Innovative Employee Solutions Identifies Best Practices In Hiring And Managing Contingent Workers

SAN DIEGO, CA – Recent trends indicate that both employers and contract workers are benefiting from seasonal and project-based employment. Financially, companies can save money by hiring contract workers as needed, while these contingent employees can increase their incomes while maintaining employment flexibility. Innovative Employee Solutions (IES), a human resources outsourcing firm specializing in back office HR administration, recently interviewed Sean Rehder, the founder of ContingentWorkforce.org (CWO), about the latest trends and best practices in hiring contingent staff.

According to Rehder, the two biggest challenges in contingent workforce management are expense control and compliance with hiring laws. "Many companies are technically-savvy when it comes to using the latest technology for recruitment, but aren't as adept at controlling their spending. Instead, they incur unnecessary costs by using too many third party agencies for recruitment," he stated. Furthermore, businesses often lack the personnel and know-how to ensure all hiring of contingent employees is compliant with both company hiring practices and federal tax laws.

Rehder offered tips for employers seeking to create a team of contract workers, which are excerpted below:

• Create, implement, and enforce policies. Before hiring a contingent employee, companies must create clear hiring and management policies, and establish a budget for expenses related to contingent hiring. Creating a standard set of procedures will ensure efficient use of contingent employees and reduce legal risk.

• Designate personnel to manage employees. Assigning dedicated personnel to manage a contingent workforce program will help prevent unnecessary hiring, improve communication between employers and contract workers, and simplify the process of billing and compensation.

• Work to build relationships with contingent staff. "People can make or break your company," Rehder pointed out. Building good relationships with contingent workers and making them feel like a part of the company is extremely important.

• Continually evaluate and refine your contingent workforce program. The best way to understand the value of your contingent workforce is to periodically evaluate its costs and benefits. Analyze expenditures associated with hiring contract workers, as well as potential savings, and refine company policies and procedures as needed.

About Innovative Employee Solutions
Innovative Employee Solutions (IES) is a 100% woman-owned outsourcing firm specializing in back office HR administration with over thirty years of experience. With national clients ranging in size from 20-35,000 employees, IES has broad expertise serving companies that staff long-term, knowledge-based contracts and projects in the technology, biotechnology, pharmaceutical, security, government/defense, and engineering sectors. By outsourcing employees' payroll and benefits administration to IES, companies can significantly reduce the time, costs, and risks involved with managing these tasks in-house. The company offers a complete menu of payroll services, including: bi-weekly pay, benefit claims administration, industrial security clearance processing and risk control management. For more information about IES, visit www.innovative-solutions.com.

Source: Innovative Employee Solutions