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.