United States: Data from the U.S. Department of Labor validates what employers know to be true: contingent workforce strategies are proving to be a cost-effective approach for attracting highly productive talent. Engaging an independent contractor is a smart solution that offers greater quality, flexibility and efficiency in filling critical gaps. This dynamic trend is anticipated to grow exponentially in the years ahead, as workers find this type of employment arrangement to be more readily available, and, often, more desirable.
But what the statistics don’t tell us, however, is how many of these millions of workers are being improperly engaged by the companies that use them. There are multiple challenges for organizations that seek to source and retain top talent in a compliant manner that satisfies internal controls, IRS and state regulations, and the unique needs of free agents.
About the Author
Nathan is Vice President, Independent Contractor Compliance at Randstad Sourceright. He leads our independent contractor compliance team. He and his team help mitigate their clients' risks by properly screening and classifying independent contractors, freelancers, consultants and self-employed workers as part of a complete contingent worker solution. Nathan has more than 16 years experience in the staffing industry.Follow on Google Plus Follow on Twitter More Content by Nathan Gibson