Today, UpGlide announced a major software agreement with a global RPO and MSP solutions enterprise. The company will leverage UpGlide as its sole vendor management system (VMS) technology across its multiple lines of business. Engaging the UpGlide platform will help the company streamline the administration of its talent management, RPO, and MSP programs. The unique flexibility of UpGlide will allow the company to better meet client demand.  The company will use the tool across diverse client segments within manufacturing, consumer goods, financial, healthcare, and life sciences industries. “This is a notable milestone for UpGlide, as we begin a new strategic partnership with a leading global RPO and MSP company. UpGlide will provide a great opportunity for our new client to transcend the limits of its existent processes and upscale workflow all through the platform,” said Scott Aicher, COO of UpGlide.

UpGlide’s newly engaged client is a leading talent acquisition solutions organization who conducts business with clients across all continents. Finding better ways to manage the employee lifecycle in today’s world can be challenging with all the viable tech options present in the marketplace. Organizations often hesitate to adopt workforce management tools that only partially meet their requirements. UpGlide provides unique value in addressing this problem. The platform is fully customizable to accommodate any environment, including blended workforce requirements present in staffing business models.

“UpGlide’s solution is a bit different than other VMS technologies available in the market. We facilitate transactional business by establishing long-term relationships. We are ecstatic to be working with a global talent strategy management company and look forward to growing our partnership together. As the business landscape for workforce management continues to evolve, we strive to position UpGlide as an innovative leader of best-fit technology solutions across all industries that engage and/or provide staffing solutions,” said Scott Aicher, COO of UpGlide.

UpGlide continues to progress along a positive growth trajectory as it strengthens brand recognition within the workforce management technology space.  In early October, UpGlide launched UpGlide Timesheets, a straightforward time and expense technology solution built for the staffing industry. The application is proficient in managing a multi-layer workforce management program. The company continues to secure deals with direct employers, MSPs, and staffing agencies. “It is exciting to have the opportunity to see UpGlide in action with a full spectrum of clients, each of which is using the tool in a distinct way to trigger different engagement models,” said Aicher. “This new technology deal is going to take UpGlide to new heights in tapping the global talent ecosystem. We look forward to big things to come as we expand our client base and development roadmap. We continue to drive UpGlide as the ultimate technology that solves the challenges of managing the modern workforce.”


About UpGlide

UpGlide is the cloud-based contingent workforce management platform that creates diverse user experiences through versatility. Designed for multifunctional use, UpGlide vendor management system (VMS) is customizable to meet role-specific needs of end clients, MSPs, and staffing agencies within the contingent workforce ecosystem. UpGlide can be used to support any piece of the contingent workforce lifecycle, streamline program administration, and enable data exchange across external management systems.

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A job posting should clearly portray a snapshot of the available position and compel target candidates to apply by delivering necessary information. Here are 8 components of an effective job description to attract more qualified job seekers for available positions.

1. Job Title

When creating a job title, the title should accurately depict experience level and responsibilities that the employee will perform. The title should be standard enough for relevant job seekers to find it in a search. Standardization is also useful for comparing across positions of parity in compensation and responsibilities.

2. Job Description

After the job title is established, write a 1-3 sentence job description highlighting how the position delivers value to your organization. This should summarize the most pertinent aspects of the job. The details will follow in the next section, “key responsibilities”.  Monster provides sample job descriptions by job title for some examples.

3. Key Responsibilities

Establish 5-15 essential responsibilities that the employee will execute. These should be concise in bullet format, and each responsibility should begin with a present-tense action verb. If you need some verb ideas view this list of awesome action verbs. Each point should list the action to be taken followed by the purpose of completing it.

4. Skills and Qualifications

This section is comprised with educational level, years of experience, technical skills, and certifications requirements. This section is relevant for effectively filtering out unqualified job seekers. Skills and qualifications that are mandatory should be distinctively separate from those that are preferred. If candidates absolutely must have a credential to be considered, explain the credential’s relevance to job competency.

5. Supervisor & Department

It is important to include details on whom the employee will report to and where the employee will fall in the organization’s hierarchy. If the job is team oriented, explain who the employee will be interacting with on a regular basis. This helps applicants understand the lines of authority and working relationships defined in the role.

6. Employment Type & Benefits

Be transparent about the position’s non-exempt or exempt status. If it is a contract position, specify if it is temporary or contract-to-hire and quantify the duration of employment. Include details on where the position in located.  If the position requires travel, denote a percentage to amount of travel required (i.e. < 50%). List any benefits that will be provided to the employee such as medical insurance, 401(K), and paid time off accrual.

7. Company Overview

Candidates should have a brief overview about the hiring company, so they understand the company culture and landscape. Include information about corporate values, objectives, geographical presence, and work environment.

8. Contact Information

Provide contact information in case applicants have questions or technical difficulties submitting their application.

About UpGlide

UpGlide is the cloud-based contingent workforce management platform that creates diverse user experiences through versatility. Upglide provides centralization for workforce management tools, including job description templates that can be repurposed to place job orders. Assess, qualify, and hire candidates in one seamless transaction with UpGlide.

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How do you find the best candidates for contingent job placement? There are many benefits to using the contingent workforce, but qualifying contingent workers comes with its own set of challenges, such as finding those that hold strong qualities of adaptability and self-motivation.

Asking the right questions can help determine who the best matched candidates are to meet your business objectives. Here are 5 questions to ask candidates when recruiting for non-permanent positions.

1. “Why are you interested in a non-permanent position?”

It is important to understand why candidates have interest in non-permanent positions to better forecast their potential success in the role. Look for candidates that are adaptive to new work environments, determined to enhance their skillsets, eager to gain more experience, and grow professionally.

2. “How do you adjust to different work environments?”

Adaptability is one of the most desirable traits of the contingent workforce.  A good candidate will exude the ability to “blend” in unfamiliar places. Due to quick shifts in contingent job placement, contingent workers need to adjust to different work environments with ease.  This includes understanding project specific objectives, corporate policies, and socializing with ease among coworkers.

3. “How would you describe your communication style?”

Strong candidates will have direct communication patterns. This ensures that they are receptive to employer feedback and not afraid to ask for clarification with regards to project related tasks. Directness enables effectiveness, ensuring continuous momentum of short-term projects without misinterpretation of communication.

4. “Describe a time when you showed initiative with a project.”

The expectation of contingent workers is to show project initiative and be self-motivated.  Candidates that display confidence in their areas of expertise are more likely to complete relative projects with precision.  In addition, they will be problem solvers and resourceful in finding solutions to questions that weren’t specifically addressed in orientation.

5. “Do you have the required skills listed on the job description?”

Remember to be transparent about skill requirements in your job descriptions, so candidates are aware of qualifiers. You’ll want candidates that can demonstrate working skills and knowledge of programs and tools applicable to assigned projects.

Takeaways:

  • Asking the right questions will allow you to find the best candidates for contingent job placement.

Desired qualities to look for when looking for contingent workers:

  • Eagerness to gain more experience
  • Adaptability to new work environments
  • Direct communication patterns
  • Self-motivated and takes initiative to solve problems
  • Strong knowledge and skill applicable to assigned project

UpGlide is the cloud-based contingent workforce management platform that helps users channel data, gain Intel, and increase efficiency. End clients, MSPs, and staffing agencies use UpGlide to source the most qualified candidates for contingent job placement.  Assess, qualify, interview, and hire candidates in one seamless transaction with UpGlide.

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