Managed Service Provider benefits
In order for an organisation to stay agile and meet its business objectives, it’s critical that it has an external workforce strategy.
Understanding the benefits of leveraging contingent talent—and how MSP can support managing workers—should not be overlooked.
This is especially important as employers scramble to source and onboard new contingent workers, placing increasing pressure on hiring managers to act quickly.
Managed Service Provider benefits: A short guide
In the new world of work, companies need access to the right partners, tools and resources to secure the best talent. With the right strategy and hiring support, managers can make informed hiring decisions based on current business needs and forecasted demand.
Optimising your experience
With an MSP, you have a dedicated team of advisory consultants and supplier partners who manage and facilitate candidate sourcing, supplier management, risk avoidance, regulatory compliance and onboarding. Once the logistics of hiring and onboarding workers have been removed from your hiring manager's plate, they are free to focus on business-critical activities.
Streamlining contingent hiring with a VMS
A Vendor Management System (VMS) supports the end-to-end hiring process for contingent workers. This collaborative tool helps hiring managers save time by running key components such as requisition tracking, candidate management, and timesheets.
Candidates are matched to open requisitions and quickly shortlisted for manager review, reducing time spent on resume screening and interview scheduling. Features like candidate comparison and automated scheduling further streamline the process. Additionally, document collection, candidate pre-screening, and interview coordination are handled by the MSP as part of the standard service.
Optimising the speed to hire
Measuring time-to-hire is business critical and so is understanding the contributing factors and process steps that feed into this key SLA. The final goal here is to ensure that candidates are sourced, hired and onboarded as quickly as possible in order to support the wider business goals,
Building a network of reliable supplier partners
Sourcing and recruiting the right mix of contingent talent is essential. With an MSP, hiring managers gain access to a network of industry-leading supplier partners.
The MSP serves as a liaison between suppliers and hiring managers, helping to shape programme strategy and drive performance. Investing in your supplier community—and recognising its critical role in the success of your contingent workforce programme—should not be overlooked. The MSP fosters these relationships and ensures suppliers effectively promote your organisation in today’s competitive talent landscape.
Using predictive data to make informed hiring decisions
It’s time to level up your hiring manager’s knowledge through insights and analytics that empower them to make informed hiring decisions. To support smarter hiring, MSPs offer access to market data and candidate analytics. With these insights, hiring managers can move from reactive decision-making to predictive workforce planning.
Most managers and organisations lack the tools to determine what roles to hire, when to hire, and how to source talent effectively. As a result, hiring often becomes reactive. Factors such as candidate availability, location, competitor activity, and seasonal demand all influence hiring speed and success.
Access to clear, interpretable data—presented with context and narrative—is essential for real-time decision-making. Through prescriptive and predictive analytics, MSPs help organisations understand hiring channels, costs, and talent availability. They know where talent exists, what it costs, and how your organisation compares to competitors. Integrating these insights into your hiring strategy empowers managers to act with confidence and agility.
Giving voice to managers, candidates, and suppliers
Your hiring managers have a voice that deserves to be heard—just like your candidates and suppliers. Gathering feedback from hiring managers on worker performance allows them to actively shape the future of your external workforce programme.
Equally important is input from suppliers and candidates (both successful and unsuccessful), which forms a vital part of the MSP feedback loop and drives continuous service improvement and innovation.
Constructive feedback fuels the evolution of your MSP programme. By understanding experiences, challenges, and recurring pain points, the MSP team can refine processes and unlock greater efficiencies in contingent recruitment.
Final takeaways
To succeed in today’s talent market, employers require a flexible, scalable solution tailored to their business objectives. A Managed Services Provider delivers significant value by freeing up hiring managers’ time, reducing risk, providing actionable insights, and enhancing the candidate experience. By embracing the benefits of an MSP, organisations can gain a strategic advantage—streamlining operations, improving workforce agility, and enabling more informed, data-driven decisions that support long-term growth.