Jul 23

SourceRight Solutions in the News…with SourcingEdge and SourceRight Advisor

By Rebecca Callahan Contingent Workforce Management, Global Talent Acquisition, Managed Service Programs, Recruitment, Recruitment Process Outsourcing No Comments »

As organizations are becoming more sophisticated in sourcing talent and demanding better results from their sourcing strategies, SourceRight Solutions is reinforcing their commitment to providing workforce management innovations by offering greater transparency on contingent workforce trends and providing an exclusive edge in a highly competitive environment. 

SourceRight, recently announced the launch of SourcingEdge, a proprietary candidate sourcing methodology that is designed to help talent acquisition outsourcing clients gain a competitive edge in identifying the best and brightest talent from active and passive candidate pools. The SourcingEdge Career Networking Hub provides clients with rich talent pools; gives candidate access to thousands of job opportunities; provides career resources to aid in career searches; among other advantages.

SourceRight has also launched SourceRight Advisor for talent acquisition programs, a workforce analytics and thought leadership solution that draws on the company’s experience, aggregate business information, knowledge and scale to help businesses develop better-informed strategies to optimize their services and workforce management spend.  SourceRight advisor will deliver specialized expertise and guidance including policy, compliance, change management, market intelligence and supplier relations.

The launch of SourcingEdge and SourceRight Advisor is the next phase of the company’s commitment to continuously revolutionizing recruitment strategies and services for today’s emerging workforce population.

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Jun 07

SourceRight Solutions in the Global News…

By Rebecca Callahan Contingent Workforce Management, Global Talent Acquisition, Managed Service Programs, Recruitment Process Outsourcing No Comments »

Increasing globalization is driving the need for RPO and MSP providers to broaden their geographic reach, while maintaining consistent delivery of high quality services.  In response to this growing business requirement, in March, Hays plc and SourceRight Solutions announced a strategic alliance to provide global outsourced workforce management services.  Now, Hays and SourceRight have taken the next step of broadening our combined reach by introducing WorldSource Talent Acquisition Outsourcing Solutions.

WorldSource is designed to manage and integrate worldwide Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) programs, while improving the global recruiting and resourcing experience for all stakeholders.  WorldSource has the capabilities to leverage strategic talent acquisition teams of more than 4,500 recruiters across 900 offices in 29 countries to attract and hire the world’s top talent.

Also, SourceRight is announcing the expansion of its MSP offerings to help the world’s top organizations maximize the value of their contingent workforces. See “SourceRight Expands MSP Offerings and Leadership Team” at link: http://bit.ly/cTRGLa

SourceRight’s enhanced talent acquisition capabilities takes our MSP solutions to the next level – a scalable outsourcing model that provides flexible configuration options, global program management oversight, optimized supplier management and client decision support analytics.

Our enhanced MSP solutions are designed to control costs and minimize compliance risks through streamlined processes and infrastructure, access to a global preferred supplier network, and improved supplier performance and client spend with timely insight to strategic market trends data.

As current pressures from the challenging economic climate force businesses to adopt recruitment strategies that adapt quickly to fast changing market conditions, these recent announcements provide further evidence of our commitment to our value proposition of helping large, global organizations maximize the value of their blended workforces.

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May 27

SourceRight Solutions to Attend The VMS Professionals Sixth Annual Conference – June 3-4 at McDonald’s Hamburger University, Oakbrook, IL

By Wendy Linden Managed Service Programs No Comments »

On Thursday June 3rd and Friday, June 4th, SourceRight Solutions’ Vice President of Professional Contingent Workforce Services, Karen Turner and Stas Wolk, Vice President of the Business Solutions Development will join VMS Professionals, a national association comprised of end user companies, to network and discuss best practices in the acquisition and management of contingent labor.  In the past, leading industry experts from business organizations such as Kraft Foods, Altria, Abbott Laboratories, Baxter Healthcare, BMC Software, Discover Financial, McDonalds and Cisco have participated in this premier VMS/MSP professionals’ industry event.

While the use of contingent talent and/or independent contractors isn’t a new workforce provisioning strategy; the impact of the recession has accelerated the practice.  And as more employers are looking to reduce costs and maximize flexibility, using contingent talent/independent contractors will help them tap into specialized talent quickly and efficiently without adding long-term obligations. Continuing economic pressures will likely drive this “on-demand” workforce trend to never before seen levels over the next few years. The conference attendees will discuss the best practices and solutions for enhancing the management of contingent workforce programs and strategies.

If you are planning to attend this year’s VMS Professionals Conference and would be interested in meeting with SourceRight to discuss the effective management and leverage of a contingent “on-demand” workforce and how to ensure that your organization is compliant with all the emerging engagement regulation associated with this workforce, contact Peter Simandl at PeterSimandl@Sourceright.com or call Tel. # 1-630-919-2784.

*** VMS Professionals is a national association comprised of end user companies networking to discuss best practices in the acquisition and management of contingent labor.  The VMS Professional Association’s mission is to network and educate with the highest professional integrity for the purpose of growing VMS Best Practices and contributing to the industry as a whole.  To contact the VMS Professional Association go to link:                              ( http://www.vmsprofessionals.com/AboutUs.aspx )

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Apr 28

Not all Metrics are created equal…

By Wendy Linden Managed Service Programs No Comments »

Time to Fill. Time to Submit. Number of Submittals. Submittal to Interview. Number of Hires. Number of incomplete assignments. Contractor Performance. Hiring Manager Satisfaction….the list can go on and on and in some programs, it quite often does. I’ve seen metrics to measure a metric… And is there enough of a difference between SLAs versus KPIs to require different metric labels? Really?

Furthermore, how do you reasonably measure the “art & science” of the supplier candidate recruiting process itself?  An important article in the March 2009 edition of the Harvard Business Review suggests that “The movement to standardize processes has gone overboard.  Some require an artist’s judgment – and should be managed accordingly.”

So the question both clients and suppliers ask: What is the metrics purpose and do we need so many? The answer to that question is not a simple one, but it is a customizable one.

A set of metrics is put in place to measure performance of a supplier base and also the governing performance of the MSP solution itself. All MSP programs should implement some level of measurement. Only when you measure the actual performance of a supplier base can you actually MANAGE the performance delivered.

Supplier performance must be constantly monitored and audited because it tells the tale of a customer’s contingent workforce story.

But not metrics are created equal; they have a different purpose that reflects the story of the performance. For example, measuring a specific time period in which candidates are submitted to hiring managers for consideration (i.e. Time to Submit) tells you which of your suppliers have a recruiting engine readily engaged for a specific customer.   Time to fill can be arbitrary, depending on if you are looking for an Office Clerk or a Web Sphere Developer, but they will give suppliers visibility of the general speed in which a hiring manager brings on a resource. Hence, the benefits delivered from a solid matrix protocol are not just for the client and MSP provider alone!

In any MSP governance approach, metrics must somehow measure quality. If a supplier is submitting candidates at lighting speed, but rarely getting an interview or a hire, an MSP must look deeper at quality and the pricing of a candidate and recommend adjustment in performance.

At the end of the day, whether you have four metrics or forty, they must reflect the ideals of a high performance supplier to both the customer’s satisfaction and an MSP program’s stated objectives and goals.

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Mar 25

Bringing your report card home…

By Wendy Linden Managed Service Programs 1 Comment »

Times have changed and kids these days can get their school grades at the click of a button on the school’s website.

But most of us remember having a report card passed out at the end of the quarter by a teacher or, maybe, waiting anxiously for our postal carrier to bring us the good or bad news. Elated relief at all “A’s”; happy that your physics grade was not below average; and even a few maybe getting out a number four pencil to change that ‘D’ to a ‘B’ before one’s parents saw it.  Now-a-days one has to have an IT or hacker degree to do that sort of thing on-line!

Report cards can be really good news, really bad news or somewhere in between. But they tell the recipient many things: “Keep up the good work”, “This area needs performance improvement” or “You have to really change your approach to improve”.

The same could be said of supplier performance reviews in Managed Service Programs, many which are, and should be, based on a “report card” of performance targets, using specific metrics as a standardized measurement of expectations and success.

Now, metrics may vary, but the need for holding suppliers to a standard of performance targets is critical and necessary. Successful programs contain metrics that measure both the level of engagement/performance of the supplier base and the quality of the resources they provide to clients. Without the metrics or its review and process management tool (the report card), it could lead to a supplier list that stagnates and underperforms to the expectations of a client’s hiring community.

The MSP report card is key, giving a quarter by quarter view of strengths and weakness of a particular supplier partner, leading to dynamic and collaborative exchanges to help identify areas of change, and increased effectiveness/performance… on both the supplier and program management side, to the benefit of a mutual client. At the end of the day, the MSP report card is also a critical tool for clients in getting overall visibility to MSP and contingent workforce performance and enhancing a client’s control over their contingent staffing circumstances.

A control that is similar to not being surprised when getting an “A” on a report card because you knew how hard you worked to deserve it…no IT hacking required.

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