1. MSP programs will continue to expand beyond contingent labor to all manner of outsourced services: “MSP programs will truly become the single source for all labor-related, contracted services in order to provide consolidated billing, compliance with policies, visibility and cost-savings. It will be up to the MSP providers to continue to enhance the value proposition for services spend management and to prove to clients that MSP programs have a meaningful application beyond traditional contingent labor.”
2. Increased interest in performance based pricing models: “We expect to see increased interest in performance based pricing modes and value stream integration and we will remain focused on being a consultative partner who helps our clients build sustainable value for their contingent workforce programs.”
3. More sophisticated service level agreements (SLAs): “Service Level Agreements (SLAs) for our MSP clients often begin with traditional metrics such as cost, fill rate, overtime, retention and compliance and progress to more sophisticated SLAs such as productivity, quality and safety performance. Today, the analytics that we are able to generate for our clients drive enterprise decisions on overall workforce planning strategy for their business.”
4. Small and mid-size (SMB) market surge: “We believe that, regardless of size, all clients will benefit from a managed staffing program and an integrated technology platform that provides them with the data, analytics, and management needed to gain visibility and control of their contingent labor program. MSP providers have generally not invested in an effective solution to meet the needs of the smaller market, those with $10 million or less of primarily domestic spend. We expect to be partnered with more small to mid-sized clients 18 months from now.”
5. Global Growth: “Using a sound global program governance framework, it is possible to take a client’s corporate goals and agenda and bring them across different regions, lines of business or staffing segments, while still customizing the program to fit the region. While there are important differences between staffing environments, across both geographic locations and staffing segments, there are also overarching similarities in MSP program goals.”

Read the complete article for more on Joan’s predictions.

When researching the topic of program governance for contingent workforce management programs recently, I was surprised at how little information was available. Without well thought-out program governance and management protocols, a contingent workforce management program can fail to realize multi-dimensional benefits and be responsive to emerging needs, expansion, growth and changes. So, it would seem this would be a hot topic amongst staffing buyers and providers. It seems however that governance strategy often takes a back-seat to the day-to-day tactics of program implementation and execution and that program management is often mistaken for program governance.

We have found that delaying, underestimating, or underfunding program governance can put the long-term value of a staffing program at risk. We believe that the governance process should set the foundation for your contingent workforce program and guide the direction over its lifetime. So, program governance needs to be an early priority for your program and should be considered as part of the sourcing process for your new staffing provider. In fact, a proven governance model should be key criteria when selecting a staffing provider.

Whether you are establishing a new staffing program or you have an established program but lack an effective governance model, you will need a business case to justify and gain buy-in for your required internal governance resources and to define what is required from your provider. As part of this process, you must answer three important questions to understand what your governance model will look like:

1. Where will program governance responsibility reside in your organization? Typically, governance resides either in human resources or procurement, with ongoing, structured involvement from the other departments, including legal, risk management, finance, and the business owners.
2. How will you work with your staffing provider to govern the program as a partnership? While you and your staffing provider work together to define program goals and expectations, you retain ultimate decision making for the overall strategic direction of the program.
3. What will your governance structure look like? As the client, you must clearly define your governance role, build the right team with the right responsibility set and scope, and define what your staffing provider’s responsibilities will be. Your governance infrastructure will vary based on size, scope, and complexity of your program, but some essential roles should be in place regardless of program size.

For more on the important topic of program governance, please read our article, The Governance Imperative, in HRO Today’s MSP Executive Guide.

We would like to thank the American Business Awards for their continued recognition of our company as well as the accomplishments of our employees, and congratulate our fellow nominees in the Company of the Year, Executive of the Year and Customer Service Department of the Year categories!

Details about The American Business Awards and the list of Finalists in all categories are available at www.stevieawards.com/aba.

While almost all surveyed companies (87%) use LinkedIn for social recruiting (up from 78% 2010), most target talent on at least two networks. More than half (55%) use Facebook and 47% use Twitter. The Jobvite Index found that over the first six months of 2011, 73% of all social hires came from LinkedIn, 20% from Facebook and 7% from Twitter.

A recent article from Staffing Industry Analysts (SIA) Join the Revolution states that 82% of staffing firms are using social media to source passive and active candidates. In the article, Jerry Wimer, Vice President of Global Operations and Staffing Center of Excellence at Staff Management | SMX,  explains “Social media gives contingent workers the opportunity to connect with each other and our staff in ways that weren’t possible before.”

At Staff Management | SMX, we entered the world of social media after careful considerations about the best ways to reach our target audience. We use social media to connect with potential job candidates, current associates and employees, current and potential clients, and industry peers. Social media allows us to network and to stay engaged with these key constituents and to enhance our brand.

In addition to engagement, we use Facebook, Twitter and LinkedIn in both a paid and non-paid capacity to generate awareness of job openings and drive applicants to our online recruiting and onboarding portal. We have the ability to get real-time reporting based on unique codes that are associated with different social media outlets, and can track how candidates flow through our application process from the initial click on the link through the interview process and ultimately what percentage of those applicants are hired. These quantitative measurements help us make data-driven decisions about our recruitment and social media strategy.

Although social media can be used to connect with prospective employees and stay engaged with current associates, it’s important not to overlook the positive brand awareness that can be created through social media and content creation. While we have found that Facebook, Twitter and LinkedIn are the best places to post jobs and content directed at the contingent workforce, a blog can be more targeted towards current and potential clients and industry peers and enewsletters are a great way to connect with clients via email marketing. Every company is different, however, and it is important to take a good look at your efforts and determine the appropriate strategy for different outlets.

Top Tips for Staffing Firms Entering Social Media:

• Stay Engaged: With social media you can’t set it and forget it. It requires time, attention and engaging content.
• You Will Get Negative Comments: While vulgar or inappropriate comments should certainly be removed, use discretion when it comes to deleting negative comments. Negative comments can often be turned around with a helpful, appropriate response. If you solve a problem, it will ultimately create a better situation and a more satisfied associate than if you simply deleted the negative post.
• Stay Ahead of the Curve: Anticipating change, such as the frequent page layout redesigns on Facebook, helps you to stay ahead of the curve and your competitors.
• Blog: People often quote the saying  that online “content is king” – what better way to promote unique content and thought leadership than through a company blog? Additionally, it can help drive traffic to your website and social media profiles. As stated by Join the Revolution, “According to a recent study by HubSpot, companies that have a blog receive 55 percent more website traffic on average than companies without one, yet the American Staffing Association recently reported that only 18 percent of its surveyed members are blogging directly on their websites or on platforms that are easy to find through search engines.”

How do you use social media in your recruiting and branding strategies?

In January 2012, the ICE Mutual Agreement between Government and Employers (IMAGE) reported that two companies, Atrium Companies and Advanced Containment Systems Inc., based in Houston, TX have agreed to each pay $2 million as forfeited funds to the Department of Homeland Security (DHS) for failing to comply with immigration and labor laws and hiring illegal aliens. Both companies received multiple notices from the Social Security Administration (SSA), but failed to take corrective measures, resulting in the continued employment of the undocumented aliens and ending with forfeited funds and a tainted public record. The use of E-Verify could have helped these companies ensure that their employees were eligible to work in the U.S.

With E-Verify participation being a requirement of IMAGE certification, receiving training on E-Verify can be very valuable. The IMAGE Forum and Training Series is a free series of forums being held across the country. This training consists of Form I-9 training, USCIS E-Verify updates, Office of Special Counsel training, and fraudulent document detection training.

Upcoming IMAGE forums include:

• April 19, 2012, El Paso, Texas – Wyndham El Paso Airport
• May 3, 2012, Los Angeles, Calif. – Sheraton Los Angeles Downtown
• May 17, 2012, Houston, Texas – Location TBD
• June 7, 2012, Orlando, Fla. – Embassy Suite Orlando Downtown
• June 28, 2012, Boston, Mass. – Location TBD
• July 12, 2012, Denver, Colo. – Location TBD
• July 26, 2012, Philadelphia, Pa. – Location TBD
• Aug. 9, 2012, Minneapolis, Minn. – Location TBD
• Aug. 23, 2012, Portland, Ore. – Location TBD
• Sept. 13, 2012, Indianapolis, Ind. – Location TBD
• Sept. 27, 2012, San Antonio, Texas – Location TBD
• Date TBD, Washington, D.C. – Location TBD

In addition to protecting your company from fines, citations and violations, IMAGE certification benefits include:

• Public recognition of the employer’s IMAGE certification
• Avoidance of lawsuits and other legal actions resulting from unauthorized employment
• Brand name protection
• Fine mitigation
• A stable workforce
• No Form I-9 inspection for a minimum of two years
• ICE provided training and guidance on proper hiring procedures and fraudulent document awareness

How do you ensure that your company is in compliance with employee eligibility and immigration laws?

I invite you to take a look at the video to learn more about how we build sustainable value for our world-class clients through innovative contingent workforce solutions that provide best talent, drive compliance and yield tangible savings. Be sure to check back with us soon for a recap and insights from the HRO Today Forum.

Autism is a complex developmental disability that typically appears during the first three years of life and affects a person’s ability to communicate and interact with others. Each individual with autism is unique. Many of those on the autism spectrum have exceptional abilities in visual skills, music and academic skills.

I invite you to take a look at this month’s newsletter as we highlight autism awareness.

According to Staffing Industry Analysts, the Purchasing Manager’s Manufacturing Index remains in positive territory for another month with new unemployment claims continuing to travel downward to 8.2%. In fact, the Purchasing Indices for both manufacturing and non-manufacturing positions show a strong level of expansion.

Employment rose in the manufacturing, food services and health care sectors, but was down in retail trade and government jobs saw little change. Manufacturing employment rose by 37,000 in March, with gains in motor vehicles and parts (+12,000), machinery (+7,000), fabricated metals (+5,000) and paper manufacturing (+3,000). Employment in professional and business services continued to trend up in March. Employment in the industry has grown by 1.4 million since a recent low point in September 2009, as reported by the BLS.

The benefit had many Chicago area Chefs representing their restaurants in an amazing event that raised awareness and funds to support the CMBWN. As event goers sampled the Chef’s creations there was a silent auction with donations from local venues, followed by a live auction. Alpana Singh, the host of Check, Please!, was the master of ceremonies for the event and presented information about the CMBWN and their mission. It was a great honor to represent Staff Management | SMX at an event that highlighted such an amazing organization to help women in crisis in the Chicago area.

Proceeds from the benefit will go towards The Network’s mission of improving the lives of those impacted by domestic violence through education, public policy and advocacy, and the connection of community members to direct service providers.

To learn more about The Chicago Metropolitan Battered Women’s Network and the Chicago Chefs Spring Into Action benefit, please visit www.batteredwomensnetwork.org.

Manufacturing employment grew by 31,000 jobs in February, occurring in durable goods
manufacturing, with job gains in fabricated metal products, transportation equipment, machinery and furniture and related products. Additionally, manufacturing has reported the first 12 month period of gains since 1988.

There has been a sharp increase in temporary help penetration from 2010 to 2012 and buyers are now positively biased towards contingent workers, according to Staffing Industry Analysts‘ monthly staffing industry report. It was also reported by buyers that they are using more contingent workers and the projected median share of contingent workers in 2012 is 15%, up from 10% as reported in 2009-2011.

The energy sector has emerged as an area to watch, with oil and gas extraction employment rising 34% from 2007 to 2012. Energy sector buyers report that they are most inclined to use more temporary labor in the coming months and years.