Tips for Third-Party Talent Model Success

ThinkstockPhotos-122413417For those working with in a third-party staffing arrangement, or those considering engaging in this type of model, there are some key insights to help make the opportunity a win for all parties involved including the end-user employer. Balance and communication between all parties involved from the customer, the supplier and the talent, are keys to growing solutions that don’t feel like transactions, but rather evoke a feeling of confidence and professionalism across a global program.

Here are three tips:

  1. Build strong relationships at every level. It is important for a supplier to approach the management of their relationship with the program office as they would with a client. To actively “sell” your business, the supplier should demonstrate their capabilities and present specific recruitment outcomes. Be sure to understand how your competitive strengths match up with other suppliers who may be in the network. Knowing your value proposition and using it to develop innovative solutions will help open doors to future opportunities.
  1. Understand the barriers to success. Many times managed programs standardize data to provide all suppliers within the program a level playing field. This can leave suppliers feeling like they are lacking the knowledge they need to perform well. The key is to understand that each supplier’s performance can vary. To be a high-performing supplier, it is necessary understand why the variance occurs. See number one.

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  1. Focus on continued learning and innovation. The challenge is always to implement quickly and efficiently. This can be a complex task for the program manager. Talent models and employee work preferences continue to evolve and change. There are an increasing number of niche providers and new technologies introduced to the mix, and regulations and governance needs continually change. We live in a growing “sharing” economy, where reputation and knowledge are everything. How supplier networks leverage knowledge for the benefit of the whole will become an increasingly relevant issue for high-performing supply chains.

Please share your thoughts or comments on this topic by commenting below or emailing me.

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Konstantin Strangas

Konstantin Strangas
Konstantin Strangas is director, global talent supply chain lead, for Kelly OCG. He can be reached at konstantin_strangas (at) kellyocg (dot) com.

Konstantin Strangas

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