Workforce agility is a key factor in responding to the changing needs of a still-recovering economy. A direct fulfilment model not only provides greater flexibility, but also saves costs and increases talent engagement. This is why, according to a recent Staffing Industry Analysts (SIA) survey, 39% of program managers are considering direct sourcing of contingent talent.
While building a relationship with flexible workers can help secure top talent faster, it can be a daunting task to implement on your own. That’s where the value of an experienced managed service provider (MSP) comes into the picture.
“The managed service provider will be responsible for all aspects of recruitment, from job advertising to marketing, applicant screening to interview scheduling, all via an employer branded approach in which the MSP serves as both a supplier and an extension of your business,” writes Mike Smith, global CEO of Randstad Sourceright.
Working with an MSP that understands your company culture and hiring needs can “simplify the process for your organization and help you develop a robust pipeline of engaged, high-quality flexible talent,” continues Smith. “This strategy provides increased business agility, and frees up resources in HR and procurement, while simultaneously reducing costs and overall contingent talent spend.”
Read part two of Smith’s article series in Staffing Industry Analysts’ The Staffing Stream for insights on how to work with an MSP to set up a direct sourcing program. Then, visit this direct sourcing Q&A to learn more about how this approach helps you build a talent-centric fulfillment strategy for contingent labor.
About the AuthorMore Content by Michael Smith