Have you ever heard the expression “There’s more than one way to skin a cat”? If so, you know that it has little to do with harming your beloved Mr. Fluffy.
There can be many different routes to the same destination. When it comes to recruitment or staffing, you may want to consider a managed service provider, or MSP.
When I first started researching for this blog post, I had difficulty drawing a line in the sand between a company that offers managed services and one that offers RPO.
Finally, a light bulb flickered on.
The whole is greater than the sum of its parts.
A managed service provider tackles various needs in the human capital management industry. It offers different solutions and tailors its offerings to each client.
Managed service providers can do everything from running an internal recruiting department to assuming responsibility for an entire contingent workforce (temporary/nonpermanent workers).
The responsibilities and benefits of an MSP can include:
- Recruiting
- Onboarding compliance
- Administration
- Payroll
- Knowledge of current workforce legalities
- Assuming legal ramifications when necessary
- Workforce management
- Cost control/quality control
- Consulting
At the risk of being too repetitive, the common denominator in any MSP is the fact that a client outsources HR-related responsibilities to another firm.
Here are some companies that were ranked in HRO Today’s 2012 Baker’s Dozen list of top providers in managed services:
While an MSP may not be the best solution for just any company, its services may save a ton of time and money, and prove to be very valuable when used appropriately.
What do you think? What did I get right? What did I get wrong?
