Darlene Moorefield, commodity manager at Siemens Corp., began her procurement career in the IT space managing a team of contract professionals for software licensing and statement-of-work initiatives. When Siemens’ contingent labor program offered her a position in 2013, she knew her background would be a great fit. “I jumped at the chance for a new fantastic learning opportunity. The role continues to be dynamic, and as the industry evolves, offers ongoing learning in many areas.”

Moorefield notes that one of those areas is the way Siemens engages talent. “We’re investigating talent pools and direct sourcing, which is exciting, and expanding the use of business intelligence to further mature our program,” she explains. In addition, Siemens recently switched MSPs, allowing for more data-driven improvements to the program.

Fortunately, the program has not seen a downturn in overall volume due to the Covid-19 pandemic, even though about 50% of its volume is light industrial and those workers are unable to work remotely. Moorefield anticipates that the pandemic will accelerate the digitalization of engaging with talent, especially among the tech-savvy younger generations. “I have a vision that someday my daughter will use an app to seamlessly apply for multiple jobs over multiple clients, so it’s especially important to market ourselves and leverage the power of our brand to attract and engage workers,” she adds.