Introduction: A Mid‑Year Reality Check

Entering Q3 means two things:

1. A full view of your contingent workforce performance.

2. A shrinking window to course‑correct before Q4 execution.

Challenges like complex compliance demands, rising hybrid-role expectations, and switching supplier dynamics are putting pressure on your program. Here’s your mid‑year mission: identify red flags, take action, and realign your strategy.

Red Flags Your Program’s Losing Pace

1. Filling Roles Too Slowly
   Data shows hybrid roles now make up 32% of contingent IT assignments—yet many teams are still using old on‑site sourcing models. If your time to fill is lagging, it’s time to reassess.

2. Overspending on Contracts
   Traditional suppliers often leave mark‑ups unchecked, especially with remote or hybrid contingents. A mid‑year pricing audit can reveal unnecessary cost leakage.

3. Compliance Risk Is Increasing
   As contingent hiring grows, so does the compliance burden—worker classification, payrolling nuances, and local labor laws are tightening. The risk of misclassification fines is real.

4. Tech Gaps Are Slowing You Down
   Fewer than half of programs are integrating AI-driven sourcing, predictive analytics, or seamless reporting—which translates to lost visibility, speed, and scale.

5. Hybrid/Remote Strategy Lagging
   With fully hybrid roles up to 32% in 2024, organizations must pivot quickly or risk missing talent where it is.

Mid‑Year Moves to Optimize Now

• Expand Hybrid Talent Pools:
  If your sourcing still skews on‑site, switch to hybrid-first strategies and tap into broader networks proven to fill fast.

• Re-Bid Underperforming Contracts:
  Supplier performance often falters mid‑year. Refresh agreements to improve turnaround time and cost.

• Deploy Automated Compliance Tools:
  Integrate solutions to manage real-time screening, classification, and payrolling older hires.

• Leverage Predictive Analytics:
  Add AI or data layers to anticipate hiring bottlenecks and staffing fluctuations before they happen.

• Adopt a Hybrid‑Responsive Supplier Strategy:
  Partner with firms versed in remote/hybrid sourcing — especially in IT, healthcare, and engineering — where flexibility matters.

Why Acting Now Matters

Leading teams report that adjusting for hybrid talent is essential in Q3; programs that pivot early hit Q4 targets more often. With costs tightening and regulations tightening, slow movers risk missing key talent and overspending before year-end.

Let’s Talk at CWS Summit!

At Infojini, we’ve helped enterprise teams reduce time-to-fill by 38%, tighten compliance, and build hybrid-capable workforce models.

We’ll be at our booth at SIA CWS Summit 2025 — and ready to show you what’s working mid-year across industries.

Book a 15-min session — or drop by — to discuss your mid-year, hybrid hiring roadmap.

Conclusion: Make the Second Half Count

Q3 isn’t just another quarter—it’s your window to pivot smart or risk falling behind. Whether it’s hybrid sourcing, compliance, or cost‑control, now’s the time to take action.

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