Finding the right external employees
Finding and managing the right external workers is a challenge for many organizations. The HR department must take into account multiple financial and legal factors when deploying flexible personnel . Organizations that manage their own workforce face, among other things, considerable administrative challenges. With vendor management can organizations record their entire hiring process in a VMS system (Vendor Management System). Digitally facilitating the hiring process provides many with the necessary cost savings – due to reduced risks and error-free invoicing.
Digitization of the HR process
The digitization of administrative HR processes is, incidentally, nothing new. Many organizations have already switched to a digital system, where, among other things, payroll is maintained, as well as secondary employment benefits, training and the latest evaluations of staff members. Only external hiring is often not included in this (digital) HR process.
External hiring is fragmented in the vast majority of organizations. This is partly because departments often each work separately with their own network of parties that supply the right professionals. In short, HR focuses on the permanent employees while it is the procurement department's task to facilitate the process for hiring third parties or externals.
When you deploy vendor management for external hiring, you get a complete overview of what external employees do within the organization. With the data overview you can immediately see the start and end date, the role, the rate and the success rate. This way you can better analyze and adjust the external hiring process. Vendor management makes it possible to more easily within a tight labor market to navigate and find the right, high-quality employees for your organization.
MSP maintains the overview
To gain control over the hiring process, organizations can hire a Managed Service Provider (MSP). By working together with an MSP gets the HR department insight into the quality of the candidate, supplier compliance, the hiring period and the costs. By entering into a partnership with an MSP, organizations can work purposefully to achieve their goal; quickly and efficiently deploy external employees within the organization.
An example of an MSP that works with a Vendor Management System is Circle8. According to project manager Kasper Kropman, Circle8 sets out the right strategy depending on the client's needs and position. “We determine the strategy depending on the wishes of our client. In this way a passive or active strategy can be deployed, with a great deal or very little involvement from the recruiter or MSP consultant.”
Cost savings with MSP
On the tight labor market is not only the low rate that is important, but rather the optimization of hiring. With the help of an MSP, organizations gain control over external hiring and ensure greater cost control for the organization. At its core, it is about the supplier taking the client and their network seriously. The ultimate goal is that the right candidates end up in the talent pool, so that the supplier can deploy the right talent for the right position.
