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Randstad-Sourceright-Canada-Understanding-MSP-White-Paper-July2017

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2 | WHITE PAPER www.randstadsourceright.com Today's organizations are engaging contractors and contingent workers more than ever before. In a recent study conducted by Randstad Canada's Workforce 2025, research revealed that — depending on the industry — non-traditional workers currently account for 20 to 30% of our nation's workforce; a number which is expected to grow substantially over the next decade. No longer defined as add-ons to fill gaps or augment peak periods, many professionals are embracing their roles as flexible workers. Factors such as independence, varying and challenging projects, changes in laws to support contractors and new generations with new values, are driving the growth of contingent labour in today's global workforce. As a result, companies have begun to explore more flexible options for acquiring a contingent workforce rather than traditional hiring practices for employees — often with the assistance of HR solution providers. The result is more robust contingent and contractor workforce supply chains; and much like supply chains in other areas of business, these new approaches can enhance efficiency, improve cost control and agility, and create a positive business impact. Herein lies the value of a Managed Services Program (MSP). With a dedicated MSP partner managing the flexible workforce supply chain, companies can achieve immediate improvements in cost and efficiency, as well as long-term strategic benefits. A successful MSP relationship begins with a practical understanding of what an MSP is, how it is uniquely suited to deliver value and what it takes to achieve a strategic talent acquisition vision. Let's look at seven important questions that reveal how the right expertise from the right MSP partner can help organizations gain the greatest value from their workforce.

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