Common
FAQ’s

The Proven Way To Work

We provide a human touch in everything we do, which is often a welcomed difference in the business world increasingly focused on technology and transaction. For us, it’s simply not enough to “just do the job.” We go above and beyond the service expected of us, and we ensure that everyone engaged with us is treated with respect and fairness.

What are the objectives for the Managed Services Program (MSP)?

We have a total of 8 objectives for every MSP engagement. They include:

1. Reduce spend through better management of current/future suppliers

Keep bill rates in line with the market through active rate monitoring and enhanced competition.
Streamline the process to reduce administrative costs, utilizing web-based tools.
Manage “maverick spend” by requiring contingent labor invoices to come through our MSP for payment.

2. Reduce lead times and improve quality to ensure we get the “right worker at the right time”

Streamline and standardize processes, enabled by technology that connects requestors, approvers, programs managers and suppliers.
Provide job postings to all selected suppliers in the supply chain at the same time to promote competition, responsiveness, improved time-to-fill and higher quality of candidates.

3. Provide appropriate spend controls with appropriate approvals

Require approval of all job postings for temporary services by a direct supervisor and others, as designated by our client.
Require approval of time and expenses, or invoices for professional and outsourced services, by a designated supervisor or manager. In addition, automatically time and date stamp all approvals.

4. Monitor contingent workforce spending for better enterprise resource management

Provide a common repository for collecting and reporting temporary services spend.
Develop a comprehensive set of standard reports and ad-hoc reporting capabilities to better monitor spend and the number of hours worked.

5. Provide a level playing field for all suppliers by employing a “supplier neutral” model

In a “supplier neutral” model, all designated suppliers for contingent services receive job postings at the same time promoting competition and a level playing field.
Ensure the opportunity for suppliers is not dictated by a supplier’s size or the personal preference of the requesting hiring manager – it is based on the responsiveness, quality of candidates and rate.

6. Improve workforce diversity

Evaluate suppliers, in part, on their ability to staff diverse workers to help clients achieve diversity workforce initiatives.
Ensure supply chain is inclusive of proven diverse suppliers (WBENC & NMSDC certified) who are better positioned to source diverse candidates.

7. Qualify and use more diversity suppliers

Actively qualify certified diversity-owned suppliers and add them to our supply chain based on qualifications and needs, working in tandem with the client’s Supplier Diversity department.
Leverage the close working relationships with the top contingent and direct hire diversity suppliers in the staffing industry that we have established as a pioneer in the MSP workforce management space.

8. Mitigate risks associated with the use of independent contractors

Regularly review current and new independent contractors to ensure they qualify for 1099 status to avoid potential co-employment risks.

How many preferred suppliers will there be?

The number of preferred suppliers in the supply chain is closely managed and will be determined based on the number of suppliers required to provide each client location/function with the right resource, at the right time, at the right price.

Will rates be based on mark-ups or rate ranges?

Our MSP program can use both rate models for suppliers of Contingent Services. Which model is used will depend on industry practices for establishing rates for a given skill type. For example, engineers’ rates will be based on mark-up, whereas IT application developer positions are almost always managed in a rate-range model.

How will mark-ups and rate ranges be determined?

Mark-ups are determined through benchmark analysis involving suppliers in the supply chain’s proposed mark-ups and mark-ups for like services/positions at other companies in a market.

What is a VMS?

VMS stands for Vendor Management System and is a software tool that is used to manage the talent acquisition and workforce management program. This E-procurement tool is used to manage the “req-to-check” processes (job posting, timesheet tracking, invoicing, etc.) associated with the engagement of contingent labor. We are experienced in working with numerous VMS tools. Typically, we recommend a particular tool to the client based on the client’s talent acquisition and workforce management requirements.

How do I get an intern or co-op?

To request an intern, you will complete a requisition for the contingent worker using the VMS software. Once the requisition has been approved, a Program Manager will source intern candidates using the existing pool of interns as well as through relationships established with colleges and university placement offices. Sometimes, the client’s HR team is responsible for sourcing co-ops from schools with approved co-op programs. Our Program Manager then pre-screens intern and co-op candidates, and short-lists potential candidates based on eligibility and fit. You have the option of whether you and/or the Program Manager will interview candidates.

How will I be able to track contingent worker costs for budget or project cost purposes?

There are various financial reports generated by the VMS software tool that you can access on-line and download into Excel for a hard-copy. The VMS software system provides online training assistance, or your Enterforce on-site Program Manager can assist with your reporting needs.

How will candidates be submitted, screened and selected?

When a job posting has been approved, all suppliers will be notified of the job posting at the same time. Suppliers submit their candidates online via the VMS software system. Candidates are pre-screened by Our Program Manager to check whether a candidate has previously worked at the client and, if so, will check their performance and whether they have had a sufficient “break in service.” The Program Manager then “shortlists” candidates by reviewing their skills against skills outlined in the job posting. The hiring manager then reviews the candidates and notifies the Program Manager regarding which candidates he/she would like to interview. The Program Manager assists the hiring manager in scheduling interviews and the hiring manager conducts interviews. The hiring manager notifies the Program Manager of their first choice and the Program Manager negotiates the bill rate and start date for the selected candidate.

What if a staffing supplier doesn’t want to participate in our MSP program?

Staffing suppliers that want to continue doing business with your organization must agree to work in the program under the new terms and conditions of service. We have been successful in transitioning 99% of clients’ existing suppliers into our MSP programs. If for some reason a supplier refuses to work in the MSP program, we would grandfather their existing workers, but would not send the supplier future requisitions.

What is the scope of the MSP program?

The scope of the MSP program includes supporting talent acquisition management of Contingent Services (temporary workers, payrolees, intern/co-ops, and independent contractors) for all of a client’s locations. We also provide Direct Hire services utilizing a supply chain of search firms to fill permanent positions when the client’s internal recruiting is unable to fill positions. In addition, we source Professional Services firms for project and Statement of Work (SOW) engagements.

What are primary suppliers?

The term “Primary Supplier” only applies to the Contingent Services category. Primary suppliers provide staff augmentation services at a set mark-up or defined bill rate ranges. Suppliers that are not “Primary” can be sent a job posting for contingent services if preferred suppliers are unable to respond in a timely manner to a job posting. However, this is rare since our supply chain is almost always able to find the talent the client needs in a timely manner. For Professional Services, there may or may not be preferred suppliers.

What are mark-ups and rate ranges?

Mark-ups and rate ranges are contractually agreed to with primary suppliers. Mark-ups are based on a percentage above the hourly pay-rate paid by the supplier for a worker. A rate range is an hourly rate tied to a position description. The supplier must propose services for a candidate at a rate within the rate range of the position being requisitioned.

Who is involved in the client’s MSP program?

We and a Vendor Management System (VMS) provider (web-based software recommended and selected by us) work together with the client to implement the MSP program. We provide on-site MSP Program Managers to manage the client’s talent acquisition needs. We manage the relationships with staffing suppliers, ICs, professional services providers, and other vendors on behalf of the client. We and the client utilize the VMS technology to streamline job posting processes, approvals, time sheets, invoicing and related reporting.

How do I get a contingent worker?

As a requestor, you will complete a job posting for the contingent worker using the VMS software. Once the job posting has been approved, our MSP Program Manager sends the job posting out to suppliers. The MSP Program Manager then pre-screens supplier-submitted candidates, and short-lists potential candidates based on eligibility and fit. You have the option of whether you and/or the Program Manager will interview candidates.

How do timesheets get submitted?

Timesheets are entered by contingent workers on a weekly basis using the VMS software. The contingent worker’s supervisor then approves the timesheet via the VMS software.

What systems are in place to measure the performance of suppliers?

Supplier performance will be measured in a number of ways using pre-defined criteria. Measurement will include, but not be limited to:

Quality of candidates submitted/placed
Responsiveness to filling requests
Effectiveness at filling job postings
Cost
Ability to source diverse candidates

What happens to contingent workers, independent contractors (ICs) and professional services firms currently performing work in our organization?

Our MSP program does not affect the working relationship with your current contingent workers. The only change for contingent workers, and ICs/professional services firms is how their time and expenses are submitted to your organization. Once our MSP program is implemented, all worker time and expenses are submitted online via the VMS software system to more efficiently manage worker engagements. The VMS software system enables us to consolidate all worker time and expenses into one invoice.

What effect will the implementation of the VMS system have on contingent worker productivity?

How can we assist you?

Are you ready to get started with The Proven Way To Work?

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