As your firm grows and matures, the demands and needs of the business change. The same goes for your workforce. Over time, different ways of working and accessing resources emerge, with both permanent employees and contingent workers needed to meet demand. Without careful management, the administration and supervision of the processes around workforce management can become overwhelming. One solution is to use a managed service provider.
But is that the right step for your business? And what are the benefits and the value that come from working with an MSP?
An MSP is the name given to the practice of outsourcing some, or all, of a business’s administration and management to a third party. There are different types of MSP solutions depending on the type of work being outsourced. This could be IT, finance, supply chain management or contingent workforce management.
The fast-paced nature of modern business means that working with an MSP could be the best thing that’s happened to your firm. Allowing you to capitalise on their knowledge, experience and expertise in a way you wouldn’t be able to do if the work were completed in house.
MSP solutions, such as Omni’s are based upon our vast experience in RPO’s through ED&I, CVP and years of working with other clients in a similar situation. You gain access to all of that knowledge and can use it to your advantage, helping to cut costs, add value and create an effective way of working.
Technology can speed up business processes, but the wrong package can hinder, confuse and create chaos. Working with an MSP that specialises in workforce management means you know the technology they recommend will work for your business. Helping automate and speed up recruitment, freeing up your hiring managers to focus on higher level work.
The aim of working with an MSP is that a relationship is formed that will last. Through planning, management and evaluation, a continuous improvement cycle is formed that will look for enhancements, implement them and ensure your recruitment and workforce management is as efficient and optimised as possible.
Specialised MSPs know their industry. They know which suppliers to work with and when. They know how to attract the best candidates and they know they need to listen to your requirements first. Bringing in an MSP allows you to work with a true expert in that field, providing you with the best advice that’s truly relevant for your business.
MSP solutions can help you proactively plan your resources and identify areas of risk. With continuous review cycles they can ensure your resource levels, technology and processes are effective and make suggestions for improvements where needed. Helping you to maintain continuity regardless of any annual leave, vacancies or increases in demand.
As demand changes so do your recruitment needs. Your MSP solution will be able to help you flex your workforce up or down to enable you to meet the demand facing your business. Whether that’s through sourcing candidates, onboarding contractors or managing contracts, your MSP provides the support you need to be successful.
MSP solutions are hugely valuable to firms, but don’t just take our word for it. Restore, the UKs leading provider of digital & Information Management previously relied on agencies to source its contractors, but had reached a point where it wanted a single supplier to manage all resourcing requirements and provide an end-to-end solution.
To deliver candidate sourcing through to onboarding and ongoing contractor care, managing over 3000 contractors to date for the Restore.
Key results of the solution we were able to implement includes:
The benefits of an MSP solution are clear. With tangible savings, increased value and true knowledge when you need it, your firm could stand to gain from a change in how you manage your workforce and recruitment.
At Omni, our MSP solutions are designed to give you transparency over your workforce, bring you the best talent and reduce your costs. As an experienced MSP we bring control and visibility to your entire contingent workforce.
Find out more about whether our MSP solutions are right for your firm.
RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider.
In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.
RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.
One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.
Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:
Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.
Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.
Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation.
Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.
Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.
Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.
The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.
There are several key advantages:
Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.
Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.
Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.
Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.
