Issue link: https://insights.randstadsourceright.com/i/680805
WHITE PAPER | 7 they can broaden and enrich the services delivered to your hiring managers. More importantly, today's MSPs are serving as advisors, and the most effective ones will assess and challenge clients' approach if they fail to align with market trends and best practices. However, current and new buyers of MSP services should question whether their provider or prospective provider is capable of taking on this strategic role and possesses the resources to elevate the value of the program to new plateaus. This requires reviewing its depth and breadth of service, evaluating its expertise around market developments and assessing its relationship with other customers to determine how strategic they are. First-generation MSP focused mostly on cost savings and avoidance, process improvements and CW transparency. However, as the program matures, the focus should shift to talent and how an organization can attract and acquire the best skills and work arrangement for each role. This requires procurement to work in conjunction with HR and hiring mangers to determine what kind of resources are most appropriate — whether it's a statement of work contractor, a temporary hire, a freelancer or a contractor. By doing so, the organization will optimize talent for its needs through the MSP program. The aim is to constantly add value in support of a better business outcome. Key to this value creation is helping organizations become talent-centric and navigate dynamic market developments. agility a requirement for the future As the world of work continues to shift from traditional employee-based workforces to a blend of permanent, temporary, freelance, contract and SOW talent, it's critically important for every organization to adopt a more integrated and holistic approach. The MSP programs of yesterday were effective in their prime, but today's dynamic talent trends requires these programs to evolve with the market. It means that your MSP program must remain agile to today's fast-changing talent landscape as worker preferences and habits change. The rate of this change may create confusion in the meantime, but by looking to your MSP for innovations, you, too, will have the opportunity to leverage your contingent talent strategies to stay ahead of the competition and fuel your growth strategies. How can I optimize my contingent workforce strategy? The first step is to work with a provider on a proactive and inclusive talent strategy. It requires identifying emerging workforce trends, aligning them to your needs and developing a plan of action. Questions to consider include: • Does my MSP service provider have expertise with on-demand talent platforms? • How can I leverage emerging talent supplies to enhance agility and productivity? • Am I attracting high-quality contingent workers who can markedly improve business outcomes? • Do I have clarity on the future human capital needs of my business leaders? • Can I turn to global sources of talent to fulfill my needs? • Will a holistic talent solution encompassing contingent and permanent talent enhance resourcing capabilities?