Everyone and their mother is doing a show on how to respond to COVID-19. Some of the suggested strategies for organizations with extended workforces are great, a few of the strategies are obvious, and many of the strategies are short-sighted.  

Crisis response and business continuity planning are essential, but it shouldn’t harm the long-term viability of major projects that you’re focusing on and key business goals.  When it comes to your contingent workforce, focus on cost reduction without any thought into the long-term viability of your program can be damaging. 

For example, close-fisted pricing guidelines and payment terms may end up taking your suppliers out of business. Or perhaps across-the-board cuts and price reductions may not be in the best interests of the program owner.  We’re going to be chatting with Erika Novak, Head of Client Services at Utmost, on why some of the suggested strategies out there may be poor ideas or why you need to think closely about your own situation before you begin applying some of the potential tactics.  

Below is a preview of some of the questions you can expect us to answer: 

-What strategies regarding your contingent workers in a crisis might be short-sighted?

-How can you ensure your external workforce program remains viable over the long-term?

-What are some investments you can make in your program right now that will yield results later on?

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Connect with Erika on LinkedIn

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For the average company, contingent workers make up about a third of the entire workforce, according to the Sierra-Cedar 2020 HR Systems Survey. Yet, they are often forgotten or deprioritized from our HR systems and processes.  

To better understand this part of the workforce, we’ll have a casual chat next week with the always lively and insightful Erika Novak, who has over 15 years of experience in contingent workforce management at companies such as LinkedIn, eBay, and Brightfield Strategies.  

Here are a few questions we’ll be focusing on, but the Q&A will be open so we’d love to get your thoughts in too:  

-Why global contingent workforce management should be important to HR?

-What needs to change and what is changing in contingent workforce management? 

-What to consider during crises such as COVID-19 specific to your contingent workers?

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Connect with Erika on LinkedIn

View blogs and upcoming webinars