When it comes to finding and onboarding new talent, most organizations have some type of verification process they follow. But, is it aligned to the newest trends and research?
Understanding the basics when it comes to pharmacy benefits management (PBM) can be very beneficial to procurement managers trying to find cost savings in unfamiliar territory.
With growing interest and participation in Contingent Workforce Solutions (CWS) offerings we’re excited to highlight how we are responding to our members’ evolving needs.
We all know that talent acquisition is paramount to success in the business world. However, staying up-to-date on the rules and regulations that govern the process of bringing on a new candidate can be a full time job. And, the vetting process continues long after the candidate’s job compatibility, experience and work ethic are in alignment with the position requirements.
There are a lot of challenges associated with relocating employees, especially when you are talking about moving workers to major metropolitan areas. One of the main reasons? Extreme increases for common expenses.
Saving money and reducing risks are basic goals for procurement professionals everywhere. And, by implementing the right payrolling solution, you can accomplish both of these, and then some.
Managing your contingent workforce is not simply a matter of adjusting your old practices, but truly fostering a paradigm shift in the way you are handling non-employee labor.
Dustin Cochran is the Director of Member Development for Corporate United and was recently named a 2017 Pro to Know by Supply & Demand Chain Executive for his extensive procurement expertise and work in helping organizations achieve best-in-class spend management programs.
When it comes to the hiring process and verifying future talent, there are a lot of rules and regulations that dictate how to treat prospective employees and background screening companies. And, without proper compliance organizations risk steep government penalties.