On a recent webinar installment of our Expert Spotlight Series, HireArt had the privilege of discussing a distinctly underserved market in the contingent workforce management industry with Angela Westhead of Zendesk. Westhead’s extensive experience in managing contingent workforce programs of all sizes lent a valuable perspective on why midsize programs in particular experience a unique set of challenges, as well as what can be done to address them.
The following are some important takeaways from that conversation.
It’s important to first call out what is meant by “midsize” when discussing contingent workforce programs. Midsize programs typically have a total spend ranging from five to fifty million dollars. They are commonly in the early stages of maturity. As such, teams may still be figuring out the best way forward, through a lot of trial and error as well as having team members take on a diverse and shifting set of responsibilities. In addition, programs of this size might not yet have the full backing and confidence of senior leadership.
Within this demographic, it’s common to hear from program managers that the volume of tasks is substantial (even overwhelming). After all, small and midsize programs are no less complex than large ones. The ongoing context-switching of managing with a small team impedes any focus on strategic work, as transactional tasks demand the bulk of a manager’s attention
Contingent workforce management is a highly interactive process between multiple vendors, point solutions, vendor management solutions, staffing agencies, and hiring managers, all of which need to collaborate smoothly. Midsize programs must manage that collaboration with smaller teams, which makes a strong case for the value of automation.
The need for automation exists alongside a long history of industry emphasis on service-heavy business models. The general playbook for managed service providers has been to add more people to solve challenges, rather than leverage technology. This approach has worked in the context of large enterprise-scale programs, but it doesn’t scale downward very easily, leaving midsize programs without a lot of great options.
If reducing program complexity isn’t an option, then that complexity must be managed effectively. The key to doing so lies in automating certain tasks and making processes self-serve wherever possible. This not only reduces the need for extensive service, but also enhances the experience and control for the employer.
By centralizing processes and leveraging technology, companies can empower their teams to focus on the strategic and human-centric aspects of managing their contingent workforce. This shift towards automation presents an exciting opportunity for the contingent workforce industry to evolve and improve the overall experience for everyone involved.
HireArt is the first platform that gives companies all of the tools they need to manage their own contingent workforces. We embed global EOR, direct sourcing, vendor management, and freelancer compliance into a single, unified contingent workforce program.
Click here to watch the full recording of “The Forgotten Middle”.
To learn more about how HireArt can help you manage your own contingent workforce program more effectively, schedule a discovery call today.
