How to Build a Contingent Workforce to Meet Demand

10/03/2019 / Field Service / Uncategorized / Katia Loboda

The trends are clear, and show no sign of slowing:

  • Baby boomers are retiring at a rate of 10,000 per day.
  • Over the next decade, 70% of field service organizations (FSOs) will lose their most skilled, senior technicians.
  • The younger technicians FSOs struggle to hire often don’t have the talent needed to keep business running smoothly.

Many service companies find great value in supplementing their full-time employees with a contingent workforce. But independently sourcing and vetting contractors can be an arduous task, especially for small and mid-sized companies with only a few HR personnel.

That’s the reason Astea has decided to bolster our Alliance Enterprise service lifecycle management software by partnering with WorkMarket, a contingent workforce solution.

This integrated solution will let Alliance Enterprise users tap into a larger talent pool to meet demand while continuing to manage all operations directly from the Alliance platform.

How Building a Contingent Workforce Helps You Meet Demand

Even as service organizations are finding they need to supplement their full-time workforces, more and more skilled technicians are opting to set up shop and work for themselves. Contingent workers will eventually make up 25% of the global workforce, according to the Harvard Business Review.

Now is the perfect time to take advantage of this trend and build your FSO’s capacity to manage both full-time employees and contingent contractors. When you do, your company can experience a number of benefits, including:

  • Cost Flexibility

Maintaining a roster of full-time employees year-round can be extremely expensive, especially for businesses operating with seasonal highs and lows. Service-centric businesses can reduce labor costs by maintaining a pool of on-demand technicians ready to help when work orders flood in, but who don’t eat up budgets when business is slower.

  • Workforce Agility

Today, many FSOs serve clients across wide geographic areas. A centralized workforce can be spread thin or unable to reach job sites in a timely fashion. By using on-call contingent technicians, you can leverage regional labor pools’ power to meet regional service demands.

  • Skill and Experience Diversity

When you use a contingent workforce, you can recruit technicians with specialized skills and experience who you might not be able to afford to employ full-time. These contractors ensure you’ll be able to meet client needs for one-off jobs or emergency situations.

Managing a Dual Model Workforce Doesn’t Have to Be a Pain

Thanks to Alliance Enterprise’s end-to-end service management functionality and WorkMarket’s intelligent labor sourcing, managing a contingent workforce alongside your full-time workforce becomes easy.

The integrated solution lets FSOs keep using the same workflows on Alliance Enterprise while benefiting from having their service management environment connected to WorkMarket’s contingent labor market and management functions.

All information exchange takes place in the background via API integrations, making the combined solution extremely user-friendly.

The environment is also highly customizable, allowing users to set criteria for which jobs and skills they will source internally and which they will source from WorkMarket labor clouds.

Once a work order meets the predetermined requirements for external sourcing, it’s automatically pushed to WorkMarket. Considering user-selected attributes, the software autonomously identifies a qualified technician.

Users can select such vetting criteria as:

  • Completed background check
  • Previously completed and rated work on the platform
  • Experience with a particular manufacturer
  • Relevant job skills

Typically, third-party talent sourcing involves paying a hefty price to a go-between. But WorkMarket’s minimal fees mean hiring managers can save 30-50% on recruiting fees by developing their own private talent marketplaces.

A Workforce for the Future

According to Blumberg Advisory Group, 77% of FSOs already use independent contractors. That number is only expected to grow.

With the right contingent workforce solution, your organization can make the most of a more skilled and geographically dispersed talent pool to:

  • Reduce labor costs by keeping a leaner workforce.
  • Meet customers’ unique needs by calling on-demand technicians with specialized skills.
  • Dispatch skilled technicians in a timely way across a wider area by taking advantage of regional talent pools.
  • Reduce average time-to-repair and so boost customer satisfaction and loyalty.

Are you ready to put your labor challenges to bed by building a leaner, more agile workforce? Watch our on-demand webinar on The Field Service Workforce of the Future now.

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