Centralised MSP solutions for lower-volume recruitment
Over the past few years there has been a significant uptick in lower-volume programmes seeking an MSP solution – due to the impact of evolving labour regulations, the availability of technology solutions, changing work models, and talent shortages.
With larger businesses, MSP initiatives are usually a significant undertaking that require sophisticated and highly customised solutions. They rely on hyper-consistent delivery, or the value of the engagement is lost. This consistency is often the result of face-to-face implementation and high-touch execution, which has proven impractical for smaller programmes.
For example, multi-country MSP programmes often featured significant amounts of technology, training and back-office integration. This is both on the part of the organisation and the MSP. Hiring managers are involved in most aspects of the day-to-day effort, and they develop and regularly utilise a large knowledge base associated with the technology and process.
Even if such a model were made to be cost-effective for lower-volume programmes, it would be difficult for the people involved to retain the necessary skillset. Essentially, it is a ‘use it or lose it’ situation.
A centralised MSP model
Nonetheless, at TAPFIN we’re seeing market shifts creating a pressing need for new kinds of MSP workforce solutions. These need to be viable for small and medium-sized programmes. These emerging needs of smaller programmes challenged us to design a new, centralised MSP model. This fresh approach delivers all of the same traditional MSP benefits. However it eliminates barriers that have made these solutions unsuitable for small and medium-sized initiatives until now.
With our new centralised model, technology and administration is moved into a single location, managed by the MSP. This delivers a more flexible model that balances quality with process efficiency.
It’s a streamlined approach, which ensures small and mid-sized organisations realise the same benefits as larger programmes. This includes risk mitigation, deeper supply chain strategy, and a consistent and reliable workforce visibility.
These types of outcomes are particularly important because smaller enterprises, subsidiaries and newer sites may not have the internal resources to respond to ever-changing opportunities and challenges related to strategy, talent acquisition, market intelligence and compliance.
To learn more, download our whitepaper: Moving Beyond Big Business: Changing Market Dynamics Drive Emergence of MSP Solutions for Lower-Volume Programmes.
