latest trends in talent acquisition services across msp ... · latest trends in talent acquisition...

§ Stephen Clancy, Sr. Director, Contingent Workforce Strategies, Knowledge & Research, CCWP, SOW Mgmt. Expert, SIA

§ Frank Enriquez, Sr. Manager, Contingent Workforce Strategies, Knowledge & Research, CCWP, SOW Mgmt. Expert, SIA

Speakers:

§ Adrianne Nelson, Sr. Director, Global Membership Products, CCWP, SIA

Moderator:

Latest Trends in Talent Acquisition Services across MSP, RPO and TTA

October 25, 2018

SIA | Staffing Industry Analysts Contingent Workforce Strategies Council Webinar

Staffing Industry Analysts Product Overview


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Expand Your Expertise in SOW. Now.SOW Management Expert Class will help you:• Navigate the complexities of SOW• Increase the relevance of your

contingent workforce program• Elevate your knowledge and career

Register Today!

View the full schedule of classes at:www.staffingindustry.com/certification

@SIACCWP #CCWP


New from SIA! Benefits of attending:§ Learn what your CW program can be sued for and why?§ Gain CW program risk management best practices

from legal industry experts§ Collaborate and share peer-to-peer knowledge on

current CW program risk concerns and practices

SAVE THE DATE!December 12-13, 2018San Francisco, Bay Area

Featuring facilitators from these specialized labor & employment law firms:Reserve Your Place Now! For details, contact:

[email protected] include “workshop” in the subject line.

Risk Management Workshop


Adrianne NelsonSenior Director, SIA

Moderator

Frank Enriquez, Sr. Manager, Contingent Workforce Strategies,

Knowledge & Research, CCWP, SOW Mgmt. Expert, SIA

Stephen Clancy, Sr. Director, Contingent Workforce

Strategies, Knowledge & Research, CCWP, SOW Mgmt.

Expert, SIA

Our speakers today…


Objectives:§ Major Trends§ Current Key Drivers for Buyers§ Evolution of Workforce Solutions and Services§ Industry Challenges § Investments and Innovations§ What’s Next – Action for the Future


Major Trends


General§ GDP Growth remains healthy and Sales vs. Recruiting Difficulty Ratio reflects a

struggle to find talent to fill staffing engagements.

§ New Record: In August, the number of openings outpaced the number of unemployed in August by 902,000, according to data released from the US Bureau of Labor Statistics.

§ Automation: Not just replacing jobs, but creating more efficient talent acquisition

§ Spatial Economics: The Declining Cost of Distance§ The next big economic shift will reshape industries, social patterns and the global

economy.


GDP Growth Projections

2017 2018P 2019P

2.2 2.8 2.8

2.9 2.9

Philadelphia Fed Survey

Conference Board Survey


Comparing Sales and Recruiting Difficulty (Scale 1-5)

2.63 2.58 2.74 2.69 2.58 2.66

3.15 3.18 3.33 3.35 3.25 3.28

0

0.5

1

1.5

2

2.5

3

3.5

4

Feb-18 Mar-18 Apr-18 May-18 Jun-18 Jul-18

Sales vs. Recruiting

Avg Sales Difficulty Avg Recruiting Difficulty


Contingent Workforce Penetration Usage

§ CW penetration rate for contingent workforce, based on SIA survey report is averaging 22%.

§ However, only 44% of CW programs have full line of sight into SOW talent resources and spend.

Have we squeezed the CW Staff Aug Balloon so tightly, that consequently, we have hidden, higher levels regarding penetration rate averages?


Poll 1Q: What is your approximate usage rate of contingent workers (Staff Aug, SOW, Outsource, IC’s, etc.) compared with your FTE population?a) 0-10%b) 11-20%c) 21-30%d) 31-40%e) 41-50%f) 51% or higher


Trends in Hiring

The four trends were identified based on numerous expert interviews and a survey of 9,000 talent leaders across the globe. “Indeed.com”

78%

56%

50%

36%

53%

18%

18%

8%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Diversity

New Interviewing Tools

Data

Artificial Intelligence

Trends in Hiring Indicators

Mostly/Completely Adopted Very/Extermely Important


Key Drivers for buyers


CW Program Priorities: Key Drivers for BuyersQ: Which of the following is the top priority for your organization’s contingent workforce program?


Buyer top supplier selection criteria is: Quality


The QECR Performance Management Framework

Quality– Accessible

– Repeatable

– Measurable

Efficiency– Optimal

– Automated

– Mobile

Helps Guide Contingent Workforce Program Improvement Initiatives

Cost– Value

– Competitive

– Manageable

Risk– Mitigated

– Planned

– Visible


Evolution of Solutions & Services


Evolution of Solutions and ServicesUse of Management Strategies

Source: Staffing Industry Analysts 2018 Buyer Research

Q: “Which of the following are currently in place in your organization, or are likely to be seriously explored within two years?”


Trends: MSP - RPO - TTA


Workforce Solution Models

MSPMSP Evolution

Maturity towards outcomes

RPO Evolution

Maturity towards outcomes

Decentralized

Preferred supplier

Master Vendor

Total Talent Acquisition

Decentralized

Agency preferred

or In-house

RPO

FLEXIBILITY v’s STABILITY


Trends MSP - RPO - TTAMSP

§ Cost Effectiveness and Risk Mitigation remain key value proposition but making efforts to meet clients’ need to be more “strategic”

§ MSPs are driving technology preferences and RPA, offering technology stacks and technology leadership (Ex., BI Tool usage)

§ Quality measurements are becoming more prevalent § Investing in Centers of Excellence and Global delivery capabilities§ Sixty percent offer RPO and thirty percent offer proprietary VMS§ Many are now offering consulting fee-based services§ Internal Competitor


Trends MSP - RPO - TTARPO

§ The Rise of Automated Sourcing and “Ready Now” Talent Pools§ The Candidate is King§ Growing Analytics and Benchmarking Sophistication§ Strategic Talent Acquisition Partner to Strategic Talent

Management Partner§ Total Talent Acquisition§ Evolving Technology Stacks


Trends MSP - RPO - TTA

TTA

§ Driving next level of cost reduction through economies of scale, single service delivery and centralization

§ Creating a consistent experience/ease of use for engagement/hiring managers and candidates

§ Baby Steps: Enabling the sourcing of talent through maximizing talent pool § Tactical and strategic workforce visibility enabling holistic workforce management § Efficiencies through simplification and reduction of suppliers§ Single governance with comprehensive data visibility


Industry Buyer/Provider Challenges


Industry Challenges

Buyers

§ Keeping up with client and worker needs and requirements

§ The changing methods of organizations’ access to talent

§ Acquiring / securing investments in CW programs§ Keeping up with TA & RPA technology advancements

§ Maturing program capabilities to add new solution services

§ Mitigating emerging risk while retaining cost-effectiveness and competitiveness

§ Integration of strategies with talent acquisition partners and competitive methodologies

§ Growing beyond cost management and risk mitigation

priorities (a procurement mind-set vs. TA)

§ Managing & leveraging the brand narrative of the CW program (Satisfaction Levels and NPS)

Solution Partners (MSP, Staffing, etc..)

§ Keeping up with client and worker needs and requirements

§ Enhancing value by creating more “Strategic” solutions

and client relationships

§ Changing recruiting methodologies and how clients gain

access to talent

§ Keeping up with competitive TA & RPA technology advancements

§ Enhancing the Services Portfolio w/ NEW solutions

§ Delivering more Cost-effective and Risk Free services

§ Enhancing service value with visibility and operational

analysis and insight (BI Tools)

§ Offering partnership value beyond basic staffing services


Investments & Innovations Automation – AI – Chatbots – Texting


Poll 2What is your level of knowledge about the latest innovations & technology enhancements within the staffing eco-system?

Scale 1 – 4

1 2 3 4Minimal to

NoneSome More than

mostExpert


Standard Program Management Enhancements

§ Bi Tools – visibility, dashboards, analysis / insight

§ IC Compliance – management software and governance

§ Rate Cards Analysis & Reporting – advanced analytics

§ Surveys and Quality Metrics – leveraging NPS methodologies

and automating data collection


Sourcing Partner Investments§ The Rise of Mobile Recruiting§ Online Marketing§ Data-Driven Recruitment§ Hiring for Thought Diversity§ Micro-Targeting§ Outsourcing Compliance

Source: “The Staffing Edge”


Automation – (removing manual effort)

§ Solution Partners– Processes (eVerify, onboarding, document signatures, etc.)– Background & Drug Screen Integrations

§ Clients – Buyers– Integrations with back-office systems (Workday, SAP, Oracle, Ariba, etc.)– RPA (Robotic Process Automation) – Software & Hardware

§ Staffing Partners– Processes (Partner portals, Auditing, Survey’s, etc.)


AI for Staffing

§ AI - The staffing eco-system is trying figure out the best way to leverage AI to improve candidate and client satisfaction and bolster productivity

AllyO


Chatbots

§ CHATBOTS - likely that this is connected to an ever-increasing focus on the candidate experience. Chatbots can enable staffing firms to respond to candidate concerns immediately and free up recruiter time in the process.


Texting

§ TEXTING - While AI adoption may be a goal of the future, texting is having its moment now. It’s the fastest growing recruiting communication channel: 69 percent expect their usage to increase in 2018.


Cloud Talent Pools

Response %

Greater Talent Access 63%Reduce Cost 50%Expand Skills Coverage 46%Ease of Use 38%Centralize Management / Control 33%Decrease Legal Risk 25%Reduce Time to Deploy Workers 25%Track Spend Better 17%Other (please specify) 8%

N = 24

Why are human cloud applications being leveraged at large organizations

Upwork

Toptal

TalentNetFreelance.com

Genesys Talent

Applause

Hired.com

Axiom

Field Nation

LiveOpsWorkMarket

Human Cloud Applications


Direct Sourcing§ CRPO – utilizing RPO practices to source contingent talent

§ Captive Staffing – internal, dedicated recruitment resources to support

both sourcing of FTE & CW talent

§ On Demand Recruiter Marketplaces –ability to scale quickly, rent-on

demand, recruiting resources

§ VMS leveraging Cloud Sourcing – automation of direct candidate

sourcing through the VMS platform

§ Internal talent pools – retirees, alumni, known “ID” candidates


Poll 3Q: What following technologies and / or methodologies are you leveraging directly or with your partners?

Technology / Method Check all that applyAI

Chatbots

Texting

Video

Business Intelligence Tools

Direct Sourcing

Online Staffing

IC Compliance

Other


What’s Next – Action for the Future§ Need to get house in order and enhance capabilities

§ Create strong relationship with your Talent Acquisition Group

§ Enhance education and knowledge of technology advancements

§ Build business cases for competitive investments and innovations

§ Drive, leverage and lead your workforce partners to deliver competitive methodologies and solution enhancements….Treat as a PARTNER

§ Managing & leveraging the brand narrative of the CW program

§ Enhancing the CW Program mission on talent acquisition and management


Questions?§ Questions may be submitted at

any time.§ Click on the Question Mark icon (?)

on the floating toolbar to open the Q&A window.

§ Type your question into thesmall dialog box and click theSend Button.


Adrianne NelsonSenior Director, SIA

Moderator

Frank Enriquez, Sr. Manager, Contingent Workforce Strategies,

Knowledge & Research, CCWP, SOW Mgmt. Expert, SIA

Stephen Clancy, Sr. Director, Contingent Workforce

Strategies, Knowledge & Research, CCWP, SOW Mgmt.

Expert, SIA

Time for your questions…


Upcoming Classes & Events


New from SIA! Benefits of attending:§ Learn what your CW program can be sued for and why?§ Gain CW program risk management best practices

from legal industry experts§ Collaborate and share peer-to-peer knowledge on

current CW program risk concerns and practices

SAVE THE DATE!December 12-13, 2018San Francisco, Bay Area

Featuring facilitators from these specialized labor & employment law firms:Reserve Your Place Now! For details, contact:

[email protected] include “workshop” in the subject line.

Risk Management Workshop


SIA Resources for CWS Council Members§ Workforce Solutions Buyer Survey: Full report and cumulative index§ MSP Market Developments§ MSP Model Overview§ Total Talent Acquisition Market Developments§ Regulatory Drivers of TTM§ Mapping the Total Talent Management Continuum§ RPO Market Developments§ Workforce Solutions Buyers Survey 2017: RPO and best source of hires§ RPO Essentials for Success§ Recruitment Process Outsourcing (RPO) Pricing TemplateNeed more? Contact the SIA CWS Council team at [email protected]

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Buyer-Survey-2018-Full-Report

https://www2.staffingindustry.com/Research/Research-Reports/CWS-Council-Research/MSP-Market-Developments-Part-16

https://www2.staffingindustry.com/Research/Research-Reports/Americas/MSP-Model-Overview

https://www2.staffingindustry.com/Research/Research-Reports/CWS-Council-Research/Total-Talent-Acquisition-Market-Developments

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Regulatory-Drivers-of-TTM

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Mapping-the-Total-Talent-Management-Continuum

https://www2.staffingindustry.com/Research/Research-Reports/CWS-Council-Research/RPO-Market-Developments5

https://www2.staffingindustry.com/Research/Research-Reports/Americas/Workforce-Solutions-Buyers-Survey-2017-RPO-and-best-source-of-hires

https://www2.staffingindustry.com/Webinars/APAC-Buyer-Webinars/Archived-Webinars/RPO-Essentials-for-Success

https://www2.staffingindustry.com/Research/Research-Reports/CWS-Council-Research/Recruitment-Process-Outsourcing-RPO-Pricing-Template2

mailto:[email protected]


Upcoming WebinarsThe best hour you can spend to get up to speed.Sign up or view archived webinars at www.staffingindustry.com/webinars-buyer/


§ Copies of the slides and a link to the audio recording will be distributed to all attendees within 48 hours following the webinar.

§ A replay of the webinar will be available for CWS Council Members at www.staffingindustry.com.

http://www.staffingindustry.com/


Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliersand buyers of workforce solutions make better-informed decisions that improve business results and minimize risk.As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

For more information: www.staffingindustry.com

For global coverage across the workforce solutions ecosystem, follow us @SIAnalystsand connect via

About Staffing Industry Analysts (SIA)

PROPRIETARY DATA, DO NOT DISTRIBUTE OUTSIDE YOUR ORGANIZATION. Your company’s use of this report precludes distribution of its contents, in whole or in part, to other companies or individuals outside your organization in any form – electronic, written or verbal – without the express written permission of Staffing Industry Analysts. It is your organization’s responsibility to maintain and protect the confidentiality of this report.

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latest trends in talent acquisition services across msp ... · latest trends in talent acquisition...

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