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MSP & RPO: From First Generation To Fully Integrated

Business person on a graph, representing success and growthTalent management is a complex and ever-changing beast. Different models can be needed depending on various economic changes, or even just different outlooks from the workforce (i.e. the Gig Economy). 

Diverse recruiting channels and multiple ways of managing your workforce that are both readily accessible and flexible to changing needs, are necessary to achieve a competitive edge in workforce planning.

So how can you get the best of both worlds?

Total Talent Management - i.e. blending programs like MSP or RPO into a cohesive and fully integrated program.



The simple answer is: there is no one, right path. You have to identify what your needs are and prioritize them. Is it imperative to get control over your contingent labor or external workforce? Or is it a priority to possibly augment that for some full-time hiring? You must prioritize what your needs are as part 1 and part 2 of this holistic implementation.


MSP to RPO Integration

If you decide to outsource your contingent labor program to a Managed Services Provider (MSP), you can gain significant visibility into your contingent workforce, IC's, and SOW engagements. Then you'll realize - this visibility would also be excellent for your talent acquisition team and for workforce planning. You can work to expand your visibility of an already existing program with a team of talent aquisition professionals who are scalable and experienced. This will help you with your full-time hiring, and evolve to achieve one overarching program.


RPO to MSP Integration

You hired a Recruitment Process Outsourcing (RPO) company to help you fill some very niche roles in your company. They have streamlined a recruiting process that has been successful for those specialized, full-time roles and you have utilized them to go further on to fill other roles in your company. But it's 2019, and EVERY company is now dealing with contingent labor, and your contingent workforce program is in disarray. There is no real program established, random vendor relationships exist, and a lack of visibility. If your RPO provider has been successful in setting up a recruitment program, why not use them to leverage similar practices to manage your contingent workforce?




Cost Savings

Combining programs has many benefits, but cost savings is the one that comes out on top. It's about having control and leveraging your total spend. You can share resources, from your PMO team to recruiters.


Streamlining Data

There is a lot of data in workforce planning. Combining and consolidating all of the data for your contingent labor program with your recruiting program is beneficial in seeing a holistic picture of your Total Talent Management. Also, running reports and seeing your ROI on outsourcing these functions becomes easier than ever


Having One Company Oversee Your Total Talent Management

There are several benefits from an administrative standpoint and executive sponsorship is much easier. If you are already using one company for the first phase of the program, getting executive buy-in from the executive team will be a lot easier when you can prove the ROI of the first successful stage of your implementation (whether that be RPO or MSP). It will also better support a stronger alignment with the overall business strategy.


Greater Opportunity to Build a Robust Talent Cloud

If you have a great candidate for a full-time role, but they come across as a silver medalist, you will have an opportunity to pass them along to your MSP team for any possible contingent openings. This will give you a better, more robust system to keep exceptional candidates in your talent pipeline and build a more comprehensive talent cloud for your company.

Though there can be roadblocks to merging and implementing these solutions, including aligning leaders in your Procurement team with your HR team, overall, the benefits of Total Talent Management tend to outweigh the challenges that may arise. It gives you greater flexibility and adaptability throughout your whole workforce program and can be a competitive differentiator when you are armed to deal with the unpredictable changes that you face managing a complex workforce.


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