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Managing a Virtual Workforce
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Managing a Virtual Workforce
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I wanted to put this out to the group because I value your input. I
work for a recruiting firm that specializes in HR contractors. That
being said, I work with a lot of contract recruiters. Many of
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Cat:Topic ForumsForum:ForumId59Discussion:DiscussionId32978
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Managing a Virtual Workforce
posted at 3/8/2007 6:32 AM EST
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Posts: 3
First: 3/8/2007
Last: 3/26/2007
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I wanted to put this out to the group because I value your input. I
work for a recruiting firm that specializes in HR contractors. That
being said, I work with a lot of contract recruiters. Many of these
recruiters prefer to work 75-100% off-site. They are highly
qualified individuals, but they are a challenge to place because of
their virtual requirement.
Here are my questions to the group:
* From a client perspective, what are your objections to a virtual
workforce?
* If you allow a virtual/semi virtual workforce, do you set specific
metrics of performance for that employee? What systems do you have
in place to track the employee's workflow?
* Is the hesitation to work with virtual employees because of one
(or possibly several) bad experience(s) in the past?
* What values or drawbacks do you see from working with a virtual
workforce?
* To other staffing firms: How have you educated your clients to
open up opportunities for this talent pool?
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How Do We Keep Our Best During Upheaval?
Things are getting scary for us. We recently had to downsize, and since then have lost some of our best people to other jobs. Aside from boosting their pay (which isn't feasible now), what practical steps can we take to keep them from quitting on us?
——Clinging to Hope, talent coordinator, hospitality, Guatemala
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