Empower staffing suppliers with supplier enablement
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EMPOWER STAFFING SUPPLIERS WITH SUPPLIER ENABLEMENT
Our approach to managing Managed Service Programmes (MSP) ensures the best talent, at the right time and place, for a fair cost. This is regardless of source or worker classification. Our tailored strategy recognises that the world of work has fundamentally changed.
Today, most traditional contingent workforce MSP programmes are ineffective and failing to deliver on their original promise.
What is supplier enablement?
Supplier enablement is the process of connecting and onboarding your chosen suppliers to your systems.
Many companies use a supplier enablement framework to work effectively with their talent supplier base. Supplier Partner Enablement also helps to build a client-of-choice reputation in the marketplace.
Is your MSP broken or inefficient?
Many legacy MSP programmes have become ineffective. These errors often reach the point of causing an adversarial relationship between the staffing suprppliers and the programme team. The unfortunate outcome is that the client is no longer getting the talent they need.
In these programmes, the MSP often exhibits classic command and control management solutions. The MSP becomes a gatekeeper between the client and its staffing supply chain. Some client stakeholders appreciate the simplicity of an MSP buffering the business from the suppliers. Others feel this approach has a negative impact on programme performance, as well as talent attraction and retention.
Common issues with supplier networks
With increasing frequency, new clients are asking Enterprise Solutions to re-envision a stagnant workforce management programme. It is not uncommon for our programme teams to hear staffing supplier complaints about what is not working.
Here are some real-life examples:
- We have no access to hiring managers, even though they are the ones creating the job requisitions, we can’t ask them questions.
- Instead of coaching for improving performance, we receive negative scorecard marks and punitive repercussions.
- Rate cards are unrealistic and not benchmarked to the local talent market.
- We get no feedback on submittals – it often feels like we are aiming in the dark.
- We have to follow a cumbersome process and inflexible programme policy results in lost talent.
- There is no reward for suppliers that go the extra mile.
- We have no transparency or insight to the business, or its upcoming needs. Without visibility it is impossible for us to source proactively or build a talent pool.
- Quarterly Business Reviews (QBRs) have become sessions for criticising suppliers for not following management processes or meeting arbitrary performance metrics.
Many traditional MSPs look at staffing agencies through a narrow lens. These MSPs view agencies as having the sole purpose of filling job requisitions as quickly and cheaply as possible. In a competitive job market, using outdated methods can be ineffective. Additionally, outdated approaches may not attract the top talent for the client.
A better solution for supplier enablement
The talent supply chain plays a very important role in the success of the client organisation. Organisations rely on the talent supply chain to quickly find, screen and engage much-needed workers.
We recognise the need to treat staffing suppliers like strategic and trusted partners in every client programme. That’s why we call staffing suppliers our Supplier Partners.
As the MSP provider, we want to enable client organisations to engage the best talent from the best supplier partners. Most traditional programmes focus exclusively on controlling the supply chain. The team at Hays focus on enabling our client managers and supplier partners to connect. We strive for effective and efficient communication.
How does our vision happen? A framework for Supplier Partner Engagement
The Enterprise Solutions team here at Hays have the experience of running over 120 Managed Service Programmes across the globe. We have developed a comprehensive six-stage supplier partner engagement framework:
Define your strategy: To define a Workplace Supplier Partner strategy, framework and approach to set up and continuously improve our services.
Identify, assess & select a portfolio: To identify, assess and select a portfolio of world class Workforce Supplier Partners.
Accredit and onboard partners: To accredit and onboard our Workforce Supplier Partners in a high quality, consistent and efficient manner.
Engage your partners: To enable our Workplace Supplier Partners to perform at their best. We achieve this by engaging with them in clear, open and equitable supplier relationships.
Measure and develop results: To recognise, develop and support our Workforce Supplier Partners to enhance performance.
Audit your requirements: To ensure compliance and legislative requirements are met through a robust programme of checks and audits.
This proven framework enables us to tailor and optimise the talent supply chain for each unique client situation. Following these steps enables us to build partnerships with staffing supplier partners, motivated to deliver the best talent. The MSP should actively work with those supplier partners who are doing a good job. We will continue to coach our partners into even better performance and the opportunity to earn more business.
Key learnings on strategic supplier enablement strategies
Operating a successful enterprise MSP programme in today’s talent environment is a complex undertaking. Many elements need to come together at once. Here are a few key learnings on Supplier Partner Engagement we’ve gained from our client programmes:
- Our role as MSP is to protect the client and ensure we are meeting programme objectives. A key element of this is to remove roadblocks that prevent the talent supply chain from being effective.
- An important function of the MSP is to educate. We teach managers and supplier networks how the programme works and their roles in the procurement cycle. We also offer talent market insights to the client.
- It is important to maintain open and honest communication between company hiring managers and Supplier Partners.
- Supplier Partners don’t operate well in a vacuum. Supplier Partners need regular programme updates to understand both their own performance but also the client’s evolving requirements.
- The MSP is the advocate for Supplier Partners. The best suppliers should be actively learning how to grow their business.
- Supplier Partners need detailed and descriptive job descriptions. The Supplier Partners must receive prompt and actionable feedback from hiring managers on the candidates they submit.
- It is best to manage performance with encouragement rather than scorecard reviews and punitive repercussions.
Never forget the value of contingent workers
Contingent workers come in many forms. In today’s era of talent scarcity, contingent workers have many options. Most workers choose to work for clients (and in MSP programmes) that:
- Treat them fairly
- Pay market rates
- Allow them to engage with minimal hassle
The best suppliers and talent will choose programmes managed in a more enlightened and talent-friendly way. Is your company a client of choice for the best talent suppliers?
If not, it’s time to invest in a supplier enablement system that helps you to stand out.
Discover more benefits for your organisation:
We think about the world of work differently. Our experts are strategically positioned to deliver a unique and powerful MSP solution to our clients. If your company needs more guidance on establishing a Supplier Partner Engagement strategy, contact us to find out more.