Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
Americans love gadgets, especially the digital kind. They connect us to a wider world, expedite communications, fill in the lulls of boring commutes on planes or buses, help us navigate unfamiliar areas, and even keep us fit. It’s no wonder that the leap toward wearable technologies has been so profound. In 2015, nearly 40 million U.S. adults owned some type of wearable tech, an increase of over 57 percent from the previous year. By 2018, analysts predict that usage to climb to 82 percent. What’s interesting, however, is how our European neighbors have transformed wearables into workplace productivity and wellness solutions. These smart, portable devices could become the next evolution of talent analytics for MSP program managers and their staffing partners in the United States.
Around 1983, we witnessed the stirrings of what would become micro-managing “helicopter parents,” who in turn sired a generation of young, hovering warders instead of mentors. The problem, according to child development experts, is that these failure-intolerant practices have created a generation where more people hesitate to take risks, express unconventional ideas or test new approaches to solving problems for fear of rebuke. MSP program managers, who are often tasked to accomplish more with less or fret constantly over performance levels, can also fall into this trap. With so many client demands heaped on their shoulders, it makes sense that program managers would lean toward strictly policing suppliers and their workers. Yet as child development and business experts attest, tightly controlled attempts to prevent failure may only prevent success. Let’s look at how MSP program leaders can staunch the rise of helicopter cultures and foster collaboration.
On July 26, Allegis Global Solutions (AGS), one of the world’s leading managed services providers (MSP), announced the launch of its SIGMA MSP offering. The new solution has a bold and important mission “to support companies that traditionally rely on preferred supplier relationships for candidate fulfillment.” The program caters to small and mid-market companies that spend between $5 million and $50 million on contingent talent. Why is this crucial? Smaller businesses play a vital role in our ongoing economic recovery. However, operating a small or mid-sized organization means dealing with a full plate of responsibilities and obligations. MSPs such as AGS, Randstad Sourceright, PRO Unlimited and Geometric Results (GRI) understand this. They are creating models that give modest enterprises greater agility and power to innovate through the support of an MSP partner that can effectively manage staffing suppliers and contract workers.