Guidant Group has established 6 essential pillars of contingent labor management. Below we outline some of the best practices associated with each of these pillars.

• Cost Containment
  • Standard mark-ups by skill set and geography
  • Established rate cards
  • Centralized process for capturing contingent labor spend
  • Weekly consolidated electronic invoicing
  • Electronic time/expense entry and approval

• Workflow Process Efficiency
  • Standardized job descriptions
  • Automated process for developing a contingent labor request
  • Automated process for tracking candidate submittals by supplier and against requisition requirements
  • Integrated process for notifying security, IT, and facilities depatments of a new contractor coming onboard
  • Auditable screening and onboarding requirements
  • Automated process for submitting and approving time and expenses

• Business Intelligence
  • Automted use of rate cards
  • Real-time reporting to analyze each department's use of contingent labor
  • Ability to assess and 'grade' supplier performance
  • Ability to forecast hiring trends

• Sourcing Strategies
  • Standard contracts for all contingent labor suppliers
  • Predefined service level metrics incorportated in to each supplier agreement
  • Measuable performance metrics for each supplier
  • Established diversity supplier utilization program
  • Centralized supplier enrollment

• Technology Optimization
  • Use of a real-time accessable and configurable software system across the entire organization
  • System enhancements to the application follow a disiplined project methodology
  • Software is supported with a centralized helpdesk with quilified support personnel
  • A SAS70 certified software provider
  • Ability to integrate the contingent labor software with your accounting software

• Risk Mitigation
  • Established and enforced tenure policy
  • Centralized process for tracking contract start and end dates
  • Defined process for assessing 1099/independant contractor relationships
  • Pre-defined and enforced candidate prescreening process (can include skills testing, drug testing, and background checks)
  • Timely and enforced process for measuring supplier contract compliance of SLAs and insurance requirements
  • Quarterly audit process for I-9, insurance, pay rate, and screening compliance policies