HRO Today July/August 2015 - 41

Contingent Labor
Getting on The
Same Page
An integrated MSP and VMS approach delivers better operational
effi ciencies and business outcomes.
By Allie Ben-Shlomo
Organizations that are not leveraging a managed service
provider (MSP) and vendor management system (VMS) may
be paying too much for contingent talent and at risk of
noncompliance with various labor and benefi t laws. They are
also likely to have challenges involving time to source quality
talent.
Recognizing these issues, a growing number of companies
now rely on some form of a managed program. But
substantial room for further adoption still exists: Staffi ng
Industry Analysts report that less than 40 percent of
organizations have a managed program in place.
The landscape of contingent labor management can prove
very confusing, especially for organizations in the initial
stages of assessing available options. When assessing the
current state of contingent labor programs consider the
following questions:
* What non-employee population should be included in the
managed program?
* What is the global reach of the managed program on day
one? Future states?
* What engagement types should be in scope?
* What criteria should be used to determine vendor inclusion
and exclusion?
* What legal and compliance exposure risks exist?
* Is the war for talent being lost due to failures to adjust to
recent market shifts?
* How much is paid to individual workers, and how do these
bill rates compare to market rates?
Another consideration is an integrated MSP and VMS
approach: A Bain & Company study found that 82 percent
of respondents indicate they prefer an integrated, onevendor
solution. Yet the bulk of MSP and VMS today offer a
disaggregated approach.
Reasons to Integrate
An integrated MSP and VMS model has many advantages
over a disaggregated approach. Cost is certainly important.
When dealing with two separate companies, there may
be up-front costs involving tasks related to the initial
JULY/AUGUST 2015
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HRO Today July/August 2015

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