As you saw in my previous blog post, experience is the new disruption. Experience has to be central to future talent programs.
Gen 1 MSPs were all about speed and volume of contractor placements. Gen 2 MSPs are now focused on compliance, visibility and streamlined supply chains, while also integrating other legal forms of talent. We can easily replace speed, volume, visibility, and streamlined processes with technology. The MSP of the future will deliver enhanced experience and produce enhanced value.
I see five elements of the future MSP’s value proposition to drive experience:
Technology. Tech underpins the experience of candidates and talent leaders in an organization. On average, businesses use up to 24 recruiting technologies to help improve their hiring process – this is clearly an area for our expertise and consulting to ensure a positive experience for all stakeholders.
Advanced Analytics. MSPs are traditionally associated with providing visibility of the existing workforce. However, in a talent-short market where skills are rapidly evolving, we have to lead with future forward data that is actionable. Utilizing advanced data models and business intelligence, we can advise and lead customers with a view to workforce trends, their own talent and that of the external market. Combining this view of all talent together creates a powerful experience enhancement for customers and talent alike.
PREMIUM CONTENT: The Staffing Company Tech Stack
Supply Chain. The supply chain has a direct experience impact to an outsourced program. We must build supply chains comprised of top suppliers that invest and bring value to our programs and our clients — enhancing not only the candidate experience, but the experience of the overall program and its stakeholders. We add no value if we just tap into the same supply chain that every other talent provider is tapping into. The introduction of technology platforms into the supply chain (think gig platforms, freelance communities) will completely change the traditional supply chain and will add additional avenues to talent for our clients. The contingent value proposition must be defined and driven by our supplier ecosystem.
Upskilling/Reskilling. The talent needed tomorrow is not the talent in organizations today, yet only 3% of companies plan to increase skills investments in the next three years. We need to show the benefits and outcomes of an engaged workforce enhancing new skills. Leveraging our ecosystem and partners like General Assembly or our supply chain to upskill talent coming into an organization, but also upskill and reskill the talent the organization already has.
Consult from the Front. The talent industry of today will not keep up with the way of working tomorrow. We have to lead by example, becoming the advisors to our clients that help them navigate the ever-changing world of talent. Identifying risk areas in their talent programs, co-designing solutions with them in sprints and design-thinking sessions, and constantly evolving and streamlining the way we run a talent program with expertise of LEAN Six Sigma methodologies.
Experience — Outsourced
Managed services have now become outsourced experience. Experience is the new disruption. Technology and speed alone are not enough. The new generation of talent is evolving the new generation of businesses. Expectations are evolving. Candidates expect to be more than just a number — temp is no longer a bad word.
All talent is central to an organization and experience is central to them. We have to be the driver of this evolution by having an experience-centered talent solution that will lead us and our clients ahead of the rapid changes in the market. This is the next generation of MSP.
