Our Managed Service Provider (MSP) talent solutions elevate your organisation as a leading destination for flexible talent, perfectly aligned with your organisation's value proposition and designed to enhance the employee experience. We partner with you to provide tailored solutions, using our unique elements of talent innovation approach, for contingent hiring and strategic workforce management, covering temporary, limited company contractor, third party supplier management, statement of work (SOW), , and other intricate contingent needs, saving you time, money, and resources.
Best used for:
- Flexible workforce that can ramp up or down to meet your business needs.
- Advanced talent analytics and strategic support on managing a blended workforce.
- Supporting development of new business areas
- Expansion into new geographical locations
Types of Managed Service Provider (MSP) Solutions
Enterprise MSP
Our tailored end-to-end contingent workforce solutions provide comprehensive management of your recruitment process and contingent workforce. We ensure efficient recruitment that aligns with your goals and culture, delivering cost savings, broader talent access, and improved quality of hires, integrating the best in people, processes, and technology for your organisation.
Hybrid MSP
Our hybrid model offers the advantages of an Enterprise MSP while providing flexibility tailored to your organisation's requirements. This may entail an MSP dedicated to specific aspects such as IT or Technical resources, a project MSP for significant projects or ramp-up timelines, or a versatile multi-regional model that supports variations in laws and cultures.
Neutral Vendor MSP
We provide a full contingent workforce management programme that is independent from a master sourcing model and vendor neutral in approach. These models can create highly competitive supplier programmes through Vendor Management System (VMS) process optimisation and supplier engagement.
Elements of Innovation
Our innovative elements of innovation are adaptable across all our MSP talent solutions.
The coordinated planning, management, and execution of multiple related projects that are directed toward the same strategic, business, or organizational objectives. Effective programme management ensures people and teams are focused and collaborating across departments who are working together to achieve a shared strategic vision.
The process of identifying organizational staffing needs, proactively build applicant pipelines to meet current and future business needs, recruiting qualified candidates and selecting the candidates best suited for the available positions to fulfill a company’s business needs.
Customising the talent management process to best reflect the needs of the talent source market. This involves adjusting various aspects of the process, including employer branding, candidate journey and experience to best meet the needs and expectations of the candidate pool.
Strategically focused on attracting and retaining international talent and/or ramping up hiring efforts in new locations to fulfill specific business needs. For employers, it means accessing certain skills that are available on the global market in order to bridge their skills gaps.
The range of processes in place to cultivate and nurture meaningful relationships with talent while showcasing your employer brand and keeping your data—which is their personal information—clean. It’s effective managment of the talent pool to maximise its potential.
Enhancing the employer brand reach, identify new and existing stakeholders and connect with them in a way that builds trust and the foundation of a lasting relationship. Amplification is an on-going process which requires time to nurture and grow.
Delivering a satisfactory candidate experience with smooth facilitation of the prospect through the recruitment process. It's how well a company maps and facilitates a candidate journey from posting a job listing to conducting background checks, and dealing with any issues arising in the hiring process.
A business function that aims to attract and engage potential job candidates for future hiring needs. Recruitment marketing adopts the methodology of traditional marketing for hiring purposes: to attract not customers, but candidates, and to promote not the commercial brand, but the employer brand of the company.
The set of unique financial and non-financial attributes that the talent marketplace and employees (current, present, and past) perceive as the value they gain through employment in a role
The process of organizing data into summaries.Insights are the result of exploring data and reports in order to extract meaningful information to improve business performance.
Market-entry advisors provide services to private companies, corporations, or government or non-profit organisations for solving various business problems related to commencing sales, manufacturing or outsourcing operations in a new market or geographical territory.
The perceptions and related feelings caused by the cumulative effect of all interactions with a supplier’s employees, systems, online and in-person channels or products throughout various experiences.
Data driven creative process of making a recruitment function a reality, with the assistance of transformative resources and inputs for business purposes.
A standard and scientific method designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview
Diversity and belonging create an inclusive environment where employees can be themselves, are valued for their differences, and are supported. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. Diversity is about recognising differences. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers.
Equipping employees with the knowledge and skills they need to carry out their daily duties effectively, to ensure compliance, so they can learn and grow.
Creating a skilled workforce which will benefit your business in the future.
Supplier relationship management is a core skill for all procurement and supply service managers. It is the relationship formed between a buyer and supplier.
A business-focused, always on discipline focused on reducing spending and costs, while maximizing business value.
Technology platforms is an umbrella term for HR software and associated hardware for automating the human resources function in organizations. It includes employee payroll and compensation, talent acquisition and management, workforce analytics, performance management, and benefits administration
The expertise required to correctly operate and manage technology platforms. The ability to clearly assess the needs of the organisation and choose the right solutions to drive effective solutions from a wide array of options.
Beyond our data centric approach, advanced technologies, and industry expertise
Benefits of Our MSP Talent Solutions
Partnered management of blended workforce.
Transparency and visibility across your contingent landscape
Flexible solutions as your business evolves
Attract and retain top-tier talent.
Case Studies
The MSP Management Team
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Our talent solutions support all sectors
Specialisms
Light Industrial
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Banking & Finance
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Life Sciences
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Public Sector
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Technology
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