seven ways to reduce workforce costs.

For any large organisation, especially within the construction industry, keeping a lid on and minimising recruitment-related costs are high on the agenda. Where a blended workforce is required, balancing the recruitment needs of permanent roles, and project-based contingent workers needs a clear strategy from start to finish.

By having a flexible recruitment strategy, employers will be able to achieve greater agility and allow them to gain access to key skills while driving cost savings and efficiencies. It is key to understand how temporary workers, independent contractors and freelancers can be leveraged as part of a wider strategy to enable your workforce to deliver on-time and to budgets.

 

1 manage your talent deployment.

Develop a clear understanding of what talent pools you have access to at any point in time. Over and under-resourcing both have significant consequences on your ability to deliver efficiencies, so understanding how to deploy staff across multiple sites is key.

2 leverage analytics.

Optimisation begins with knowing what contingent labour requirements you have had in the past and what you anticipate will be needed in the future.


A strong analytics platform will help you gain this valuable insight. Through it, you can also answer critical questions such as what are your biggest expenditures when it comes to flexible talent, how long does it take to fill specific roles, where you have current vacancies and which vacancies will come up in the short to medium term. Knowing these metrics and understanding how they impact business execution can help you focus on making improvements.

3 optimise rate cards.

Are you standardising the rates you pay for temporary workers?...

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