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Contingent sourcing is an increasingly popular way for employers to find skilled talent without the costs and obligations of hiring full-time employees. Our eBook outlines how to improve contingent sourcing with a compelling contractor value proposition (CVP).
Many employers have started to recognise the value that contractors or agency staff bring to the table and have started to tailor their employee value propositions (EVPs) to attract them. These contractor value propositions (CVP) work the same way as EVPs; they must highlight the benefits of working with the employer but take into account the difference between full-time and contingent workers.
Just like the EVP, the goal of a CVP is to attract, engage, and retain workers, and it is usually focused on building long-term relationships with them. In industries with tight labour markets and high employee turnover, such as Aged Care and Healthcare, focusing on delivering a great CVP can provide a competitive edge.
Our eBook outlines:
What the similarities and differences are between a CVP and an EVP
Why the CVP is often overlooked and the challenges around offering similar benefits to contractors/agency staff
7 key ways to enhance contingent sourcing with the help of a compelling CVP, including better collaboration between employers and staffing agencies, offering opportunities for growth and development, and using a direct sourcing technology platform
How Humanforce’s Talent suite can help strengthen your CVP and help with all talent acquisition needs
Keen to learn more? Fill out the form and download your guide today.