Here are some examples of workforce solutions:

Global workforce solutions

Having a global workforce isn’t a new concept; many companies have long employed international talent. Traditionally, these businesses have relied on physical offices for collaboration, but this model has evolved, with more companies now managing international teams remotely or in areas where they have no formal presence.

A global workforce refers to a company’s network of international employees connected digitally, regardless of location. This approach spans all industries and business sizes, making global teams increasingly standard across many sectors.

On a global scale, workforce solutions centred around hiring talent from around the world have now become a practical option. For many companies, tapping into a global talent pool is often the most reliable way to access critical skills exactly when needed. The focus on recruiting new talent now focuses more on an individual’s potential impact on the business than on their physical location. Simply put, employers are prioritising results over proximity.

In today’s talent market, companies can easily broaden their candidate search beyond borders. Thanks to technology and global workforce solution providers. However, achieving this requires developing new level of expertise and understanding global dynamics, to ensure compliance with local labour laws and regulations.

Leveraging the global workforce as a solution for companies’ staffing needs has become a necessity to adapt to the changing business environment. It fostered a globally interconnected workforce, unlocking new opportunities for innovation and diverse perspectives that propel company growth.

While beneficial, building and managing an international team is more than just recruiting from different locations; it requires a strategic approach to attracting, developing, and retaining talent worldwide.

If your company doesn’t have the expertise to manage a global workforce, it can lead to serious challenges, including the risk of non-compliance with international hiring laws and regulations. Different countries have their own set of rules around employment, taxes, and worker rights, which can be difficult to navigate without proper knowledge. Failure to adhere to these regulations can result in hefty fines or damage to your company’s reputation.

To overcome such challenges, it’s best to partner with a trusted global workforce solution provider like CXC. A reliable partner can offer valuable expertise and help ensure that your business stays compliant with local labor laws and regulations across different regions. With the complexity of global staffing, having an experienced provider on your side ensures that you not only meet legal requirements but also streamline your workforce management, reduce risks, and maintain smooth operations—no matter where your teams are located.

Workforce solutions products and servicing

Workforce solutions products and servicing can be different from one provider to another. Generally, it refers to the range of services and support provided by third-party organisations or agencies to help businesses manage their workforce effectively. Generally, workforce solutions include:

1. Recruitment or sourcing services
   • On-demand talent sourcing
     This service provides quick access to talent as needs arise, often for short-term or specialised projects. It’s highly flexible and focuses on finding the right candidates fast without long-term commitments.
   • Direct sourcing
     Direct sourcing involves identifying and engaging candidates directly from a company’s existing network, such as past employees, alumni, or referrals. This is a proactive approach, often leading to cost savings and faster hiring since the talent pool is already somewhat connected to the company.
   • RPO (Recruitment Process Outsourcing)
     In RPO, a company outsources part or all of its recruitment process to a third-party provider. This can include tasks such as job posting, candidate sourcing, screening, and onboarding. It’s often used to improve efficiency, access recruiting expertise, and reduce costs.
   • Staffing managed service provider (MSP)
     An MSP oversees and manages a company’s contingent workforce, including temporary and contract staff. The MSP handles vendor selection, process optimisation, and performance management to ensure the company’s staffing needs are met efficiently and compliantly.
2. Hiring or engaging international talent
   • EoR (Employer of Record) / AoR (Agent of Record)
     EoR refers to a third-party entity that legally employs workers on behalf of a company, handling payroll, taxes, and compliance. With a similar concept, AoR generally involves independent contractors instead of employees, acting as the intermediary for compliance and payment. Both solutions allow companies to expand into new markets without establishing a local entity.
     This involves sourcing, hiring, and engaging employees from different countries, often requiring expertise in local employment laws, tax obligations, and regulatory compliance. It enables companies to access a global talent pool but requires navigating complexities in international hiring.
3. Workforce management and payroll
   • MSP (Managed Service Provider)
     In workforce management, an MSP takes on responsibility for managing a company’s contingent and freelance workforce. This includes overseeing vendor relationships, ensuring compliance, and optimising workforce costs and quality.
   • Contractor management outsourcing
     This service handles the administration of contractors, including compliance, contracts, invoicing, and payments. It helps companies manage freelance or contract staff without dealing with administrative complexities.
   • Global payroll service
     This service provides payroll management across multiple countries, handling salary distribution, tax compliance, and local payroll regulations. It enables companies to pay their international employees and contractors efficiently while staying compliant with local laws.
4. Consulting
   Workforce solution consulting services offer expert advice on improving a company’s recruitment strategy, talent management, workforce planning, and compliance practices. Consultants may assess current processes and recommend solutions to enhance efficiency, reduce costs, or ensure legal compliance.
   This workforce solutions setup not only enhances productivity and customer satisfaction but also offers the scalability and flexibility to meet the demands of a dynamic global market.

A workforce development program is essential for companies aiming to build a skilled, motivated, and adaptable team that drives long-term success. Workforce development involves training, upskilling, and providing employees with the tools and resources they need to grow within the company.

This proactive approach not only prepares employees for the evolving demands of their roles but also aligns their skills with the company’s strategic goals. For example, companies might offer mentorship programs, technical training, or leadership workshops to equip employees with essential competencies. Implementing a workforce development program fosters a culture of continuous learning, enhances job satisfaction, and increases retention, ultimately creating a more resilient organisation.

The development program can includer:

1. Work training programs
   • Skill enhancement: Work training programs focus on improving employees’ technical, soft, and industry-specific skills, preparing them for both current roles and future advancement.
   • Career pathways: These programs often provide structured career development paths, allowing employees to acquire the competencies needed for internal promotions or new roles.
   • Customisable training options: Training can be tailored to the needs of different roles or departments, offering options such as online courses, on-the-job training, or mentorship.
2. Workforce development grants
   • Funding for skill-building initiatives: Workforce development grants provide financial support for companies or communities to invest in employee training and skill-building programs.
   • Economic development support: These grants help bridge skill gaps in local communities, boosting employment rates and economic growth.
   • Access to education and resources: Grants may fund specific educational programs, certifications, or resources, making advanced skills training accessible to more individuals.
3. Workforce center
   Workforce centers act as a one-stop resource for job seekers and employers, offering services such as job placement, resume workshops, and career counseling. They often collaborate with local businesses and educational institutions to align training programs with local job market demands.

Career resources are frequently integrated into workforce solutions to support employees in skill development and career advancement. This approach benefits both employees and the organisation by ensuring the team remains skilled and competitive.

Career resources can be in the forms in job search tools and resume-building guides to skill development programs and networking opportunities, all of which that provides essential support for individuals at every stage of their professional journey.

With the right resources, workers can enhance their skills, make informed career decisions, and connect with opportunities that align with goals, setting a strong foundation for long-term success. Here are some content of your career resources to consider:

1. Career development programs
   This can includeprograms that offer training sessions, workshops, and seminars that help workers enhance skills, leadership capabilities, and industry knowledge.
2. Internal job boards and mobility
   It can be a platform that acts as the best way to look for an internal job, which helps employees apply for new roles within the company.
   Content for career resources can also include programs that allow employees to rotate through different roles or departments to gain broader experience and develop new skills.
3. Career counselling and guidance
   There must be opportunities for employees to connect with more experienced colleagues who can offer guidance, career advice, and support in their professional development.
   Through the career resource, employees can seek career coaching to help them map out their career goals and create plans to achieve them within the organisation.

Career assessment

A career assessment is a tool or process that helps individuals evaluate their skills, interests, values, personality traits, and potential career paths. The goal is to provide insights into what types of jobs or industries align with a person’s strengths and preferences. Career assessments can include surveys, tests, or questionnaires that measure various aspects such as:

• Skills: Identifying your core abilities and areas of expertise.
• Interests: Understanding the types of activities or subjects that engage you the most.
• Values: Recognising what is important to you in a career, such as work-life balance, job stability, or helping others.
• Personality: Assessing how your personality traits may influence your work style and the types of environments where you thrive.

How can companies leverage career assessment tools for their recruitment efforts? Here are some ways:

• Utilise self-assessment tools: Career assessments can provide valuable insights into strengths, interests, and potential career paths.
• Identify transferable skills: Use assessments to understand which skills can apply across roles and industries, broadening options.
• Seek professional guidance: Some workforce solution providers, such as CXC, can help facilitate career assessment and interpret its results.

Job recruiters

Job recruiters are professionals or agencies that help connect job seekers with potential employers. They play a crucial role in the hiring process by identifying candidates who match the needs of a company’s job openings. Recruiters work with both companies and job seekers to facilitate a successful hiring match.

There are two main types of recruiters:

1. Internal recruiters (corporate recruiters): These recruiters work directly for a company or organisation. Their role is to fill open positions within that company, working closely with the HR department to find the best candidates.
2. External recruiters (recruitment agencies): These recruiters are independent professionals or agencies that work with multiple companies to find suitable candidates. They often specialise in specific industries or job types (e.g., tech, healthcare, finance) and have access to a broader pool of job opportunities.

Companies often rely on external recruiters when looking for highly skilled workers, such as those in the tech field.