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Wednesday, March 01, 2006 The Current State of the Contingent Workforce - One Size Doesn't Fit All  The Human Capital Institute will be putting on this webinar tomorrow in which I will be participating. I get 10 minutes to speak on Temps vs. Contract Talent. In particular:
"What Happens to your SS-8 and the IRS" & the IRS Form "SS-8: Determination of Worker Status" The SS-8 is a form that the IRS recommends that an employer is supposed to fill out and send into the IRS when they don't know if their independent contractor is compliant or not. I would always tell companies that you should never, ever fill this out and send it in because the IRS uses them as a source for audits. The same way you never ask a cop what that tall, funny green plant is in your garden. :) This report backs that up...I've highlighted it in red on the first page. I also included the SS-8 document so they know what it looks like. IC or Employee - The IRS Training Manual - always nice to have. Screen shots of the questionnaires that I recommend companies ask their hiring managers and IC's. If you view images through your browser, you may have to save the links and open them with another application (like paint) to view the shots. A very general starter kit for companies to start identifying their professsional CW. Hopefully, it will get people start thinking about what will work best for them. The article is a 3 part story with my section as the anchor piece. It proposes the idea of forming a Contingent Workforce Talent Management Office (CW-TMO) within the walls of a corporation. :) 0 Comments:
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Contact Information
Sean Rehder
Principal Orange County, CA. Phone: (951) 858-4901 Email: sean.rehder@talentlogistics.com
 Past Events
Key Topics of Discussion
 LEAD MANAGEMENTLeads are suspects or people who have been identified as being part of your company's industry. These people need to be qualified to make sure they are someone you want to have a relationship with.   CONTACT RELATIONSHIPSContacts are individuals who are associated with your competitors or Acounts as I call them. Or people you have inditied for potential employment.  ACCCOUNT MANAGEMENT & COMPETITIVE INTELLIGENCEAccounts are companies. They can be business partners, vendors or one of two types of competitors. Either a Direct Competitor which is a company that is in the same business you are and sells products “against” you, or an Indirect Competitor which is a company that is not in your business but does employ people similar to whom you employ.  OPPORTUNITIESOpportunities are what you qualify Leads and Contacts against. Your open opportunities constitute your predictable talent pipeline and opportunities also serve as the foundation of your talent management forecast .  STRATEGIC PLANNINGStrategic Planning is used by both your talent acquisition team and your hiring managers…together. Together you create and manage plans and the associated strategies and execution tactics for these plans. The planning process will most likely be performed for each quarter and be used only for strategic planning where a company makes the decision to proactively target either a highly desired skill set or to “staff up” for a large, high profile project. Strategic Plans are tied to specific departments or divisions and contain the overall objectives for the strategy such as targets, goals, strengths, and challenges.  STRATEGIESFor each Strategic Plan there is a set of strategies that define how the talent acquisition team will meet the hire targets by using a combination of sourcing, interviewing, recruiting, and presenting qualified applicants to Hiring Managers. Multiple strategies for each Strategic Plan allow a company to implement best practices and effective planning processes which includes plan activity management via collaboration of the talent acquisition team and their goals.  CAMPAIGNSCampaigns are specific marketing activities that you manage to drive leads, build a brand, or stimulate interest in your company.  REPORTINGReports are data analyses for you and your organization. You can create a variety of best practices reports, and you can build custom reports on the fly to better measure your team's activities, failures and successes.  DASHBOARDSDashboards are graphs, charts, and tables based on your custom reports. You can use dashboards to visually measure and analyze key elements of your talent acquisition efforts.  HOME PAGEYour home page that displays your Outlook synched calendar and task list, along with a customized Dashboard view. You can also disply a list of "hot" links, RSS news feeds, and more web based customization at an individual user's level.  DOCUMENT STORAGEThese are documents that you use as part of your sourcing and recruiting processes. Recruiting Links
CRM Links
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