Jul 23

In early June, Senator Charles Schumer (D-NY) propose a fee, tariff and/or tax on every 800 number call place in the United States that is routed to a foreign country/off shored call center. Furthermore, his proposed law would require companies to alert the consumer that the call they have placed is being routed to another country and identify the country in which the call is being transferred.

“If we want to put a stop to the outsourcing of American jobs, then we need to provide incentives for American Companies to keep American jobs here,” Schumer was recently quoted in a recent AP article about the proposed transaction tax.

A lot of the buzz on this law is whether it is logical or not; how comprehensively it would be implemented; whether the intended effect of offshore call centers coming back onshore will actually occur or if the “fee” will just be passed on to consumers in the form of price increases. It seems opinion is divided across the political spectrum.

Regardless of one’s “red” or “blue” beliefs, this law may pass, or one similar down the road. Proactive planning needs to be considered with customers who offshore call/contact center/help desk business as to what action to take if/when a statute like this passes.

Clearly, there will be some increased level of staffing needed in the United States should this law pass; the labor arbitrage advantages and cost savings of off shoring will be diminished by the level of fee imposed and how companies have decided how to counter it. The effect may truly be the movement of offshore to onshore and recruitment and staffing efforts have to be prepare for that as quickly as a customer may want to flip that switch. Others have mentioned the use of a level 1 type contact center in the US, (live agent, internet chat or automation have all been mentioned) to resolve the call here first before they would move overseas to more skilled resources.

Dialogue is already happening within organizations that may be facing this call transaction fee. We have to make sure as a staffing provider and Managed Service Provider partner; we are part of those conversations and have solutions at the ready to what could be a fast changing landscape.

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Jul 23

As organizations are becoming more sophisticated in sourcing talent and demanding better results from their sourcing strategies, SourceRight Solutions is reinforcing their commitment to providing workforce management innovations by offering greater transparency on contingent workforce trends and providing an exclusive edge in a highly competitive environment. 

SourceRight, recently announced the launch of SourcingEdge, a proprietary candidate sourcing methodology that is designed to help talent acquisition outsourcing clients gain a competitive edge in identifying the best and brightest talent from active and passive candidate pools. The SourcingEdge Career Networking Hub provides clients with rich talent pools; gives candidate access to thousands of job opportunities; provides career resources to aid in career searches; among other advantages.

SourceRight has also launched SourceRight Advisor for talent acquisition programs, a workforce analytics and thought leadership solution that draws on the company’s experience, aggregate business information, knowledge and scale to help businesses develop better-informed strategies to optimize their services and workforce management spend.  SourceRight advisor will deliver specialized expertise and guidance including policy, compliance, change management, market intelligence and supplier relations.

The launch of SourcingEdge and SourceRight Advisor is the next phase of the company’s commitment to continuously revolutionizing recruitment strategies and services for today’s emerging workforce population.

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Jul 22

When looking at a Managed Service Program and its supplier base, the high importance level of a strong partnership between these two entities, as they support a common client, is both logical and critical.  So it is really critical to “Think Big Picture” beyond who is your MSP solution provider….you also have to understand the caliber of suppliers and the state of the actual supplier partnerships the MSP provider brings with them.

Many times, a supplier in one common client may be found in multiple client accounts of MSP providers. Occasionally, a top performing supplier with the ability to provide the quality talent a customer needs may only be found in one client.  MSP Supplier participation lists at customer locations typically have been “built” by absorbing the current supplier base already on the ground at a client. Unfortunately though, you can get some great suppliers included in a new MSP solution, you can also get some not so good. You can, and often do, get the good, the bad and the ugly.

But what if a MSP provider already knows all about the bad and the ugly supplier characters out there in the marketplace?  Giving a new client the ability to avoid bad and ugly choices or changing those choices in a new MSP engagement? What if, through a stringent screening and qualification process, the supplier with the most competitive rates, the strongest ability in staffing capabilities and the best reach for a particular client geographic coverage areas walk in with the MSP provider?

A triangular benefit occurs: The MSP provider smoothly implementing a supplier program with companies familiar with its processes; suppliers gaining a new client to their portfolio they know they have the ability to support; and, a client that gets a seamless transition in supporting their contingent hiring!

Furthermore, a stronger and longer lasting partnership between MSP supplier and its supplier partners develops outside of just an individual client, with acknowledgement and reward tied together by a long-term partnership focused on the clients’ needs and requirements.  Leading Japanese business organizations have, for decades, managed successful long-term, high quality partnerships thru what is know as “keiretsu”.  Maybe a little of this long-term partnership philosophy needs to be the standard operating practice delivered by solutions in the MSP industry today.  And clients need to more deeply evaluate the “keiretsu” depth of the MSP’s supplier partnerships.

Think Big Picture…..The MSP solution is only as good as the partnership management capability of your MSP provider and the caliber of suppliers willing to do business with them, long-term.

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Jun 09

Ugliest Job in America, June 2010

Application Developers in the state of California.

California employers are being forced to confront an interesting workforce anomaly when trying to hire application development talent contingently:  Unemployment pay is a better deal.  Pay rates have dropped everywhere in response to the recent recession. They have not yet trended upwards; Hence, unemployed application development talent in the state are not being lured back to work. The current contingent pay is lower, the contract lengths are shorter, and they would have to give up their unemployment pay and benefits….not an attractive deal for application development talent.

Runner-ups this month:

  • Welders
  • Material handlers
  • Producers/Animation Motion Graphic Artists
  • Websphere Portal Architects

Hottest Jobs in America, June 2010

Contingent worker titles with the highest demand, based on employer feedback.

  • Engineering Designer and Drafters
  • Buyers in Procurement departments
  • Credit and Collections talent
  • Recruiters
  • Senior JAVA Developers

Full time worker titles, based on job postings from Wanted.com

  • RNs
  • Retail Sales Managers/Supervisors
  • Retail Salespersons
  • Systems Analyst (IT)
  • Customer Service Representative

 

Data Source: An aggregation of SourceRight Solutions MSP client engagement activity

Definition: “Ugliest Job” category is defined as the most difficult to fill position with the “Hottest Jobs” category being positions with the highest demand.  A job position can be defined as both simultaneously.

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Jun 07

Increasing globalization is driving the need for RPO and MSP providers to broaden their geographic reach, while maintaining consistent delivery of high quality services.  In response to this growing business requirement, in March, Hays plc and SourceRight Solutions announced a strategic alliance to provide global outsourced workforce management services.  Now, Hays and SourceRight have taken the next step of broadening our combined reach by introducing WorldSource Talent Acquisition Outsourcing Solutions.

WorldSource is designed to manage and integrate worldwide Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) programs, while improving the global recruiting and resourcing experience for all stakeholders.  WorldSource has the capabilities to leverage strategic talent acquisition teams of more than 4,500 recruiters across 900 offices in 29 countries to attract and hire the world’s top talent.

Also, SourceRight is announcing the expansion of its MSP offerings to help the world’s top organizations maximize the value of their contingent workforces. See “SourceRight Expands MSP Offerings and Leadership Team” at link: http://bit.ly/cTRGLa

SourceRight’s enhanced talent acquisition capabilities takes our MSP solutions to the next level – a scalable outsourcing model that provides flexible configuration options, global program management oversight, optimized supplier management and client decision support analytics.

Our enhanced MSP solutions are designed to control costs and minimize compliance risks through streamlined processes and infrastructure, access to a global preferred supplier network, and improved supplier performance and client spend with timely insight to strategic market trends data.

As current pressures from the challenging economic climate force businesses to adopt recruitment strategies that adapt quickly to fast changing market conditions, these recent announcements provide further evidence of our commitment to our value proposition of helping large, global organizations maximize the value of their blended workforces.

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Mar 17

Imagine an overloaded procurement manager, with strategic critical projects and responsibilities interrupted frequently with meetings about new projects, new RFPs, new contracts to review and sign, and managing up to their company’s “C” level leadership.

This procurement professional also happens to have the privilege of refereeing the buying process of contingent labor, engaging staffing suppliers, perhaps, negotiating price and helping onboard resources from staffing firms. And dealing with whatever performance issues the staffing firms or their temporary staff resources may have…..all in a community of hundreds to potentially thousands of contingent, contracted resources……welcome to procurement morphing into full-blown human capital management.

Oh, and they have to field multiple, daily incoming calls of staffing suppliers looking for an opportunity to do business with their company. Maybe the human resources department used to perform this function, but the trends show more and more procurement departments have taken on this entire responsibility, from procurement to vendor/contract management.  Breathing and eating become optional today for the procurement “guy” or “gal” in charge of a company’s temp staffing resource solution.

The scenario is an oft noted reason for the inception of a MSP/VMS program. Frankly, there are a lot of great reasons: cost containment, risk mitigation, supplier performance metrics, rate card normalization, and consistency of process, to name a few.

Centralization of contingent workforce procurement by engaging a MSP and/or VMS solution gives the procurement folks a fighting chance to survive and capture sought-after strategic goals and objectives. These solutions provide clients with workforce management expertise for their procurement team, so they can focus on their strategic procurement goals and responsibilities. It also can help offload the intricacies of a contingent hiring process and workforce administration/compliance for companies’ hiring manager community.

The client’s outsourced MSP/VMS team becomes the eyes and ears to a contingent labor procurement process, a team and process that is customizable by software, by hiring process, by pricing schemes, by the shaping and management of supplier performance. And, a team backed by in-depth market knowledge and expertise in applying best practices for a streamlined, flexible program.

And a little room to breathe!

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