Top 10 Blogs of 2019
Both in business and in life, it’s important to reflect on what we’ve learned each year as we embark on new challenges and business environments in the new year. As the world’s leading independent workforce deployment platform for market makers in talent, we like to share our insights with the industry at large in the hopes of helping our clients, partners, and friends navigate the sometimes-complicated world of employment services. As global thought leaders managing over 23,000 contract consultants and over $1.2 billion in payroll across 36 countries, People 2.0 is in a unique position as an independent provider to offer industry insights and topics of innovation from an unprecedented vantage point. Below is a collection of our most popular blogs from 2019 and stay tuned to our People 2.0 blog in 2020 for the latest and greatest in all things employment!
10. Payrolling and IC Compliance Trends Your Contingent Workforce Organization Should Be Aware Of
The administrative and legal landscape for hiring contingent workers continues to grow more complex across all areas of the US and the world. Contingent workforce organizations are increasingly turning to Employer of Record (EOR), Agency of Record (AOR), and Payroll Services providers to help navigate these complex regulations and to leverage a competitive advantage by streamlining back office processes, expanding their scope of labor categories and locations serviced, and mitigating compliance and employment risks.
9. Four Reasons Clients Are Drawn To Contract Staffing
2019 brought one of the most competitive labor markets in modern history, and businesses are increasingly turning to contract staffing partners to find the talent they need quickly and efficiently, while mitigating risks and costs. Future industry projections are stating that nearly one-third of the U.S. workforce will be shifting to contingent roles by 2026, and more than 35 percent of the Canadian workforce will do the same by 2025.
8. Gig Economy More Than Just Uber – A Primer On a Growing Talent Ecosystem
The “Gig Economy” has largely been used to refer to employees of on-demand services, such as Uber drivers or those performing tasked-based work through similar platforms. However, the Gig Economy is expanding to specialized talent sectors and industries, and workers performing duties under some form of alternative work arrangement is expected to triple to 42 million people in the United States in 2020. As this important sector of the labor market continues to grow, People 2.0 can provide the guidance necessary to harvest this talent stream while remaining in compliance with all labor and tax codes.
7. Five Ways to Compete With The Top Staffing Agencies
Whether you are running a global staffing agency or a small business, there are core elements of providing top-tier service to your clients and contractors. Unique and innovative approaches to your back office, customer service, marketing, and technology can help you compete with some of the biggest names in the industry.
6. Supplier Rationalization vs. Optimization: Which Works Best for Your Contingent Workforce Program?
It is easy to see when your contingent workforce is not performing, but not quite as easy to understand why and how to best rationalize or optimize your existing supplier base. Eric Osterhout, Sr. Specialist of Category Management, Contingent Labor for a multinational midstream energy organization offers up his insight and a case-study explanation of how he managed a merging of two contingent workforces, totaling over 200 contractors.
5. Infographic: Asking the Right Recruiting Questions?
Asking the right questions at the start of the recruiting process is critical to attracting and placing top talent in your client’s requested roles. Finding out all you can about the position, why it remains open, and establishing clear goals for an ideal candidate will set the table for stronger relationships with your clients.
4. New California Law Roils IC Classification – 64% of ICs Now Considered Employees
Long home to strong labor protection laws, California’s passing of Assembly Bill 5 (AB5) has established new legal standards for the utilization and classification of ICs. Businesses must now pass an “ABC” test to determine if a worker should be classified as an independent contractor and the work performed must be: a) under the worker’s control and not that of the business, b) not part of the company’s core business, and c) part of the worker’s independent profession. As this legislation continues to evolve and intensify, an EOR/AOR partner can help demystify the placement regulations and help your organization strategize the best path forward for doing business in California.
3. What is an AOR and Who Needs One?
An Agency of Record (AOR) is a third-party intermediary between a staffing firm or client for the administration of back-office functions related to engaging independent contractors, including payroll and government reporting requirements. As labor laws and labor markets continue to evolve, utilizing an AOR partner can help your business leverage the increasingly important talent pool of independent contractors available across all locations and labor categories.
2. What is an EOR and Who Needs One?
An Employer of Record (EOR) serves as the employer of your contingent workers and assumes all responsibilities related to back office administrative processing, payroll, and risk. Depending on the size and industry of your business, an EOR provider helps you stay abreast of nuances and rapidly changing compliance requirements across all labor classifications. Depending on the size, operational structure, and industry of your business, partnering with an EOR can save significant time, costs, and risk.
1. PEO or EOR? How to Decide Which Service is Right For Your Workforce
The most important distinction between a PEO and EOR partner is the level of liability presumed under each arrangement. While both are designed to protect your business from risks associated with hiring contract workers, a PEO serves as a joint employer of a contract worker and shares all associated liabilities. An EOR provider employs the contract worker entirely and assumes all risks associated with the contractor. Depending on the needs of your organization and the specific labor categories where you employ contingent workers, there are many things to keep in mind when deciding which service is best.
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