Managed Service Provider
Customise your talent strategy with Cpl's Talent Evolution Group Managed Service Provider (MSP) services. We provide tailor-made solutions with our 'elements' approach.
Do you have, scaling, internationalising, or cost-optimising challenges?
Managed Service Provider (MSP) is the answer.
We provide a suite of MSP services that can be fully customised to meet your strategic needs. Our unique ‘elements’ approach aligns with the employee experience and proposition that distinguishes your organisation as a talent destination for flexible talent.
Our MSP solutions are ideal for:
Complex contingent workforce programmes
You may require the following:
- An MSP that gives you transparency across your flexible talent landscape and cost optimisation
- A focus on a flexible workforce that can ramp up or down to meet your business needs
- Advanced talent analytics and strategic support on managing a blended workforce
- Supporting your development of new business areas or expansion into new geographical locations
- Confidence that you have a talent partner with expertise in worker classification, compliance, and contingent workforce HR practices
Our group and services are built to deal with the myriad of talent solution challenges you face. Each element can be scaled up or down during your talent journey
Key Benefits of Partnering with a Managed Service Provider
(MSP)
Effortless Management of Blended Workforce
People are rapidly moving from traditional career paths to more experience-led careers. Our MSP solutions will ensure that you are ready to tackle that, remain relevant, and gain a competitive advantage in your market.
Solutions that Flex with your Business as it Evolves
Whether you’re a multinational organisation or a start-up in a state of flux, we will enter a shared journey of trust. We listen, question, and work together to create tailored MSP solutions.
Meet Strategic needs through Modular & On-Demand Solutions
The modules align with the employee experience & proposition that distinguishes your company as a destination for great talent.
Types of Managed Service Provider (MSP) Solutions
Enhance talent acquisition strategies, optimise recruitment processes, leverage specialised knowledge, and offer ongoing support for attracting and retaining top-tier contingent talent.
Enterprise MSP
Bespoke end-to-end Master Vendor contingent workforce solution that is scalable. Consultative in approach, we listen and work with you to co-create a solution that meets your talent needs and strategic goals. These programs are built on a modular approach and include management of contingent workforce recruitment and onboarding; third party suppliers; contingent workforce people operations; contingent workforce technology and systems; consultative and advisory services. Positive candidate and client experiences are at the heart of everything we do. Our solutions teams map journeys that bring together the best in people, processes and technology.
Hybrid MSP
Is a blended model, that gives you access to all the benefits of an enterprise MSP, with the flexibility to utilise in the way your organisation needs. This could mean an MSP that only supports one aspect of your organisation such as MSP for IT or Technical resources; or a project MSP that is needed to cover a significant project or ramp up timeline; or an effective multi regional model that supports variations in laws and cultures.
Neutral Vendor MSP
Provides a full contingent workforce management program that is independent from a master sourcing model and vendor neutral in approach. These models can create highly competitive supplier programs through Vendor Management System (VMS) process optimisation and supplier engagement.
MSP Elements
At the core of our talent solutions services is what we call ‘Elements of Talent Innovation’ — an approach that enables us to bring the most relevant services, competencies, and skillsets together at speed, regardless of where you are on your talent journey.
Programme Management (PM)
The coordinated planning, management, and execution of multiple related projects that are directed toward the same strategic, business, or organizational objectives. Effective programme management ensures people and teams are focused and collaborating across departments who are working together to achieve a shared strategic vision.
Talent Acquisition (TA)
The process of identifying organizational staffing needs, proactively building applicant pipelines to meet current and future business needs, recruiting qualified candidates and selecting the candidates best suited for the available positions to fulfil a company’s business needs.
Localised Sourcing Strategy (LSS)
Customising the talent management process to best reflect the needs of the talent source market. This involves adjusting various aspects of the process, including employer branding, candidate journey and experience to best meet the needs and expectations of the candidate pool.
International Sourcing Strategy (ISS)
Strategically focused on attracting and retaining international talent and/or ramping up hiring efforts in new locations to fulfil specific business needs.
Talent Pool Management (TPM)
The range of processes in place to cultivate and nurture meaningful relationships with talent while showcasing your employer brand and keeping your data — which is their personal information — clean.
Talent Brand Amplification (TBA)
Enhancing the employer brand reach, identifying new and existing stakeholders and connecting with them in a way that builds trust and the foundation of a lasting relationship.
Recruitment Co-ordination (RC)
Delivering a satisfactory candidate experience with smooth facilitation of the prospect through the recruitment process. It’s how well a company maps and facilitates a candidate journey from posting a job listing to conducting background checks, and dealing with any issues arising in the hiring process.
Recruitment Marketing (RM)
A business function that aims to attract and engage potential job candidates for future hiring needs. Recruitment marketing adopts the methodology of traditional marketing for hiring purposes: to attract not customers, but candidates, and to promote not the commercial brand, but the employer brand of the company.
Employer Value Proposition (EVP)
The set of unique financial and non-financial attributes that the talent marketplace and employees (current, present, and past) perceive as the value they gain through employment in a role.
Reporting and Insights (RI)
The process of organizing data into summaries. Insights are the result of exploring data and reports in order to extract meaningful information to improve business performance.
Market Entry Advisory (MEA)
Market-entry advisors provide services to private companies, corporations, or government or non-profit organisations for solving various business problems related to commencing sales, manufacturing or outsourcing operations in a new market or geographical territory.
Candidate Experience (CE)
The perceptions and related feelings caused by the cumulative effect of all interactions with a supplier’s employees, systems, online and in-person channels or products throughout various experiences.
Recruitment Function Design (RFD)
Data-driven creative process of making a recruitment function a reality, with the assistance of transformative resources and inputs for business purposes.
Psychometric Testing (PT)
A standard and scientific method designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities).
Diversity, Equity and Inclusion (DEI)
Diversity and belonging create an inclusive environment where employees can be themselves, are valued for their differences, and are supported. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work.
Training (T)
Equipping employees with the knowledge and skills they need to carry out their daily duties effectively, to ensure compliance, so they can learn and grow.
Supplier Management (SM)
Supplier relationship management is a core skill for all procurement and supply service managers. It is the relationship formed between a buyer and supplier.
Cost Optimisation (CO)
A business-focused, always-on discipline focused on reducing spending and costs, while maximizing business value.
Technology Platforms (TP)
Technology platforms is an umbrella term for HR software and associated hardware for automating the human resources function in organizations.
Talent Technology Advisory (TTA)
The expertise required to correctly operate and manage technology platforms. The ability to clearly assess the needs of the organisation and choose the right solutions to drive effective solutions from a wide array of options.
Contact Us
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Talent Evolution Group is part of the Cpl Group.