The document discusses non-standard forms of employment that now make up about a third of the Canadian workforce, such as part-time, temporary, or self-employed workers. It warns that companies may unintentionally take on co-employment risk if they misclassify independent contractors as employees. The document then outlines challenges companies face managing non-standard talent, such as inconsistent spending and lack of oversight. It proposes using a vendor management system to analyze a company's current state, organize its non-standard talent processes, and optimize the system to reduce costs, improve compliance, and benefit all stakeholders.
9. CURRRENT STATE Unknown Suppliers HR IT Sales/Marketing Communications Corporate Services Operations Multiple Invoices Lost Resumes Co-Employment Risk Paper Timesheets Inconsistent Bill Rates No Visibility Rogue Spending Inconsistent On-Boarding No Background Checks Sub-Standard Talent Inconsistent Acquisition Process Vendor Accountability Job Misclassification No Standard Approval Process CLIENT LOGO HERE Lack of Ownership Slow Response Unfocused Management High Legal Costs
![CANADIAN NON-STANDARD WORKFORCE DEFINED BY HRDC ,[object Object],“ The forms of employment involving part-time, fixed-term, temporary, home and standby workers, those who have more than one job, and the self-employed, have become so significant numerically that they now affect about one third or more of the workforce in Canada.”](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)