Today, it is not unusual for companies to spend up to three percent of total revenues on contract labor services. Hidden costs can take away millions of dollars from your bottom line.

To determine the impact of flexible staffing on your organization, ask your team these questions:

• How well does your organization manage supplemental staffing resources?
  
  
• Precisely how many contract employees did your organization have on assignment during the first week of last month?
  
  
• Precisely how much did your organization spend on contract employee and consultant services
  ...last year?
  ...last quarter?
  ...by division?
  ...by supplier?
  
  
• What are your organization's average pay and bill rate for contract employee services overall?
  ...by category (engineering, information technology, scientific, clerical, administrative, light industrial)?
  
  
• Where can you find all of the completed non-disclosure/secrecy, patent and proprietary forms, signed acknowledgments of company policies, etc., for all of your current contract employees?
  
  
• Does your current labor procurement system consistently:
  ...question initial pay and/or billing rate requests to determine if there is room for negotiation?
  ...seek out new, cost-effective, quality suppliers or do you repeatedly see non-negotiable personnel requests from the same managers for the same suppliers?
  ...allow you to access previous, high quality, high performing contract employees for repeat assignments and, more importantly, allow you to deny the return of poor performers?
  ...allow you to easily evaluate current overall labor market trends and compare and contrast your practices and policies with those of your competitors?
  ...manage the service time of individual contractors?