"CWP offers a no-cost and no-pressure way to learn about relevant topics without a large time commitment. The opportunity to network with other practitioners is invaluable."

M.M., Global HR Services, Agilent

“I joined the CWP Association to keep up to speed in the industry and learn how other companies are reacting to changes in health care reform, contingent labor and taxes. It keeps my finger on the pulse.”

V.B., Kaiser Permanente

“CW Professionals has it all - Share your experiences, expand your knowledge, cultivate best practices, and keep informed on the hottest topics in the CW marketplace.” 

J.U., Global Process Owner, Oracle

The number of contingent workers is on the rise across the country, but many states still don't have comprehensive laws in place for their protection.

The holiday season is a busy one for enterprise contingent workforce management professionals. Delivery services, hospitality businesses and retailers are all looking to boost their workforce to meet spikes in consumer demand.

In the IT world, contingent hiring has been rising steadily, but now, for the first time, there appears to be a divide based on company size.

Companies began using contingent workers more during our recent economic crisis, and have been reaping the benefits since.

As the economy continues to pick up steam, many companies are using contingent workers to bolster their employment ranks.

The use of contract-to-hire workers has been on the rise in recent years. There are numerous reasons driving the popularity of this type of workforce, but one is particularly clear—businesses want to be sure they are making the right hiring decisions.

The use of the contingent workforce continues to increase as businesses realize the benefits of a temp approach to staffing.

There is no dispute that the use of the contingent workforce is growing across the business landscape. It helps businesses quickly acquire impactful talent to provide effective support right out of the gate.

One of the biggest points of contention about the use of contingent and temporary workers is that businesses are often accused of using contractual arrangements to avoid the legal responsibilities associated with hiring full-time employees.

Businesses have long enjoyed the benefit of using temporary employees and independent contractors to fill seasonal or project-based needs, but lately there has been a noticeable uptick in the number of professionals that are following the temporary staffing path. Since the rec

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