MSP 4.0: FROM CONTINGENT WORKFORCE MANAGEMENT TO CONTINGENT TALENT EMPOWERMENT
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www.everestgrp.com | EGR - 2021 - 25 - V - 4434
A natural corollary of the focus on talent in MSP 4.0 will be increased visibility into the entire contingent
workforce – including all types of contingent labor such as traditional staff augmentation workers,
freelancers or independent workers, and statement of work / services procurement – and its alignment
with permanent talent, which will ultimately positively impact business outcomes through a total talent
approach.
The value propositions of MSP 4.0 will be fulfilled through eight key levers, as Exhibit 7 depicts.
EXHIBIT 7
Key enabling levers of MSP 4.0: The 8D approach
Source: Everest Group (2021)
D esign thinking - led consumer experience focus : designed to solve holistic talent
problems with focus on superior experience for all involved stakeholders, both external and
internal, leveraging consumer techniques from the B2C world.
D ata & d igital - driven: leveraging a services - enabled technology approach through a digital capability
platform (integrated technology ecosystem) that allows end - to - end transfer of data without multiple
integrations, thereby enabling better analytics, artificial intelligence, and customized experience.
D irect sourcing - led: leveraging direct sourcing of contingent labor (enabled by a compelling
employer brand) as a critical channel of talent acquisition to upend the traditional contingent workforce
management model and enable acquisition of better - quality talent more quickly and at lower cost.
Re - d efined scope of contingent workforce: to include end - to - end Statement of Work
(SoW) / services procurement as well as alignment with the permanent workforce to unlock
a whole new set of benefits.
D istributed and dispersed talent: distributed workforce in a hybrid location model enabling
acquisition of dispersed talent.
D omain - centric: increased depth and an amalgamation of process - based and technology - based
domain, and especially industry - oriented expertise.
D iversity, Equity, and Inclusion (DE&I): focused on building a truly diverse and inclusive
workforce through the right talent acquisition strategies.
D evelopment and re d eployment of talent: focused on talent management best practices
similar to permanent workforce.
