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UpGlide Announces New VMS Agreements with Large National MSP Providers

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UpGlide is excited to announce that last week it entered into agreements with two national, well renowned MSP providers. Each of the new MSP partners are fully engaging UpGlide’s cloud-based vendor management system (VMS) technology to support of their contingent workforce programs with their end clients within the mid-market space.  The process consisted of an extensive evaluation process across numerous other tools in the market, both MSPs ultimately selected UpGlide as their VMS choice for the software’s customizability along with its feature robustness. UpGlide offers a program specific interface featuring a very unique pricing model within the industry that brings immediate financial return to its partners.

The litmus test for VMS tools is modern technology that allows users to easily manage vendor performance, mitigate risk, and process quality candidates to clients. UpGlide provides this and additional back office modules to create a comprehensive end to end solution.  “We are able to differentiate UpGlide in the market through continued strengthening of our software components that align to each unique MSP/end client strategy,” said Scott Aicher, COO of UpGlide. “We never propose a one-size-fit all technical solution. We configure our VMS to execute upon specific business criteria identified by the MSP program/end client.” UpGlide leverages customizability to modify application views, dashboard details, and technical framework to accommodate all contingent workforce programs within all industry segments.

“I am very excited about our new MSP partners committing to UpGlide and recognizing the unique value the tool provides to the mid-market segment of the industry.  With each engagement, we work diligently to create a technology solution that allows our MSP partners to grow their bottom line while ensuring their end clients remain extremely happy,” said Aicher. UpGlide continues to help MSPs overcome loop-holes existent in contingent workforce management through integration, innovation, transformation, and scalability.

Click here to view the full press release.

Channel Data. Gain Intel. Increase Efficiency.

UpGlide is the cloud-based contingent workforce management platform that creates diverse user experiences through versatility. Designed for multifunctional use, UpGlide’s 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.

Interested in learning more about UpGlide?

5 Questions to Ask: Find the Best Candidates for Contingent Job Placement

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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.

Interested in learning more about UpGlide?

Why use the Contingent Workforce?

The workforce continues to transform and traditional employees will soon be replaced by the contingent workforce. A research study conducted by Intuit predicted 40% of the US workforce will be contingent workers and more than 80% of large corporations will increase their use of the contingent workforce by 2020.

After the recent economic recession, organizations are taking a different approach to fulfill their workforce gaps by capitalizing on the contingent workforce. This allows organizations to meet project demands without making commitments to full time employees.

Why use the Contingent Workforce?

 

Close Skill Gaps

Organizations face the challenge of acquiring and retaining qualified candidates for high-demand disciplines such as IT and engineering. In order meet business objectives, employers leverage the flexibility of the contingent workforce to close skill gaps and execute projects as they arise.

Cost Savings

The adaptable nature of the contingent workforce lets organizations experience significant cost savings on administration and employee benefit packages.  Instead of maintaining full time employees in areas with project variability, employers can source appropriate candidates on a “just in time” basis to fit project scope and timeline specifications.

Time to Productivity

Typically upon hire, contingent workers can start working immediately, since employers’ source candidates that already hold critical skills necessary to complete the task at hand.  Time saved and increased productivity allows organizations to be more agile and responsive to fluctuating market conditions.

Qualified Talent for Quality Results

The contingent workforce provides more opportunity for organizations to utilize the most qualified candidates. Employers can secure employees on a contingent basis that have more applicable skills and knowledge than that of someone they could afford on a full time basis. This allows projects to be completed with high degree of quality to achieve optimal results.

Final Thought

There are many reasons why more and more organizations are opting to utilize the contingent workforce. However, employers must be equipped with the right tools to meet the requirements of managing the contingent workforce. UpGlide is the cloud-based contingent workforce management platform that helps organizations proactively manage contingent workforce strategies.  UpGlide provides full visibility over contingent workforce investments and tools to effectively monitor projects from beginning to end.

Interested in learning more about UpGlide?