Karen C. Walker

Hiring is getting harder as talent shortages persist and AI-generated applications rise. Discover five practical strategies to help your organization compete for top talent in today’s market. https://bit.ly/3PbeAqN

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Kforce’s managed service model recently transformed compliance engineering for a global tech leader. Through automation, workflow optimization and a hybrid onshore/offshore model, we helped the client achieve 24/7 coverage and consistent audit readiness. Discover how this approach produced $700,000 in annual savings and 100% compliance: https://kfrc.co/43Papp2 

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The November Workforce Brief is out! This month, we're covering: Veteran hiring strategies Financial impact of labor shortages 2026 trends and industry forecasts New tech in construction and manufacturing https://lnkd.in/gSnBMXFM

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Not only can contract talent help you launch or finish important technology projects; it can also alleviate stress on your current team members. See how other tech leaders are dealing with skills gaps in the Demand for Skilled Talent report by #RobertHalf: https://bit.ly/45drZVk

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Our Minutemen Staffing corporate LinkedIn page features a series of thought leadership articles and market insights specifically relevant to organizations that utilize temporary and contingent labor.  Recent posts include: C11 EAD Revocations – What they mean for workforce availability and compliance. Navigating Workforce Volatility – Strategies to maintain stability in unpredictable markets. How Immigration Enforcement Is Reshaping the Light Industrial Workforce – Key compliance considerations. Leveraging Social Media for Recruiting – Best practices to attract qualified talent. …and many more topics relevant to labor strategy, compliance, and cost control.   You can explore these articles and follow our page here: https://lnkd.in/ef_qr5TJ

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🚨 Workforce Reality: Not All Contingent Labor Suppliers Are Built to Scale. Here’s How to Recognize It. 🚨 Most staffing suppliers today can perform when volume is low and timelines are forgiving. The difference shows up when a programs requisitions surge, and expectations tighten. Especially in high volume and high compliance risk MSP and Internally Managed CW Programs. Suppliers built to scale within those programs rely on proven systems, not heroics or “testing” the waters. They have repeatable and easy onboarding, consistent compliance processes, documented safety and training workflows. They plan for retention and redeployment rather than constant replacement. Performance improves as volume increases instead of resetting every quarter. Suppliers that struggle at scale often look strong early. Speed masks fragility. A small group of recruiters carries most of the workload. Documentation lags behind activity. Quality dips as urgency rises. Compliance measures are missed and risk accumulates quietly between handoffs. The gap becomes visible during program compliance audits, safety reviews, site expansions, or sudden demand spikes. One group absorbs pressure and stabilizes the program. The other introduces friction that shows up as delays, rework, or compliance failure exposure. Scale is not proven during pilot phases. It is revealed when growth tests the structure behind the service. #ContingentWorkforce #WorkforceStrategy #SupplierManagement #ProgramGovernance #OperationalExcellence #RiskManagement #FutureOfWork

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