MSPVMS Best Practices in Vendor Engagement Presented by

MSP/VMS: Best Practices in Vendor Engagement Presented by: Barbara French Matt Moloney June 19, 2012

Introductions Barbara French 10+ years of experience in Human Resources in both corporate HR roles and as a MSP/VMS Program Manager. Has worked with Fortune 50 companies advising them on MSA’s with staffing suppliers; including metrics for vendor management. Spent 15 years working in the Financial Services industry in various roles including: HR, Project Management, and Fraud Investigation. Holds an MBA in Human Resources and Labour Relations as well as a Masters Certificate In Project Management. Matt Moloney 10 years of experience in Staffing with over 5 years working directly VMS/MSP clients. Focus has consistently been on Fortune 500 employers with large contingent workforce spend. Built and managed MSP/VMS delivery engagement models for staffing suppliers throughout North America. Has managed agency Account Managers and Recruiters through both VMS/MSP engagements as well as managing top clients. Seen as a partner driven contingent workforce expert. Works with leading MBA programs on recruitment programming and social media trends for graduating students

Agenda • • Brand Identity Branding in an MSP/VMS program Brand Management MSP / Vendor Engagement

Employment Branding Are you attracting top talent? Are you an employer of choice? What is your employment brand?

Brand Messaging in a Contingent Workforce Program • The goal of every organization is to attract and hire the best quality candidates for every vacancy, whether you are filling a full time position or a contract role, however: 90% • of hiring managers are not using brand messaging as a means to attract candidates to contract roles 82% • of corporate HR professionals do not cite brand identity as a piece of their contingent workforce recruitment strategy 100% • of corporate HR professionals do site brand identity as a candidate attraction tool for permanent staffing

The Value of Employment Branding Having a positive and well communicated Employment Brand adds up to a best in class Contingent Workforce Program ↑ # of quality applicants ↑ contractor engagement ↓ cost and better quality Contingent Workforce Program

Branding in an MSP/VMS Program • When hiring contingent workers in an MSP or VMS environment the organization is one or two steps removed from the applicant

Brand Messaging Orient • Your MSP provider on your Brand Message Orient • Your Vendors on your Brand Message Ensure • Contingent workforce candidates receive your branding message

Brand Messaging Orient • Your hiring managers on your Brand Message Orient • Your Vendors on your Brand Message Ensure • Contingent workforce candidates receive your branding message

Engaging the Vendor Community • Run an orientation session for your MSP partners and all vendors to train them on your contingent workforce brand message • Include SLAs in your MSAs regarding management and delivery of the brand message • Review adherence to SLAs on a regular basis and communicate findings to the vendors • Engage vendors in conversations about how to improve branding communication to candidates

Advantages of Partnering with your Vendors ↑ # of quality applicants 5 – 10 % ↑ in applicants ↑ contractor engagement ↓ cost and better quality Contingent Workforce Program Save 3% – 5% on contingent workforce spend

Getting Started • Review your Brand Strategy – What is unique about your company that will appeal to the target contractors • Partnership with MSP / Vendors – Communicate your Brand Messaging to your MSP and Vendors • Having a strong message to present helps vendors to fill your roles more quickly, and with higher quality candidates – Follow up regularly to reinforce the importance of the brand message to vendors and to the company

Questions