Topping the EU innovation scoreboard, Sweden is one of the ten most competitive countries in the world. It’s at the leading edge of technology and highly digitised – with Swedes being early adopters, Sweden has been dubbed the first cashless nation. An extraordinary 3% of the GDP is invested in R&D. The start-up scene is buzzing. And in Stockholm, there are more unicorns – privately-owned companies valued at over $1bn – per capita than in any other city.
Yet, for all their entrepreneurial brilliance, most Swedish companies share a major challenge with the rest of the world: there’s little to no control of the contingent workforce.
Hiring managers are unaware of preferred suppliers. There’s no consistency in writing requests. Personal information and CVs are scattered across multiple inboxes and hard drives, the organisation a sitting duck for GDPR audits. Important supplier relationships are lost when staff move on. Not even leadership teams know what consultants work for their company, nor why they were hired or how much is spent on them. And managers spend much of their time fielding phone calls from suppliers desperate not to be forgotten.
The list goes on.