Talent Evolution Group - TEG
Managed Service Provider - MSP
Are you facing complex & strategic talent acquisition challenges such as scaling, internationalising, or cost-optimising your business?
Our Managed Service Provider (MSP) service is the answer.
Our managed service provider (MSP) solutions support complex contingent hiring needs your business may have.
- Temporary talent solutions
- Limited company contractors
- Statements of work (SOW)
- Temporary to permanent talent solutions
Our programmes focus on providing access to skilled talent on demand, bringing total flexibility to your business. Stay ahead of your competitors and be relevant in today’s market.
Talent acquisition has evolved
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.
MSP Elements of Talent Innovation
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.
You may need:
- A greater focus on developing out or localising an employer value proposition
- An advanced talent analytics deep dive
- An agile MSP solution to get you over a scaling challenge
Our group and services have been built to deal with the myriad of talent solution challenges you face. Each element can be scaled up or down during your talent journey as needed.
MSP Element Definitions
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.
The process of identifying organizational staffing needs, proactively build applicant pipelines to meet current and future business needs, recruiting qualified candidates and selecting the candidates best suited for the available positions to fulfill a company’s business needs.
Localised Sourcing Strategy
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
Strategically focused on attracting and retaining international talent and/or ramping up hiring efforts in new locations to fulfill specific business needs. For employers, it means accessing certain skills that are available on the global market in order to bridge their skills gaps.
Talent Pool Managment
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. It’s effective managment of the talent pool to maximise its potential.
Talent Brand Amplification
Enhancing the employer brand reach, identify new and existing stakeholders and connect with them in a way that builds trust and the foundation of a lasting relationship. Amplification is an on-going process which requires time to nurture and grow.
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.
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.
Employee or People Value Proposition
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 & Insights
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
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 as a Customer Experience
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
Data driven creative process of making a recruitment function a reality, with the assistance of transformative resources and inputs for business purposes.
A standard and scientific method designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview
Diversity & Belonging
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. Diversity is about recognising differences. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers.
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.
Creating a skilled workforce which will benefit your business in the future.
Supplier relationship management is a core skill for all procurement and supply service managers. It is the relationship formed between a buyer and supplier.
A business-focused, always on discipline focused on reducing spending and costs, while maximizing business value.
Technology platforms is an umbrella term for HR software and associated hardware for automating the human resources function in organizations. It includes employee payroll and compensation, talent acquisition and management, workforce analytics, performance management, and benefits administration
Talent Technology Advisory
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.