MSP and HCPs: keys to success.
An ideal approach, particularly for organizations
that have built and evolved a broad MSP or total
talent strategy, is to bring the HCP into the fold
of the broader workforce function. This could
involve a marketplace for talent, or developing
a private talent pool. Several potential areas of
focus, include:
• Implementation and education.
Ensure that everyone is on the same page
regarding access to flexible talent, the
sharing of information and the related
engagement processes enabled by your
human cloud technologies. Your MSP
partner can play a valuable role in helping all
stakeholders embrace and use your sources
of on-demand talent as part of an integrated
workforce strategy.
• A comprehensive workforce view.
By adding the HCP, in addition to using
contingent workforce suppliers, your
organization can achieve maximum reach
across all talent types and sources. The MSP
partner provides the expertise, management
and process governance to optimize your entire
workforce supply.
• Talent advisory support.
Your MSP partner can provide the human link
needed to connect your HCP strategy with
business goals and processes. This advisory role
applies expertise in the human cloud technology
and deep experience in helping companies align
their workforce initiatives to best support
business goals.
• Business alignment and impact.
Realize the full potential of your HCP with the
guidance of an MSP partner. Areas of potential
improvement include:
• ensuring quality talent through both suppliers
and direct sources
• expanding workforce supply through
increased direct sourcing of flexible talent
• reducing operational costs and cycle times
associated with engaging talent
• building relationships and improving
employer brand among the growing pool
of skilled workers
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