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#DitchtheScript and Elevate Your Contingent Workforce Program

As employers move towards hiring on a flex basis as a new norm, buyers will need to find alternative, less expensive ways to access contingent talent pools. Direct sourcing – a strategy to directly manage contingent talent acquisition programs – can be a viable solution. Traditional thinking has looked at the contingent labor category as a commodity. Yet, organizations today “lease” mission-critical talent to solve complex, highly strategic business outcomes. It’s time they exercised the same level of attention towards attracting and redeploying this talent as they do for hiring permanent roles. Except, gig workers are gig workers by choice, gaining experience from assignments or projects that will increase their value to other employers over time (ex. adding a new skill set to their resume). So how can employers better attract and engage them?


  • Tim Proehm, VP Digital Product Development, KellyOCG
  • Keith Hensler, Product Manager – Direct Sourcing & ID Management, KellyOCG

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