MSP / Contingent Labor

2021 Baker’s Dozen Customer Satisfaction Ratings: MSP (Contingent Labor Resourcing and Management)

We rank the top providers based on customer satisfaction surveys.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings™ are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.

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Generation Next

Strategies to develop a holistic workforce strategy to attract younger talent and contingent workers.

By Vish Baliga

The pandemic has challenged companies to rethink their workforce strategies in profound ways, particularly with respect to remote work and gig opportunities. Almost overnight, companies were required to enforce work-from-home policies for most of their workers. And well into 2021, this trend continues. Much of the U.S. has become a work-from-home economy, with over 42% of the workforce now working from home or a remote location full-time. Many of the concerns associated with working from home have been addressed with the aid of new technologies and work practices. In fact, the pandemic-induced remote work environment has provided ideal conditions to validate the benefits of remote work for organizations, workers, and society at large.

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Attracting Contingent Labor

Empowered by technology, a direct sourcing solution can help build and maintain a highly engaged talent pool.

By Debbie Bolla

The hiring patterns of the past 13 months have been turbulent to say the least, with some industries experiencing serious cutbacks (hospitality, travel, and entertainment) whereas others went through major growth spurts (tech and engineering). Contingent workers played a large role in filling that demand, offering the much-need flexibility and skill sets to achieve business goals. In fact, Ardent Partners’ research finds that nearly 80% of enterprises experienced an increase in the use of contingent talent over the past 12 months. But as organizations remain in recovery mode from the COVID-19 pandemic, the talent and hiring markets will continue to be challenging, requiring innovation and strategy to get ahead.

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Increasing Access to Talent

By leveraging a direct sourcing solution, organizations can attract and onboard the best available candidates as quickly as possible.

By Debbie Bolla

With Ardent Partners reporting that 43% of an overall workforce is considered contingent, it’s become a business imperative that organizations have detailed sourcing and management strategies around this talent category. If they do, they are well positioned to reap many benefits. In fact, Ardent Partners’ The State of Contingent Workforce Management 2020 finds that organizations leverage contingent labor for several reasons, including access to highly-specialized skills (68%); to enhance the current workforce (62%); to improve speed of delivery (51%); and to diversify the workforce (47%).

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A New Talent Model

Contingent labor is emerging as a critical talent pool helping companies stay flexible and resilient as the market rebounds from the pandemic.

By Marta Chmielowicz

Contingent labor has been critical to many organizations’ talent strategies for years, but the COVID-19 pandemic has forced employers to rethink their approaches. As companies have coped with extended lockdowns, shifting consumer demand, and historic levels of unemployment and economic uncertainty, many are turning to temporary labor to fuel their recoveries. But to succeed and come out of the pandemic with greater flexibility and resilience, new talent procurement and management strategies are essential.

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Talent Transformation

Allegis Global Solutions helped a large, multi-national client streamline and standardise its global hiring process.

By Marta Chmielowicz

When Allegis Global Solutions (AGS) first started its relationship with an internationally renowned banking institution that operates across 60 countries worldwide, the recruitment partner faced several critical challenges.

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Gaining Ground

Growing talent pools, managing costs, and maintaining compliance are a few ways MSPs have stepped it up during the COVID-19 recovery.

By Marta Chmielowicz

The economic disruption of COVID-19 has highlighted the importance of workforce flexibility, leading to a rise in contingent labor hiring nationwide. According to PRO Unlimited’s Fall 2020 Labor Market Report, contingent hiring declined by 56% in the first half of 2020 but quickly returned to pre-COVID levels by July, resulting in a 9% increase year-over-year by September.

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Stacking Up

Building an integrated total workforce solutions tech stack delivers a solid foundation for a modern hiring process.

By Marta Chmielowicz

As the unpredictability of COVID-19 continues to test organizations’ ability to adapt to change, many employers are turning to contingent labor to fill their talent needs. According to Gartner’s 2020 Future of Work Trends Post-COVID-19 report, 32% of organizations are replacing full-time employees with contingent workers as a cost-saving measure and 12% are hiring contingent workers to fill labor shortages due to illness.

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2020 Baker’s Dozen Customer Satisfaction Ratings: Total Workforce Solutions

View the top-rated providers of total workforce solutions based on our RPO and MSP customer satisfaction surveys.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff.

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The Road Ahead

A look at the projected 2021 forecast for key HR service market segments.

By Pete Tiliakos, Liz Rennie, and Nikki Edwards

Each year, NelsonHall takes a look at the activity of the HR services market to compile the top trends and predict a future outlook for the coming year. 2020 was a year like no other and COVID-19 has had a large impact on all business processes.

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