Overview
TRS Workforce Solutions (TRS WFS) transformed a fragmented contingent workforce program into a scalable, best-in-class MSP underpinned by SAP Fieldglass technology.
Over the multi-year partnership with multiple extensions,
we reduced time-to-fill rates by 20%, increased candidate satisfaction scores by 15%,
cut timecard errors to near zero within 90 days, and delivered measurable cost savings
across both white-collar and blue-collar workstreams.
Key Results:
- Reduced time-to-fill by 20%
- Candidate satisfaction scores up 15%
- Cut timecard errors to near zero
- Delivered measurable cost savings
Client
North American Energy & Chemicals Organization
Sector
Energy & Chemicals
Energy & Chemicals
Contingent Workforce Scope
White‑Collar & Blue‑Collar Contingent Labor
White‑Collar & Blue‑Collar Contingent Labor
The Challenge
The end client operated a contingent workforce engagement process with minimal
controls and limited transparency. The most critical challenge was the absence of any
system for recording time. Timecards relied on manual authorisation, which caused
frequent errors and delays in both payroll and accounts payable. Without centralised
oversight, the organisation had no real-time visibility into labour costs or workforce
performance.
Our Approach
Phase 1: Governance and Needs Assessment
We established a Project Governance Board immediately after contract award. The board assessed the current state of the business and mapped a realistic pathway forward, acknowledging the relative immaturity of the program while committing to continuous improvement over the full lifecycle of the engagement.
Our in-depth analysis of business' existing contingent talent acquisition processes identified three core problem areas: timecard authorisation failures causing payroll errors, a lack of real-time labor cost data, and fragmented sourcing with no centralised talent pool.
Phase 2: Rapid Timesheet Digitization (90-Day Rollout)
We deployed Tempura, an electronic timesheet platform, across the entire contingent workforce within 90 days. This brought immediate improvements: payroll error counts dropped to near zero, and hiring managers gained full transparency into time-and-attendance data for the first time. This rapid deployment served as a short-term solution while the client continued a planned upgrade to their HRIS and ERP systems that made adoption of a full-scale VMS challenging in the near term.
Phase 3: VMS Implementation and Real-Time Cost Analysis
As the program grew beyond 300 workers, we recommended VMS options to enable tighter contingent workforce management with a full approval structure and associated purchase order capability. We were an early SAP partner to implement the mid-market Fieldglass Flex program, a condensed implementation that gave the business real-time labour cost analysis for the first time.
The implementation produced a comprehensive set of KPI data that gave the business full control and visibility over their contingent workforce, including spend tracking, supplier performance, and compliance metrics.
Phase 4: Blue-Collar Workforce Integration
As program demands evolved, we identified a compelling case to bring the craft and blue-collar workforce onto the Fieldglass Flex platform. We introduced our sister business, TRS Craft Services, as the managed vendor for this new workstream. The expansion delivered measurable operational improvements and cost savings by consolidating contingent labour, white-collar and blue-collar under a single managed program.
Client Perspective
"TRS takes the administrative burden of the interface away from the company and deals with it themselves. When there are difficult performance management issues that need to be discussed, TRS very capably handles them." Operations Leader
Results
📈
Talent Acquisition Performance
Through the continuous improvement program introduced immediately after contract award,
we reduced time-to-fill rates by 20% within the first year of implementation. Candidate
satisfaction scores increased by 15% over the same period, driven by simplified application
procedures and a streamlined interview process. The end client also gained access to a broader,
more diverse talent pool through market insights we provided, contributing directly to
hiring diverse skill sets their evolving business required.
⚙️
Process and Reporting Improvements
We introduced standardised interview templates and structured assessment tools to ensure
consistency in evaluating candidates' skills and cultural fit across all hiring managers.
We also implemented data-driven reporting mechanisms that provided real-time insights on
recruitment metrics, including time-to-fill rates, sourcing channel effectiveness, and
supplier performance.
🌱
Ongoing Talent Pool Expansion
We expanded the available talent pool by collaborating with industry experts and monitoring
emerging skill sets through conferences, market research, and sector analysis. These insights
allowed us to proactively identify workforce trends and adjust sourcing strategies ahead of
business' evolving requirements.
⭐
Candidate Experience Enhancement
We gathered structured feedback from candidates about their experiences during the hiring
process through surveys and post-placement interviews. We integrated this feedback into
ongoing improvements, including simplifying application procedures and removing unnecessary
steps from the screening process.
Conclusion
Over five years of strategic partnership, we took the organization from manual, error-prone contingent workforce management to a fully digitised, data-driven program. The measurable outcomes, a 20% reduction in time-to-fill, 15% improvement in candidate satisfaction, near-zero payroll errors, and real-time labour cost visibility across 300+ workers demonstrate the value of a phased, continuous improvement approach backed by the right technology and an experienced MSP partner.