The following are just a few of the questions we ask to determine what type of Managed Services solution is right for your organization: Is the staffing process centralized or de-centralized? Are hiring managers required to use a list of preferred suppliers? Are you confident that background, criminal, credit, and reference checks have been completed? How do you store, organize, and track references and credit checks? What processes do you use to measure the effectiveness of the staffing firms? Have you spoken with key executives and will they support any required change management? What are the different processes for permanent versus contract staffing? How many different staffing firms are used to supply talent? How many different locations/cities/branches use contingent workers? Are any staffing firms considered “preferred” or “prime”? What is your goal for women/minority/disabled veteran owned participation? What percentage of spend goes to women/minority/disabled veteran enterprises? How do you track MWBE participation? Do you allow contingent workers to bill you directly? What is the maximum number of days for a contingent worker to be engaged? What is the exception process to get a critical contingent worker extended? How do you monitor potential co-employment issues? Do you use different staffing firms for other locations? How many hiring managers use contingent workers? Do you have established job descriptions for each position? Do you have pay grades/rate cards for each position? Are rates adjusted for geographic differences? How many geographic “zones” exist in your structure? Do you need any help with market rate analysis? Do you use rate cards? Should we create rate cards with fixed rates? Should we create rate cards with rate ranges? Have you considered/used fixed mark-up percentages versus fixed rates? Are contingent workers a consideration for departmental head count? What is your contract to permanent conversion fee schedule? Do you calculate overtime daily or weekly? Should contingent workers be allowed to work and bill overtime? Should overtime be approved? Who/what level should approve overtime? Should there be a maximum number or total hours billed per period? Should contingent workers be allowed to incur expenses? Should expenses be approved in advance? Who/what level should approve expenses? Is there a current rate increase request policy? What should be the minimum engaged time before rate increases are considered? Who/what level should approve rate increases? Managing the Staffing Vendors: Should the staffing firms be given individual access to hiring managers? Would the hiring managers be able to provide additional job order information via conference call? Should timely feedback be required from hiring managers? Should job orders be submitted if a hiring manager already has a candidate in mind? Should there be a limit of how many candidates may be submitted per position? Should all approved staffing firms receive the job order simultaneously? What is an acceptable number of staffing firms? What is too many? Take the first step toward having MATRIX develop a custom fit proposal for your unique requirements.

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