HRO Today May 2018 - 36

Talent Acquisition
* Expanded service offerings. " The future of managed
service programs is total talent management. Current
MSP customers keen on expanding value will increase
program scopes to encompass other resource types
outside of contract labor. True partnerships will be
formed between MSPs and HR and talent acquisition
teams, offering a unifi ed approach to drawing resources
from all talent pools. Ultimately, customers will seek
partners able to effectively navigate all productivity
channels, viewing open requisitions not as defi ned by
resource silo, but as available for fulfi llment by the bestmatched
talent, regardless of type, " Savarise says.
In addition to developing a more inclusive approach
to talent management, next-generation MSPs will also
expand the scope of their solution models. According
to Dan White, president of AMN Healthcare's strategic
workforce solutions, providers on the cutting-edge of
this MSP evolution will increasingly offer " advanced
solutions for other workforce challenges, helping clients
achieve their long-range strategic plans and objectives.
Some of these services may include: retention strategies,
leadership development, spend analysis to maximize the
provider's workforce investment, and the use of data
and analytics to optimize workforce deployment. "
According to Savarise, companies that embrace a total
talent management approach in their MSP process see
a range of benefi ts, including " amplifi ed cost savings,
process unifi cation, consolidated points of contact,
increased compliance, and heightened economies of
scale. "
* Strategic consultative services. MSPs are in the
process of transitioning their approach from a focus
on operations and the transactional execution of
Considering Compliance
The contingent labor market is projected to grow
signifi cantly in the next few years. For many
companies, this infl ux of talent will also mean
an infl ux of new compliance requirements-and
MSPs will be held responsible for managing these
challenges.
" A greater responsibility will be placed on legal
and risk teams, which will need to proactively
guide program teams and customer stakeholders
in addressing and aligning resources in a manner
refl ecting current and emerging regulations, "
says Dave Savarise, executive vice president of
Broadleaf. " Classifi cations will be challenged as
regulatory bodies work to ensure compliance with
co-employment rules and taxation requirements.
For example, with the freelancer boom currently
underway, the relationships by which these
engagements are governed becomes critical. "
And this is only the beginning-innovative talent
will continue to evolve non-traditional ways to
offer work and expertise, and next-generation
MSPs will need to continue to adapt.
[36]
HRO TODAY MAGAZINE
| MAY 2018

HRO Today May 2018

Table of Contents for the Digital Edition of HRO Today May 2018

HRO Today May 2018 - 1
HRO Today May 2018 - 2
HRO Today May 2018 - 3
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