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Demystifying Compliance: Priorities for a Workforce Advantage

Steve Schumacher
By Steve Schumacher
on December 11, 2019

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Regulations influence nearly every aspect of the employer-worker relationship. From privacy to worker classification and talent acquisition, companies must navigate a constantly changing and sometimes vague landscape of rules influencing workforce engagement. At the same time, the risks of non-compliance can reach a company’s bottom line, ranging from legal costs and fines to reputational damage, lost time, reduced workforce supply, and limitations on business agility.

The good news is our latest white paper reveals what it takes to drive an informed compliance strategy. Get your free copy of “Demystifying Compliance: Priorities for a Workforce Advantage” today.

AGS_blog_1_Workforce_Advantage

Get Proactive to Drive Performance

Addressing regulatory needs does not have to be burdensome. In fact, many related best practices (e.g., updated technology, process transparency, workforce visibility, and fairness in hiring and talent engagement) benefit an organization’s overall performance. When it comes to addressing the challenges, one overriding theme applies: get proactive.

With a strategy that looks ahead of key regulatory issues, companies can prepare for new demands, monitor their operations, and adjust swiftly to align with current needs. The result is a compliance posture that improves access to critical workers and better controls the risks of connecting with talent across the spectrum of engagement models.

Two keys to success contribute to a proactive approach to managing evolving workforce regulations:

  • Understand the issues at play and their implications on the business: Having a basic knowledge of trends (e.g., GDPR and IR35) and risks goes a long way in fostering awareness and developing a strategy.
  • Apply best practices that not only drive compliance but also contribute to overall talent and business performance: Together, a focus on awareness and best practices will enhance an organization’s ability to access and engage the talent it needs to grow and succeed.

Compliance Will Continue to be Good for Business

In an increasingly complex and global environment for managing business and talent, the practices that boost compliance all support an improved talent engagement capability. Transparent and compliant recruiting and talent engagement processes create a positive experience that can help increase candidate attraction and worker retention. Likewise, visibility into the entire talent population not only limits worker classification issues, but it also helps employers make the right decisions about who to engage in getting work done.

For organizations looking to stay ahead of a changing regulatory landscape and better compete for scarce talent, a focus on proactive strategies can help deliver a critical advantage in engaging the workforce. Get your free of “Demystifying Compliance” today and then contact us to learn more about building or enhancing your relationship with Allegis Global Solutions.

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Steve Schumacher
Written by Steve Schumacher
With more than 20 years of staffing and recruitment industry experience, Steve leads the vision and strategy for AGS’ global MSP operations, as well as defines quality and operational excellence across AGS’ portfolio.

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