Frequently Asked Questions

How do I get started?

1. Contact APRU | Through our initial conversation, we determine a strategic approach and timeline, keeping change management, training and technology integrations in the forefront. The rollout communications plan drives all the other timeline elements.

2. Gather Data | We work with you to load current contractor/non-employee/contingent labor and staffing vendor data into the system to create a baseline for the program launch. The process and job requisitions (REQs) are also a defining component in this step.

3. Communicate and Train | A clear and well-defined communication plan is put into action to internal hiring managers, current non-employees/contractors/contingent workers, and staffing vendors, with the option to attend either live or web-based trainings on the platform.

4. "Go Live" | The initial goal is to implement a non-intrusive program to provide visibility and standardize processes. It is not complicated, even in the most dynamic environments.

5. On-going Program Improvement | After the initial period, best practices and program efficiencies rule the day. Because it is nearly impossible to both normalize and fine-tune a program simultaneously, after launch we continuously look for areas to elevate and enhance.

6. The Results | From start to finish, this process can take as few as 60 days or less. Let us show you how. Connect with us today!

 

Is my company large enough for VMS?

APRU's flexible platform architecture makes it cost-effective for any size company. In addition to no minimums on the number of job REQs, there are zero implementation or training fees. We can have your APRU instance customized and running within a couple of days. You will start gaining visibility and seeing savings from staffing vendors almost immediately.

 

Can I manage the program myself?

Yes – Although most of our clients utilize our Managed Services Program partner, APRU can be managed by your internal team. The fundamental decision to manage the program internally is if the client has existing staff in place with the capacity to ensure your success. Our technology lowers your employment costs, even when you include existing or new personnel to manage the program.

 

Do I need to purchase any additional equipment to participate in the program?

No – APRU is a cloud-based application that only requires an internet browser for access. No software installations or any other system requirements are necessary.

 

Can I keep my vendors?

Yes – Most of our clients have valued relationships with staffing vendors who understand their business and provide quality candidates. During the implementation process, we analyze your vendor pool to identify any gaps you may have and suggest options for improvements. Your staffing vendors will continue to be reviewed in areas including responsiveness, competitiveness, quality, and performance. Our APRU technology gathers a variety of metrics used in this review, which allows you to adjust your staffing vendors to meet your specific needs.

 

How much does this cost?

In a self-run program, the cost of utilizing the APRU tool will be dependent on the agreement and can be fixed or variable.   

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Are there any other fees?

There are no additional fees for a typical implementation. Webinars and webcasts for training are routinely available at no additional cost to clients. On-site trainings and system enhancements may be subject to additional fees.

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If the vendors include the fee in the bill rate, doesn't my bill rate go up?

No – The market rate normalization and staffing vendor competitiveness always result in overall lower rates by controlling costs. Our clients have seen a savings of 12–15% in reduction to their bottom line.

 

What kind of savings can I expect?

Clients without a formal management program will see an immediate savings of 12–15%. This savings is based on actual client experiences. The most significant savings is in the area of "maverick" spend, which is defined as spending above current market rates. For example, if the market rate for a specific skill set is $65 per hour, then all engagements of that skill set should be paid $65 per hour. Without immediate visibility into the market rates, it is a certainty that you are paying higher rates. Our APRU technology's key strength is visibility into all aspects of your contingent labor spend. Whether you manage the program or take advantage of a Managed Services Program partner relationship, you will immediately realize control, visibility, and savings.

 

What kinds of job types are secured through your system?

With the flexibility of the technology platform and the ease of implementation and configuration, APRU supports all sizes of companies, types of jobs, and geographically disbursed corporations. Clients can also configure their staffing supplier base to focus on specific job classifications and geographies to maximize participation. This flexibility makes APRU an economical choice for any type of requirements.

 

How do you manage multiple locations?

APRU controls and engages vendors by the skill sets they supply and the geographies they cover. This means that hiring managers at every location can have their own set of staffing vendors. In contrast, each site will have staffing vendors who specialize in that location's criteria, the client benefits, and the rate stabilization program. Across the board, this increases productivity, reduces spending, and minimizes risk.

 

Do you accommodate "fixed bid" projects?

Yes – Fixed bid or project-based engagements are controlled by milestones rather than time. In this case, the client pays the staffing vendor based on the completion of a segment of a project or a unit of time. In all cases, the payment is independent of the number of hours worked or the number of resources required to complete the milestone.

 

How do you help me minimize risk?

Corporate risk can be categorized in several areas, and all present a significant impact on a corporation's viability.

A few examples are:

• Contractor Classification | Contractors/non-employees/contingent labor may attempt to classify themselves as a corporation. Without proper state and federal documentation, misclassification will result in fines and penalties.

• Certifications | Minority, disabled, and/or veteran-owned suppliers are annually certified and centralized in APRU.

• Co-employment | Controlling and maintaining a proper client/contractor relationship is key to minimizing co-employment risks.

• Non-employment Agreements | These specific agreements define the client/contractor relationship and are stored in APRU.

• Length of Stay | One key element that defines co-employment is the length of stay, which is controlled and reported through APRU.