NexusCW

Workforce Ready Login (800) 750-7420
Home  >   Team Nexus

The Three Buckets of Contingent Workforce

  HR professionals in today’s ever-changing workforce climate are told to accomplish more with less. Tightening talent pool, changing technologies and trying to keep your employees happy are calling for more flexible and creative ways to solve your workforce challenges. Fortunately, becoming more strategic is in our DNA. For many, that increasingly means who we hire to help build the future of our companies. The contingent or contract worker has exploded in the last few years, growing from 10% of the workforce in 2010 to a predicted over 40% of the workforce by 2018, according to reports by the U.S. Government Accountability Office. This can certainly be credited to the rise of the gig economy in global markets. There are many categories of contingent workforce, below I drill down and try to categorize 3 common members of this labor pool.  The Temp Worker This category… [Read More]

Get Real Savings Through Third-Party Payrolling

As organizations increasingly rely on contingent or contract workers to fill mission-critical roles, business leaders are looking for ways to boost their company’s bottom line savings. One scenario where this can be the case is the MSP/Vendor rate of third-party payroll utilization – the percentage of spend for contingent or contract workers who are sourced directly by the organization and W2 payrolled by a third party vendor. Increasing third-party payroll utilization offers many benefits to companies, from driving down costs to streamlining the talent acquisition processes and even reducing risk. Not all vendors, however, are structured for or support this approach. For example, when utilizing a staffing firm or staffing-aligned MSP to source for your open positions, be prepared to face markups that can range from 35% to 50% for agency-supplied workers. Rather than accept these markups unconditionally, business leaders should look for opportunities available… [Read More]

Hiring on a Trial Basis

  Now more than ever employers are specific about finding the right candidate for their open position. They are looking for the perfect match: a candidate that is both skilled and fits the company’s culture. To accomplish this, many are taking the approach of hiring a potential candidate on a temp-to-hire or temp-to-permanent basis in order to evaluate the worker on the job. Think of it as an extended job interview that allows both the employer and candidate to ensure they’re right for each other before committing to a long term relationship. Is it starting to sound like the dating world? If it is, it’s because the parallels are very similar. There are advantages in hiring on trial basis: It allows the employer to evaluate a candidate in their job environment. Reduces employer risk should the candidate not be the right fit If it is… [Read More]

What is Employer of Record Payrolling?

US and International payrolling is a common but often misunderstood service. Businesses are often unaware that they need or, in fact, are using this service. EOR payrolling is a service provided by third party companies. These companies become the employer of record. They handle the employment life cycles of workers, including onboarding, payroll processing, and offboarding, while they are on assignment with another company. While payroll processing or “payrolling,” an EOR pays payroll taxes, withholds federal and state taxes, administers benefits and maintains compliance. A company benefits from outsourcing these services by saving the time and money expended on these services. Who Can Be Payrolled? Payrollees are temporary workers on assignment with a company for a set period of time. These workers can be seasonal, contract or project-based. They fill a temporary need and the assignment ends once that obligation is fulfilled. Benefits of Payrolling… [Read More]

The Differences Between an Employer of Record and a PEO

When it comes to managing employees, two terms that often come up are Employer of Record (EOR) and Professional Employer Organization (PEO). Although both are involved in managing employment-related tasks, there are distinct differences between the two. Employer of Record (EOR) An Employer of Record (EOR) is a company that takes responsibility for all administrative tasks related to employment, such as payroll, taxes, insurance, and compliance. Essentially, the EOR serves as the legal employer of the employees, while the client company maintains day-to-day control over the employees’ work. EORs are commonly used by companies that need to quickly and easily expand their workforce without the burden of additional administrative responsibilities. For example, a company that needs to hire workers in a new country where they don’t have an established presence might use an EOR to handle all employment-related tasks. One of the main benefits of… [Read More]

Difference Between an Employer of Record & Staffing Agency

It is not uncommon to hear employer of record services equated with staffing services. Although the two are mutually beneficial, an employer of record is a separate entity from a staffing agency, each with distinct functions and responsibilities. Roles A collaborative relationship exists between an employer of record and its client, which can be a business or a staffing agency. While an employee works for the client, the employer of record assumes the role of the legal employer for tax purposes. The employer of record handles all administrative functions, such as payroll processing, federal & state tax withholding and filing, record-keeping, and all HR support functions. The EOR also conducts pre-employment screening such as background checks and drug testing, in addition to human resources functions such as administering benefits, termination of employees, and all other worker issues. On the other hand, a staffing agency recruits… [Read More]

Why Compliance Matters in 2017

With a new era of quickly changing regulations and market trends, compliance is now the top challenge and focus for employers in 2017. The year began with a change in administration, bringing along an overhaul of employment law.  In addition, the increase in utilization of contingent labor has continued. Contingent and contract workers, freelancers and independent contractors are flooding the labor market in more numbers than ever before, a trend known as the “gig economy.” With this trend, the risks of non-compliance grow. The federal government is now eager to enact more stringent policies to ensure compliance with tax and regulatory standards. In particular, the United States Department of Labor is more focused on misclassification of workers and has heightened reactions to these cases. Businesses today cannot afford to overlook the importance of maintaining compliance in managing their contingent workforce. It is easy for an… [Read More]

3 Steps to Reaching Your Career Resolutions in 2017

The start of a new year is an ideal time to begin pursuing those career resolutions you made in 2016. Whether you’re revitalizing a job search or ready for a career change, there are proactive steps you can take to help you reach your goals this year. Revamp/update your resume. Your first order of business should be giving your resume a face-lift. With constantly changing hiring trends, you must take the time to make sure yours stands out. In today’s resume world, less is often more. Include links to your portfolio, blog or website which would make an employer sit up and take notice. Build Your Professional Network. You are your brand. Make your presence known in the industry you seek and maintain the connections you have already made. Online, professional portfolios such as LinkedIn help showcase who you are and what you can do…. [Read More]

How to Recruit The Right Talent and Avoid Hiring Catastrophes

Recruiting the right talent is essential to the success of a business, while bad hiring decisions are exceedingly expensive in terms of both time and money. Additionally, high employee turnover lowers morale and creates discouragement within a company. These hiring disasters could have been avoided and the lost resources could have been invested in the right candidate. To that end, companies like Google have adopted the “law of three” for interviewing candidates. This recruiting technique and ones like it are designed to avoid costly hiring mistakes. The “law of three” encompasses the following rules: (1) Always interview a minimum of three candidates. Managers are tempted to end their search early when a suitable candidate is found. Discipline yourself to continue interviewing. The more people you interview, the greater the pool you can select from and the greater your chances of finding the right person. (2)… [Read More]

Generations in the Workplace

A new multi-generational workforce poses both challenges and opportunities for today’s employer. An increase in average retirement age and life expectancy have created an unprecedented five generations coexisting in the modern workforce, also known as the “5G Workforce.” Each generation brings to the workplace a different set of character traits, behavioral patterns and value systems. These differing perceptions and values are a potential source of conflict, frustration and misunderstanding. Unresolved conflict among employees decreases productivity, morale and motivation. Employers must understand generational differences and use this understanding to manage generational diversity. Once properly managed, an employer can capitalize on the unique strengths of this diverse workforce. Successful management of the 5G workforce begins with an understanding of not only the differences among generations, but the environment that shaped those differences. The five generations of the modern workforce include: • Traditionalists: Employees born 1945 and before… [Read More]

Contact

4901 Morena Blvd,
Suite 122
San Diego, CA 92117
P. (858) 751-7440
F. (858) 408-3600