Managed Service Providers are one of the fastest growing and most widely adopted outsourcing solutions in the market today. Customers of all sizes are seeing businesses return from leveraging an MSP as a solution to better manage their contingent workforce. But the MSP of pre-COVID is not the MSP of the future. 52% of companies saw an increase in the use of temp labor in the past year which means that if your organization went to an MSP during pre-COVID times, or have been in an MSP for more than 3 years, your program is operating in a completely different talent environment than when it was originally implemented.
You’ll want to make sure your MSP is continuing to evolve (and keeping up) with the best in-class programs that are driving innovation in their talent acquisition strategy. One way to evolve is with a Second Generation Program. Second Generation Programs can bring a lot of value in different ways, the first being each of the lessons learned from the previous first generation program (generally referred to as Gen 1 in the industry) that can be applied to the new program (this would be called Gen 2). But the benefits and value go way beyond the lessons learned during the first generation program. Additional benefits typically include fresh new technology enhancements, cost control aspects, and even additional segments of work that aren’t always available to be included in a Gen 1 Program. In order to gain as much value as you can from a Gen 2 Program you need to understand what the benefits are and what to focus on.
There are a lot of different things that you need to consider from the program team to the customer experience to the model and categories of work and more – but the right partner will be able to help guide you into making the decisions that are best for your organization. Read DZConneX’s new whitepaper, 7 Considerations for Evolving to a Second Generation Program here.