Deployment or Deploy Rapidly?

14 November 2012

When you need to deploy a VMS in a shorter-than-usual time frame, you can’t just condense the schedule, writes Fieldglass’ Chuck Baren in The Staffing Stream

New Ordinance Restricts Criminal Records Checks

14 November 2012

A new ordinance goes into effect next week in Newark, N.J., that will broadly restrict certain employers’ use of criminal records for employment purposes. 

Oregon Decision Highlights IC Classification Dilemmas

14 November 2012

States' tests to determine independent contractor/employee status can vary from that of the IRS. A recent decision in Oregon highlights the fact that its test is even more stringent than most.