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MSP 4.0: FROM CONTINGENT WORKFORCE MANAGEMENT TO CONTINGENT TALENT EMPOWERMENT 15 www.everestgrp.com | EGR - 2021 - 25 - V - 4434 Distributed and dispersed talent As the world moves away from strictly centralized office locations to a more distributed location model, talent sources, too, will become dispersed as talent moves away from concentrated hub locations, especially around Tier - 1 cities. As demonstrated during the pandemic, the success of the remote working model removes geographical limitations for some roles, creating nearly unlimited location flexibility. This change not only opens up newer and larger talent pools but also helps with the acquisition of more diverse talent. MSP 4.0 will help organizations to formulate and execute strategies to engage talent across geographical boundaries. The global preference for Work From Home (WFH) and hybrid (a combination of office - based and WFH setups) models will be equally applicable to MSP service delivery. The existing hub - and - spoke delivery model will evolve to a hub - spoke - edge delivery model, wherein the edge will be leveraged primarily for WFH service delivery. This new hub - spoke - edge delivery model can help MSPs better tap into the domain expertise needed to fulfill the promise of MSP 4.0 in addition to enabling more cost - effective service delivery. Development and redeployment of talent As MSP 4.0 marks a pivot toward talent as the key focus, providers can help organizations manage contingent talent in a much more meaningful way. In an environment in which there is a significant talent demand - supply gap, contingent talent takes the upper hand; this talent will increasingly consider the organizational investments in talent and incentives when considering potential companies to work for. Organizations will increasingly apply the talent management best practices traditionally reserved for permanent talent to attract and retain contingent talent, including: l As discussed earlier, organizations will offer contingent talent the same kind of consumer experience they are used to in their personal lives throughout the entire hire - to - retire cycle l Training and upskilling of contingent workers that enables the individual to land better opportunities and enables organizations to better bridge talent demand - supply gaps l Leveraging MSP 4.0 to improve engagement with contingent workers in terms of the right benefits and perks, better integration into the organization's culture and overall workforce, and a clear view of career progression, including conversion from contingent to permanent status l Better redeployment options for contingent workers within the same company or elsewhere through career transition services Key implications of MSP 4.0 The MSP industry is poised for an era of robust growth We expect the MSP industry to return to robust growth once the pandemic - driven economic uncertainty diminishes. As organizations look to hire talent to build their businesses back, contingent talent and, therefore, MSP is likely to be a logical choice, given the domain expertise providers offer. This option

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