Once the need for an MSP is clear, the next challenge is to make the case for such a solution. When advocating for an external solution, you’ll need to earn executive buy-in. This can be done by presenting the hard costs of using an insourced solution, as well as the soft opportunity costs of keeping the function in-house. It is also important to highlight the many benefits of adopting an MSP, from cost savings and faster time to fill, to benefiting from a partner with the expertise to continually improve the company’s talent strategy.
Also crucial to ensuring unwavering executive support is engagement. Plan to continually communicate and seek feedback from sponsors so everyone is informed of successes, challenges and improvement plans.
Another step that will help set your MSP up for success is maintaining executive sponsorship for the long term; keep top decision-makers involved in the selection and implementation process. Ask them for
their input at critical milestones, whether that means selecting the internal project team, being involved in the selection of a provider, approving the contract, supporting change management or signing off on technology investments.
An understanding of where there are opportunities to improve your organization’s contingent talent strategy and a clear idea of where the company should be will help you determine whether an MSP is right for you. With data showing that a growing number of companies are spending more time internally managing this important segment of their
workforce, it may be time to take a hard look at an external solution.