Enough with the BS…
You might refer to it as The Great Resignation, The Big Quit, or The Great Reshuffle; these have been and likely will continue to be descriptive BuzzwordS of one simple truth, talent preferences are changing – faster than ever.
While Covid certainly intensified churn and scarcity; I would argue that the behaviors of our workforce have been trending into these new preferences for the better part of the past decade. Be those preferences remote/virtual workplaces, gig/project-engagements, or perhaps the longest running trend among them, the dismissal of a single stop career (one employer). We were talking about these same trends in 2017 (see my series of blogs from the time).
Increasingly, Talent is orientated to Service Providers who give them access to greater job flexibility, experiential diversification, and personal career ownership. In response, companies are increasingly forced to meet talent on the grounds of their engagement preference. But the swelling supply of external labor presents numerous complications such as heightened Risks, rising Costs, and deflated Quality.
Contingent Workforce Management (CWM) aka Managed Services Provider (MSP) solutions have been addressing these complications for over two decades by placing a spotlight on the growing external workforce and the service providers that represent them.
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Historically speaking, MSP solutions were targeted at Large Enterprises and “spend” was the qualifying factor between demand and supply. But according to Everest's CWM State of the Market report, small and mid-market clients make up nearly 60% of all active MSP deals. I can attest from my own recent experience, MSP adoption by smaller clients surged during COVID!
That said, as the market continues to mature, clients (all sizes) are seeking more advanced and value-added services from their MSP providers. Transactional management while important are increasingly viewed as table stakes and buyers are seeking no-BS partners who can walk the walk as a strategic partner who’s motivation isn’t “spend-bound”.
I’m proud to be part of KellyOCG who is identified as a Leader on Everest’s PEAK Matrix for MSP and Services Procurement and to be part of a company that delivers sustainable value and resilient talent supply chain solutions for our clients.
Want more BS-Free insight? Check out our buyers guide or reach me directly to start a conversation.
Connecting people to work in ways that enrich their lives
2 年I feel fortunate to work for a company that has been advocating for "life-work" balance!
VP Product Mgmt - External Workforce Solutions - KellyOCG
2 年Well said Ben. Organizations that don't invest in the processes and technology that are specific and necessary to manage their non-employee workforce, will be at a disadvantage as compared to their peers. Ways of working have always been changing, COVID might have accelerated it for some, but the change is inevitable. You can't manage what you don't measure...and you can't measure without the right approach.
Driving the future of Talent Acquisition with Innovative Solutions
2 年Thanks for sharing Ben! I could not agree more. In my early days of being in this industry I supported a strategy team and we were talking about many of these trends that may have been accelerated by COVID but… we were going to face them regardless.
Director - Portfolio Lead at Kelly Outsourcing and Consulting Group
2 年Great perspective Ben. Interesting for sure.
Talent Acquisition Executive, fueled by seeing the impact clients experience as a result of solutions my team imagines & brings to life.
2 年Well said!