WFH Guidelines

• Provide guidance to the contingent workforce in addition to their employers to ensure all medical risks and liabilities are clearly outlined and transparent to the overall talent community.
• Clearly establish the responsibility for equipment and resources to ensure successful off-boarding. 
• Guidance on establishing health risks across multiple permitted work locations.
• What are the terms of contingent talent participation and eligibility?

Diversity, Equity and Inclusion

• Most programs require their suppliers to provide a comprehensive diversity talent sourcing plan with specific hiring goals and measurements.
• Does your work culture embrace diverse individuals and allow people to be themselves at work?
• Does your supplier have an ERG program to support its diverse talent base?

(Talent) Bill Rate cards

• Must be updated quarterly with local and regionalized rates
• Non-competitive rates mean a much longer talent acquisition cycle
• Competitive market pay rates must be a top priority for talent retention
• WFH requisitions that are completely location agnostic can generate significant cost savings if new work location has lower cost of living requirements

An open supplier-client interaction model

• Suppliers will share their best talent pools with hiring managers who are transparent about business needs.
• Suppliers must have appropriate access to Hiring Managers to provide education about market conditions, interview feedback, job offer and on-boarding processes.
• Keeping your hiring managers close to your suppliers is key to successful acquisition and retention, but is much more efficient with an optimized supplier list. Less is More.
• Consider including key suppliers into the HM induction call when the job/req is scheduled for distribution
• Keep key suppliers close and focus on helping them create talent pools with expert and updated forecasting on a quarterly basis
• Reward the high performing suppliers with more business
• Focus on their ability to meet bill rates but don't spend too much time reviewing pay rates unless there is a business need. 

Efficient interview feedback loops

• Suppliers work much better with clients who have a high sense of urgency about providing feedback
• Is the client interview process assessing skills properly?
• Does the Hiring Manager really need to interview for anything other than skills?
• The HM shouldn’t have to interview if the candidate is properly screened and the supplier has been given the proper job descriptions and interview questions
• If HM aren’t trained properly for interviews, they inhibit the interview process which slows down the acquisition cycle.

Updated Job Descriptions

• Does your job description accurately portray the role and responsibilities?
• When was your job catalogue last updated?

Onboarding Process

• Is It conducive to building a great candidate experience?
• Are the suppliers in sync with the client’s on-boarding process and systems? 
• Is the supplier managing the screening process and updating the client with a high sense of urgency?
• Appropriate Screening - is unnecessary screening preventing the onboarding?
• Is the candidate experience monitored and measured and feedback shared with the client?
• Is the Hiring Manager a deterrent based on the lack of time to interview and provide candidate feedback? Always have a proxy HM ready to jump in as needed.

Length and Conditions of Assignment

• These are SUPER important for talent attraction and retention. 
• A longer length of assignment will attract better talent
• Sourcing candidates for assignments less than 6 months will be challenging.
• Is there an opportunity for conversion to full time employment?

Do you have Specialized or On-Demand Talent Needs?

• I have decades of experience providing in-demand non employee talent needs that supported internet, communication and wireless companies like Amazon, Microsoft, Cingular, ATT and Philips HeathTech
• Ability to integrate large RPO type practices quickly with highly specialized suppliers
• Develop on-demand talent model customized to meet seasonal and business spikes
• On-demand talent requires all full cycle recruiting processes become streamlined and shortened to ensure accelerated on-boarding