ways to expand
your MSP.
3
widening scope of service
When companies adopt an MSP program for the
first time, they often look to address specific pain
points. A robust MSP program, however, can
improve processes throughout the organization,
lifting performance in services other than the
initial challenges. Payrolling, for instance, can be
onboarded after a successful launch, or you may
want to include statement of work (SOW) services.
greater geographical reach
Most MSP programs are launched covering a
defined geography for service. Because every
country has specific laws regulating contingent
workers, some buyers of global MSPs typically roll
out programs in stages across various markets.
Some expand the footprint only after an initial
launch has proven successful. Expanding a solution
to additional countries is one of the most effective
ways your organization can ensure consistent
contingent workforce practices around the world.
new work arrangements
Many employers are adopting a more holistic
approach to managing talent, as demonstrated
by growing interest in managing SOW talent
under the MSP, for example. Beyond SOW talent
management, the growth in independent,
freelance and gig workers is leading some
companies to implement human cloud platforms
to better engage and manage this type of talent.
Your MSP partner can integrate this source in your
overall contingent talent management strategy for
greater visibility and control.
adding business lines
Often, a new program omits certain businesses
due to complexity or stakeholder resistance. As
the program matures and validates its value and
effectiveness, it may be expanded to include
additional lines of business. For some organizations,
this type of expansion is the least disruptive
because it only adds to the existing scope with few
changes in service or work arrangements. At the
same time, you will need to consider that additional
lines of business may have data challenges or use
different types of talent.
integrated talent solutions
The most promising evolutionary step in MSP
practices, an integrated talent approach enables an
employer to break down silos, allowing companies
to manage both contingent and permanent workers
through a single talent model. Both your MSP or
recruitment process outsourcing (RPO) program
can be elevated to a complete, holistic model
that delivers a host of organizational benefits.
Companies that take this approach experience
exceptional value as a result of aligning talent
acquisition capabilities with business needs.
This allows organizations to deploy the most
appropriate resources at the right time, regardless
of whether the talent is contingent or permanent.
Your talent strategy partner can support all talent
acquisition activities, including advisory, fulfillment
and reporting. The result is a consistent, high-touch
program customized to your unique culture,
industry and geographical footprint.
