This lack of visibility also impacts on executive committees. We are far from a joint approach between the HR, Purchasing and Business Departments, which could be implemented from the referencing to the evaluation, selection and hiring stages.

And an external worker’s assignment is usually carried out without information about the collaboration being accessible in a documented and transparent way, such as an evaluation of the work done or even information relating to rates and contracts. In most companies, operations staff hire freelancers directly, possibly involving the Purchasing Department, while the HR department is left out of the loop. Upstream: structure a pool of freelancers and providers This lack of visibility also exposes decision-makers to significant operational and legal risks! In this context, limited visibility with regards to those external resources holds a company back in the race for talent. Gain visibility on external workers, within the companyĪll non-traditional workers: self-employed and freelancers, sub-contractors, temporary workers and seasonal staff, … count for an average of 44% of total labour costs covering all types of positions within the organisation.ĭeveloper, IT project manager, graphic designer, manager, reception staff and even director… you can recruit externally all the necessary profiles to successfully carry out a project. Freelancers and outsourced staff are continuously increasing, boosted by structural factors such as the growing desire for autonomy among qualified professionals, but also dedicated ecosystems (such as platforms), and the growing need of companies for innovative and talented profiles.

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