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Contract Workforce and Talent Exchanges

January 30-31, 2013
This event has ended. Click Enter Event to view the archive.
Attend the workshops from your desk! Contract/Contingent Workforce – Is a provisional group of workers who work for an organization on a non permanent basis, also known as freelancers, independent professionals, temporary contract workers, independent contractors or consultants.
Talent Exchange/Human Cloud – Is flexible in model (direct employee or contract, task based, project based or position based) location (work where appropriate, needed) and time (global environment, work when it makes “sense”).

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Pam Koller, Regional Sales Director / IHR Facilitator(

This brief session is the introduction to the eighth two day virtual event for the Institute for Human Resources - Contract Workforce and Talent Exchanges. The goal of the Institute is to provide on-line sharing, training and educational opportunities for HR staffing and procurement specialists on the effective utilization and management of contract talent within their organization. Over 3600 members have joined our growing community over the past year. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.
Lynn Kelly, Content Facilitator for the Contract Workforce & Talent Exchange Institute for Human Resources will take you through this introduction:
During this short session she will:
- Introduce you to the Advisory Board
-Review the progress of the Institute and upcoming events
-Explain the Certification program
-Provide you with an overview of the sessions and speakers for this event
-and most of all - help you learn how to become an expert in the area of Contract Workforce and Talent Exchange

If you have not yet signed up for the certification program – you still can. During this session you’ll find out how to get started. Get an update on the hours accumulated to date. Find out what you have missed and take a look at what is coming up for the next couple of months.

If you are new to the Institute for Contract Workforce and Talent Exchange this introduction will cover not only our past accomplishments but also explain why you should participate and be a part of this growing community!

For those with questions regarding the Institute and its content this is your chance to share your ideas.

John Martin, CEO International Markets, Chief Product Officer(IQNavigator)
Jerome Gerber, Vice President(Award Staffing)
Jason Posel, SVP, Strategy and Solutions for Contingent Labor Payroll and Contractor Compliance(ClearPath Workforce Management )
Matt Rivera, Marketing(Yoh Services, LLC)
Jeff Nugent, President and CEO(Contingent Workforce Solutions)

According to the American Staffing Association Staffing Index, since the beginning of 2012, temporary and contract employment has grown 28.1%. Are you and your organization positioned to properly address the challenges and opportunities this places on your contingent workforce planning and management? Join Industry Experts, who are members of The Institute for Human Resources – Contract Workforce and Talent Exchange’s Advisory Board as they answer your questions, share their insights and engage with you. This is a great opening session to begin 2013’s, 2 day Virtual Event.

Jeff Nugent from Contingent Workforce Solutions will moderate our panel, which includes:

•Matt Rivera, Yoh Services, LLC
•Jerome Gerber, Volt Workforce Solutions
•Jason Posel, ClearPath Workforce Management
•John Martin, IQ Navigator

These individuals are leaders in contract workforce management and have uniquely diverse yet complementary experiences. You won’t want to miss the opportunity to hear these five experts share their thoughts and experiences. They will begin the discussion with their observations of changes that have impacted this sector over the last 12 months and look ahead to the challenges and opportunities of 2013. They will use polling questions and take questions during the webinar to get your perspective while sharing their insights.

Topics for discussion include:
•       What trends can we expect to see in relation to contingent worker compliance?
•       What does the re-election of President Obama mean for companies using independent contractors?
•       What were companies doing related to contract workforce management in 2012, and what should they do/not do in 2013?
•       What is a "talent deficit" and why should companies be concerned about it?
•       Is use of more contract employees the new norm, and if so what are some best practices for managing/engaging them going forward? (could be two separate questions, or two-parts to the same)
•       What are some of the most common (or perhaps uncommon) uses of a contract workforce?
•       Staffing Industry Analysts recently posted a blog stating RPO is the new VMS. Can you explain?
•       What are self-managed MSPs and why would companies choose to manage it themselves?

James Pierce, VP Account Management(PeopleFluent)

A wide range of business trends – from just-in-time manufacturing to offshore knowledge workers – means that contingent workforce management is a broader and more critical part of many organizations’ success than ever before. Establishing clear, enterprise-wide management programs for this segment of the workforce can ensure consistency, flexibility and responsiveness that drive results.

Successfully implementing a Contingent Workforce Management (CWM) program requires a foundation based on standardized efficient and effective processes related to the procurement and management of an organizations contingent and services workforce.

How do you ensure vendors, who are a critical component of the supply chain, effectively work with your organization to manage the temporary, consultative and professional services workforce? Part of it is working with a vendor whose contingent workforce management philosophy aligns with your organization’s goals. The other part is clearly communicating your business objectives, managing expectations for how you see the vendor interacting with your technology and operational processes and letting them know how they stack up against the competition.

This session will provide seven tips to help your organization be successful in managing your vendors. Attendees will learn about the following and more…
Drive competitive sourcing – Each opportunity should have multiple submittals so you can use business intelligence to analyze information and make the best sourcing decision. If analyzing data reveals a single source, end users or vendors are most likely going around the defined process. Requiring multiple sources per opportunity will drive competitive sourcing and pricing.

Use bidding and reverse auction – To get the lowest possible cost, implement a reverse bid process. Increasing transparency of rates will encourage vendors to lower their price and be more competitive.

Enforce compliance – Conduct pre-engagement audits and ensure vendor compliance with drug screens, background checks and other requirements prior to the commencement of an engagement. Make sure all vendors adhere to the requirements and that conditions are consistent and fair for all vendors.

Streamline end of engagement processes – Ensure vendors are working with end users to disengage temporary workers whose assignment has ended. This provides visibility into the workforce and mitigates risk.

Increase accountability – Hold vendors accountable for prompt time and expense processing and other program metrics. Through data analytics, organizations can measure vendor compliance and how they compare to their peer groups.

Measure invoice adjustment amounts – Ask vendors to make a rate commitment and hold them accountable for it. This will help support accurate forecasting and financial capabilities. Using analytics, organizations can identify vendors who are driving up adjustments or if they are out of compliance with their contract. Organizations that conduct quarterly reviews and look at historical data can leverage those insights to optimize their contingent workforce management program going forward.

Conduct Vendor Service Reviews – Help vendors understand how they are performing in their program. When conducting baseline and benchmark analysis, make sure vendors are compared to their peer groups. In other words, don’t look at an IT staffing vendor versus a finance and accounting provider. A peer evaluation can help vendors understand their strengths, the value they deliver to your business and areas they should improve.

Mike Hammer, Author & Workforce Magician(Independent Consultant)

Flatter, Leaner and Blended Global Workforce:
Prescription for Business Model Success in the 21st Century
While important, tomorrow’s success is NOT about IT or HR, analytics or processes. It IS about making decisions with people and leadership to achieve a shared goal. Workforce demographic shifts and total available workforce shrinkage is accelerating. We now have five generations actively working and shifting to Gen X and Millennials as Traditional and Baby Boomer generations leave in greater numbers. We are facing a global shortfall of 38 million college educated workers by 2020 -- according to McKinsey Global Institute Reports. We need to learn how to work faster and leaner in a flatter world with the workforce challenge of a smaller, mixed use and disparate teams.

There are increasing trends in greater cost recovery being achieved from the rapid adoption of task outsourcing and wider use of virtualization of data and cloud computing. The combination of greater use, integration of smartphone (BYOD) and tablets into the daily enterprise for communication, and integration of IT and HR with effective cloud computing applications provides the platform for the move to a “Blended Workforce” business model.

An expanding number of HR and IT tools, like vendor management software (VMS), can help, but typically focus on features and functionality where hard dollars can be saved and enterprise spend managed better. Most HR professionals have struggled with how to continue doing more with less head count and requests for capital expenses. Executive management isn’t enamored with the latest and greatest features of HRIS and even more confused with the continued M&A consolidations of HRIS, ATS, ERP, TM and PM players in this market.

This session will focus on inhibitors and enablers from a new/old business model which can provide greater use and value from assembled talent, leverage HR resources and provide lower risk predictive decision making with more accurate outcomes. HR specialists can now provide real-time, actionable data for more reliable forecasting of costs and resource utilization for executive decision makers. We are not focusing on improving RPO, ATS or other similar HR technologies, though there is certainly room for improvement of all components of the applicable HRIS.

Many decision makers still are unsure how all this will help manage and grow their business -- especially with all the uncertainty of higher taxes, more aggressive business regulations and global geo-political conflicts. We are unable to control geo-political issues, let alone our own U.S Congress. After years of waiting, can you really afford to wait more years to grow your business? Yes, there is risk, but if it can be measured it can be managed.

From an efficiency and growth management viewpoint, the visibility into enterprise mix-match resource utilization offered by real-time data some systems now provide can be of greater value. Executives and financial managers have struggled with IT and HR speak to demonstrate the achievement of real-time, all-inclusive workforce cost data to enable reliable resource forecasting and decisions for expansions, new product launches and extending into new markets. This capability is the true “game changer” -- if used effectively.

In this presentation we will discuss the business perspective of why businesses should consider the blended workforce business model or how to improve the model you may have already and not know it.
In selecting any automated products to support this evolution, certain best practices should be required for engaging vendors to source vendor/employee candidates; IT issues to put the system together with the lowest cost of ownership and/or operating costs and sustainability of the system. Too often, however, the selection criteria is based on cost saving and efficiency tools focused on an assortment of graphical representations of metrics and analytics. We will attempt to show that in addition to these benefits, a business oriented, easy to maintain output capabilities with a world class SaaS based VMS can gain greater value by utilizing the power of the data given you as a competitive advantage in forecasting and resource utilization.

Ammu Warrier, President(DCR Workforce Solutions)

Contingent workers are rapidly becoming a critical component of any workforce population. Since the beginning of 2012, temporary and contract employment has grown 24.2%! This explosive growth in the number of contingent workers is largely due to the rapid adoption of social media as well as economic downturns.

Today's contract workers turn to social media to find assignments, assess potential employers, access needed knowledge, improve skills, collaborate on tasks, and evaluate work experiences.

Many companies have also turned to social media, incorporating social networking sites such as Linkedin, Twitter and Facebook into their recruitment strategies. Each has created a recruitment section to their site, and volumes have been written on how to search for candidates on each social networking site. However, this is only the tip of the iceberg.

This webinar explores and explains the impact that each type of social media will continue to have on all aspects of contingent talent procurement and workforce management. Topics include:
• Tapping into social media to increase your labor market intelligence
• Selecting the right type of temporary worker or team for each assignment
• Matching the best sourcing methods to each type of temporary worker
• Going beyond social networking - Incorporating talent exchanges and crowdsourcing into your talent procurement strategies
• Avoiding classification and regulatory compliance risks when sourcing candidates online
• Nuances of onboarding and off-boarding a candidate sourced through social media
• Using ‘unified communications’ technologies to drive collaboration and productivity across all stakeholders
• Transitioning your vendor management system into a social enterprise talent management platform
• Practical plans for getting started

Yvonne McAteer, Vice President, Sales(Superior Group)

A new year always brings new company-wide goals. We hear this consistently from HR leaders; in 2013, all of us are asked to mitigate risks, increase margins, improve compliance, and access top talent. These goals can often seem distant and difficult to attain—what’s more, they don’t come with roadmaps. Because unmanaged contingent workers and independent contractors can result in decreased efficiencies and increased costs, a Managed Service Program (MSP) automated by a Vendor Management System (VMS) often leads us to success.

Implementing an MSP/VMS solution can seem like a daunting task, but market research shows that it is a worthwhile pursuit. Much has been written about the value of MSP and VMS solutions, and the clear measureable results they deliver. However, there are many steps that must be taken to effectively prime an organization for their implementation. Everything from gaining executive sponsorship and day-to-day stakeholder support to process mapping and change management must be thoughtfully and strategically considered. Investing the prerequisite time on the front end will make all the difference in the world; we will share the steps critical to assessing your current state, key areas to consider, and a vision of the possible future state.

Learn about laying the groundwork for making the business case that will rally internal support, asking the questions that will uncover opportunities for improvement, and defining the variables to consider when evaluating MSP/VMS providers.

Are you ready to take the first step toward attaining your organization’s new year’s resolution? Join us, and we will help light the path.

Chirag Mehta, Founder & CEO(NextCrew)

Change is constant and the staffing industry certainly holds no exception. How we manage the hiring process - from top to bottom - has shifted dramatically in recent years, but many of the fundamental rules still remain. It's all about finding the right talent at the right time, place and price. It seems simple, yet there is no elegant formula.

With many options available to hire workforce, how do you blend your workforce to run your department most efficient way. In order to use various platforms effectively it is very important to understand pros and cons of various resources available. Making informed decision in terms of hiring workers is the most important thing you can do to manage your department efficiently. Rules of the games have changed and now than ever you will work with a person whom you have not met and might never see again. You need to make ensure that, information what you’re using to pick your contingent worker is reliable.

The contingency workforce represents untold, untapped talent. Whether you are a staffing agency or your firm handles staffing internally, one of the keys to a successful project is getting the right people on the right job. The contingent workforce is incredibly mobile these days, and with the right systems and partner, it's incredibly easy to bring in specialized staff quickly.

The management of contingent workforce is rapidly changing. The advent of online-based services has made staffing sleek and simplified, but new tools are constantly surfacing. In order to be efficient you have to hire right workforce using right resources.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
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