Global Contingent Workforce Strategist | VP | Director | Senior Manager - Global Implementation | Project Management | Program Management | Operations | Certified Contingent Workforce Professional & SOW expert | MSP/VMS
Understanding the Value of Consulting in Contingent Labor Consulting and contingent labor play a pivotal role in today’s rapidly evolving business landscape. As companies seek agility and expertise on-demand, leveraging contingent labor provides flexibility, cost control, and access to specialized skills. Consultants bring fresh perspectives, proven methodologies, and valuable experience to help businesses navigate complex challenges and scale operations efficiently. A strong contingent workforce strategy ensures that organizations can meet project demands without long-term commitments, making it a win-win for both the company and the consultant. Integrating consulting expertise within contingent labor programs can lead to innovation, operational efficiency, and strategic growth. #ContingentLabor #ConsultingExcellence #WorkforceStrategy #BusinessAgility #FutureOfWork
Jamie Gannaway
6mo
Any post from someone with CCWP in their title that talks about other labour sources is a win for me! - but I'm not sure what you're actually saying with this post? CWP needs consulting? Consulting should be included in CWP? As an ex procurement leader and from our platform and research, Enterprise clients categorize work into a family in "consulting" - Advisory, general management consulting, and professional services like audit or tax. If you're saying CWP programmes should also 'buy' consulting services then I disagree.
Ray Walker CCWP
6mo
SME consultants know what questions to ask, helping their clients get to the right answers quicker. A great post and one that I back fully.
Andrew Struthers
6mo
consulting offers fresh eyes, mitigating blind spots.
Your post highlights the value of consulting in contingent labour, but I'm curious about expanding this concept. What are your thoughts on leveraging a company's alumni network as a form of "consulting" resource? Consider this scenario: A company has former employees (and other contacts) who worked on specific projects, like SAP implementations. These individuals, while not professional consultants, possess valuable institutional knowledge and skills. They are also a known and proven resource. Could creating a "call-off consulting pool" from this alumni base be an effective strategy to: Prevent knowledge loss? Provide backup for key skills? Offer expert resources during crises without long-term commitments? How do you think this approach might compare to traditional consulting in terms of cost-effectiveness and cultural fit? What challenges might arise in implementing such a system, particularly in engaging and maintaining relationships with former employees? I'd love to hear your perspective on integrating this concept into a broader contingent workforce strategy.