Movieclips Monday: Can you handle the truth (about contingent labor)?
For many companies, as an HR manager or talent acquisition lead starts to look at contingent labor usage, it still seems like many are still trying to get the attention of executive management. You ask, “Do you want answers?” and they say, “I’m entitled to answers.” And so goes the conversation, not unlike this Movieclips Monday scene from A Few Good Men.
Eventually, what you both want is the truth about how to effectively manage a non-employee workforce. Think about a conversation between an executive and their direct report who is responsible for providing business intelligence on professional services, non-employee spend, and all that goes with it. The executive wants answers, and wants them now … or maybe in a day or two, but you get the point.
The truth is, without visibility and control over this category, how can the direct report provide insightful data (truth) or business intelligence to the executive. Unfortunately, for many corporate executives, they probably can’t handle the truth – that is, that their Procurement and HR leaders can’t provide the necessary business intelligence required to pull the appropriate levers in order to drive the business forward.
So, before it comes to that and before you’re called on the carpet and don’t have the answers the executive is seeking, reach out to the Provider community and ask the question of how to increase your visibility. Because if control is what you’re ultimately seeking, it should start with a complete line of sight and visibility into the composition of your non-employee landscape, not a heated cross examination.