Talent acquisition and management reporting might become standardized
The Society for Human Resources Management (SHRM) and the American National Standards Institute (...
Today I bring you the fourth and final installment in our eBook series, The IT Hiring Manager’s Brief Guide to IT Staffing. If you missed parts one, two, or three, I encourage you to click back, or download the complete eBook for a complete review as well as some frequently asked questions from IT hiring managers.
To finish the series, I’ll cover one of the most common things we hear from IT departments: IT is different.
Most large IT departments have a different view of how they operate, the skills they need (in many cases highly technical), and how those skills are sourced and evaluated. As a result, many IT departments do not participate in centralized managed staffing programs that are usually managed through a corporate-selected managed staffing provider (MSP).
While there is merit to the IT-is-different argument, after many years of MSP experience I’ve found that the recruiting process is not much different, but it does have some unique aspects.
If you’ve resisted participating in your company’s managed staffing or preferred vendor programs, there are many reasons you should reconsider.
Reduced risk and increased compliance. When a company implements a managed staffing program, or even uses approved vendors, one the most important benefits is proper screening, processes, and reporting across all vendors.
Higher quality and quicker response times. In a well-run managed staffing program, the MSP is typically responsible for the quality and response time of all vendors in the program. Similarly, preferred vendors must perform in order to keep their status. Whether you’re using an MSP or preferred vendor program, there should be measures in place to track and rate staffing partners to ensure quality and responsiveness.
Better contract and payment terms and discounts. An important area that might not be on your radar is the contract terms and payment schedule with your staffing partners. The contract can include required insurance and an agreement to follow established procedures, as well as other items such as overtime policies and payment terms.
Access to other vendors. It’s difficult to find a good staffing vendor that can provide the types of skills that you need. And it takes time and effort to find and keep good, consistent staffing suppliers. With most managed staffing and preferred vendor programs, that work has already been done for you.
IT should be leading the effort toward a managed staffing program and use of an MSP. IT staffing will only get harder in the years to come. Now is the time to make the staffing process as organized, efficient, and informed as possible to ensure you can find the IT talent you need in the future.
For additional information on all of the aspects covered in this series, download the eBook.
To finish the series, I’ll cover one of the most common things we hear from IT departments: IT is different.
Most large IT departments have a different view of how they operate, the skills they need (in many cases highly technical), and how those skills are sourced and evaluated. As a result, many IT departments do not participate in centralized managed staffing programs that are usually managed through a corporate-selected managed staffing provider (MSP).
While there is merit to the IT-is-different argument, after many years of MSP experience I’ve found that the recruiting process is not much different, but it does have some unique aspects.
If you’ve resisted participating in your company’s managed staffing or preferred vendor programs, there are many reasons you should reconsider.
Reduced risk and increased compliance. When a company implements a managed staffing program, or even uses approved vendors, one the most important benefits is proper screening, processes, and reporting across all vendors.
Higher quality and quicker response times. In a well-run managed staffing program, the MSP is typically responsible for the quality and response time of all vendors in the program. Similarly, preferred vendors must perform in order to keep their status. Whether you’re using an MSP or preferred vendor program, there should be measures in place to track and rate staffing partners to ensure quality and responsiveness.
Better contract and payment terms and discounts. An important area that might not be on your radar is the contract terms and payment schedule with your staffing partners. The contract can include required insurance and an agreement to follow established procedures, as well as other items such as overtime policies and payment terms.
Access to other vendors. It’s difficult to find a good staffing vendor that can provide the types of skills that you need. And it takes time and effort to find and keep good, consistent staffing suppliers. With most managed staffing and preferred vendor programs, that work has already been done for you.
IT should be leading the effort toward a managed staffing program and use of an MSP. IT staffing will only get harder in the years to come. Now is the time to make the staffing process as organized, efficient, and informed as possible to ensure you can find the IT talent you need in the future.
For additional information on all of the aspects covered in this series, download the eBook.
