How to select an MSP partner

Content Team

Partnering with a Managed Services Program (MSP) provider can streamline contingent workforce management and drive significant benefits. However, with many MSP providers in the market, selecting the right one can be a crucial decision. In this blog, we will explore key considerations to help you choose the right MSP provider for your organization.

1. Consider different MSP models by what level of involvement you need

Managed Services Program solutions exist in different ways and selecting the right model for your talent needs is an essential first step. The three primary models to consider are the Direct Sourcing MSP Model, Master Vendor Model and Vendor Neutral Model.  

In the Direct Sourcing MSP model, one provider manages the contingent workforce management and directly sources a percentage of the workers. The Master Vendor Model involves one provider who is responsible for sourcing and placing candidates. The provider is also responsible for the contract management and payrolling of the contingent workers, including invoicing.  In the Vendor Neutral Model, one provider manages the contingent workforce but via third-party agency suppliers who continue to payroll their own contractors. 

2. Can the provider customize their solution to suit your requirements?

Each organization has unique requirements and preferences. It is crucial to assess how well an MSP provider can customize their solution to align with your specific needs. An end-to-end solution is the standard offering but consider whether the provider offers additional options to customize. This could include automation of administratively heavy tasks, expert insights into process optimization, engagement surveys, and identifying bottlenecks to enhance efficiency.

3. Is the MSP provider suited to your size and geography?

Consider the size of your contingent workforce and the geographical span of your operations. An MSP provider should have experience in managing workforce solutions of similar size and complexity. Make sure the provider can follow labor laws and reduce risks, whether you have a local or global presence. Additionally, a scalable MSP solution is crucial to accommodate fluctuations in the market or changes in talent needs.

4. Do the technology and innovation capabilities match?

Evaluate the technology infrastructure and innovation capabilities of the MSP provider. A robust technology platform can streamline processes, enhance visibility, and deliver data-driven insights. Look for features like real-time reporting, analytics, and integration with other HR systems. Additionally, consider whether the provider is proactive in adopting emerging technologies and industry best practices to stay ahead of the curve.

5. Does the provider have the relevant expertise in your industry?

Assess the expertise and industry knowledge of the MSP provider. Think about their industry experience, talent networks, and understanding of your specific needs. Look for providers that offer dedicated support and a collaborative partnership approach. Effective communication, responsiveness, and a shared commitment to your company’s success are key factors to consider.

Choosing the right MSP provider requires careful evaluation of several factors. Choose the right MSP provider to optimize your contingent workforce. Find out about MSP or contact our talent experts to determine the best talent solution for you.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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