MSP & RPO: From First Generation To Fully Integrated

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MSP & RPO: From First Generation To Fully Integrated

Talent acquisition and management is complex and continuously changing . Different acquisition and management models can be needed depending on the state of the economy and the shifting needs of businesses. 

It is necessary to have diverse recruiting channels and numerous ways of managing your workforce that are readily accessible and flexible in order to achieve a competitive edge in total workforce planning. To optimize your talent supply chain, you need to practice Total Talent management -blending programs like MSP and RPO into a cohesive and fully integrated program.


How Can Blending These Programs Be Successful? 

The simple answer is: there is not one, right path to success. You have to identify what your Total Talent needs are and prioritize each one. Is it imperative to gain control over your contingent labor or your external workforce? Or is it a priority to augment your workforce to include some permanent hiring? You must prioritize what your organization's unique needs are as the first step 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. You will soon realize that this visibility would also be excellent for your talent acquisition team and for overall workforce planning. You can work to expand your visibility of an already existing program you have with a team of experienced talent acquisition professionals. This will help you fulfill all your Total Talent needs and evolve to achieve one unified 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 talent acquisition process that has been successful for those specialized full-time roles, and you have utilized them to fill more roles within your company. But most companies are now dealing with temporary labor, and your contingent workforce program is in disarray. There is no real program established, random vendor relationships exist, and there is a lack of visibility. If your RPO provider has been successful in setting up a talent acquisition program within your organization, you should consider using them to leverage similar practices to manage your contingent workforce.


The Key Benefits Of Integrating Programs  


Cost Savings 

Combining programs has many benefits, but cost savings is one of the most noteworthy. Integration allows your organization to have control over and leverage your total spend. You can share many resources to keep costs low, from your PMO team to recruiters, and many more.


Streamlining Data

There is a lot of data required for adequate workforce planning. Combining and consolidating all of the data for your contingent labor program with your overall talent acquisition program is beneficial to see a holistic view of your Total Talent management. Additionally, running analytical reports and seeing your ROI due to outsourcing these functions becomes easier than ever when you have readily-accessible data.


One Company Overseeing 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, receiving 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). Integrated programs will also better support a stronger alignment with the overall business strategy.


Greater Opportunity To Build A Robust Talent Pool

If you have a great candidate for a permanent role, but they turn out not to be the perfect fit, 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 pool for your organization.


Though there can be challenges to merging and implementing these Total Talent solutions, overall, the benefits of Total Talent management tend to outweigh the challenges that may arise. Having one unified program provides you with greater flexibility and adaptability throughout your entire Total Talent journey, and it can be a competitive differentiator when you are able to handle the unpredictable changes that you face while managing a complex workforce.


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