An MSP or managed service provider solution can help you do what you do better. By partnering with an expert provider for the engagement, management, and administration of contingent workers, you can build a workforce strategy that helps you to meet your goals.
The right MSP can helporganizations to:
Access quality talent.
Reduce costs.
Improve workforce visibility.
Create better hiring manager experiences.
Refine and build out workforce strategy.
Access smart workforce technology.
Ease the burden on internal HR and procurement teams.
“An MSP should always tie back to an organization’s overall mission and goals. How can this solution help the company increase profits, deliver more goods, or offer better services and products?”
Matt YeagerVice President, New Business Development, KellyOCG
Want to hear more about how we do MSP differently? Let’s talk.
Worried you don’t have the volume for a traditional MSP solution?
Check out KellyOCG GO MSP – a new type of MSP designed for companies with a contingent spend as low as $5M.
See an MSP in your future? Here are some of the biggest questions to ask before you start having conversations with providers.
What do you know about your internal workforce today?
An MSP can help you to get the visibility you need, but you can’t implement a successful MSP solution without some inside knowledge. Volumes of contingent workers. Supplier details. The biggest challenges you face. You don’t need a complete picture, but you need a good overall understanding of your current contingent landscape to have meaningful conversations with solution providers. Talk to hiring managers and suppliers, and look at your current talent spend to find clues and insights.
Do you have the internal resources to successfully implement and launch an MSP?
A high-value MSP rollout needs active collaboration on both sides. You need to think about IT and project resources, providing access to essential data, and how you will engage internal stakeholders. If you’re already stretched, now might not be the right time to add an MSP to the mix.
Do you want to work with an external provider or is a self-managed solution a better fit?
External MSP solutions aren’t right for everyone. For some organizations, it’s better to go their own way and look for expert support in setting up a self-managed solution. Think about your culture, your resources, and weigh up the benefits of both approaches.
If you’re looking for a second (or third) gen MSP, where is your current solution not working?
This may not be your first rodeo. If you’re looking to upgrade or improve upon a current MSP, you need to be clear about where and how your existing solution is failing to meet your needs. Going into the same type of solution without any understanding of what you’re trying to solve is likely to see you repeat the same mistakes.
CASE STUDY:
Find out how we helped an existing client to shape a successful self-managed contingent program.
Ok, you’ve done your homework, you understand your current contingent community, and you’re pretty sure that an MSP is the right solution for you. We asked some KellyOCG experts to share their top MSP buying tips.
“For me, any conversation on MSP should have a big focus on supply chains. That’s what an MSP solution does when you get right down to it – it manages supply chains. So, you want to really understand their expertise in that area and know that a provider can do this incredibly well. At the moment, access to talent is a key part of this discussion too. If you’re struggling to find the right people, right now, how is this provider going to do things differently? How can they access talent you can’t?”
Leslie Otto, MSP Product Manager, KellyOCG
“If you’re looking at a second or third-gen MSP, what are you trying to solve? What are you trying to improve by swapping suppliers or swapping vendors? If you don’t understand what you’re aiming at, you won’t solve it by switching partners.”
Matt Yeager, Vice President, New Business Development, KellyOCG
“A strong and effective change management approach is mission critical. Change management can make or break an MSP implementation. A great provider should have a deep understanding of a client's organizational culture and environment along with the ability to flex dynamically and laser focus on user experience.”
Rick Daniell, Senior Manager, Organizational Change Management, KellyOCG
Interested in building an engaged talent community? Find out how we create direct sourcing solutions that help you to grow.
You’ve done your research and you’re ready to start having conversations with providers. What are the red flags that should have you running (very fast) in the other direction?
They don’t challenge you or don’t want to change your current setup.If a provider comes in and says they can solve all of your problems without challenging your current processes or saying they need to rationalize or reimagine your supply chain, they aren’t doing their job. Optimizing supply chains is a foundational part of any good MSP solution. Generally, if they aren’t challenging you to think differently, they won’t be able to deliver meaningful results.
They don’t talk about hiring managers.Hiring managers are your front line when it comes to engaging and managing talent – if a provider is not looking for ways to make their lives better and easier, they’re not thinking about the whole picture.They only want to talk about cost.The costs associated with an MSP solution are important, and exploring these costs is an important part of any conversation with a provider, but it shouldn’t be the only conversation. If price is their only selling point, it means they aren’t focused on other key areas like quality, speed, compliance, or innovation.
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