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Building a Case to Outsource the Management of Your Contingent Workforce

outsource the management of contingent workforce
Business / Tips

Building a Case to Outsource the Management of Your Contingent Workforce

Table of Contents

  1. Seek input and expertise from external SMEs

2. Complete a thorough analysis

3. Map your stakeholders

4. Develop the business case and basic change plan

5. Choose your service provider, and off you go

Following a year of extreme uncertainty, instability, and calls for radical oversight of processes, the high-value use case to outsource the management of your contingent workforce has been made abundantly clear. Organisations who had these solutions in place before the pandemic had the great advantage of being able to move with agility, reducing and increasing headcount as necessary, and getting quick insight across the entire workforce to make smart, fast decisions about how to best navigate these turbulent times. 

Now that we’re mostly out of the woods in Australia, many businesses are looking at how to safeguard from other future unknowns. 

If you’re reading this, it’s like that you’re already considering whether you should outsource the management of your contingent workforce. But even if you are convinced, moving from idea to action can be an internal battle, so we want to share a few things to consider that will help you to prepare the case for outsourcing your contingent workforce. 

1. Seek input and expertise from external SMEs

Seeking out others in your field who have experience working with or part of an MSP can help you get some insight into what you need to consider when looking to take the first steps. 

Consult peers in your industry to find out how they presented this to their business, what the key benefits were for them, and if they have any advice for a business looking to do the same. 

2. Complete a thorough analysis

There are obviously reasons why you feel you want to explore an external partner to manage your contingent workforce. Identify all of these and document them, then look out across the broader business and analyse how an MSP may help your different business functions and address specific pain points. Also, consider any additional challenges, or risks that may arise thoroughly documenting them and suggesting how they may be solved, or mitigated. 

Completing an assessment of your organisation’s situation and the benefits of an MSP will help you to speak with more authority about the solution. 

3. Map your stakeholders

Identify your champions of influence and your key decision-makers. Consider the impact your solution will have on their individual departments and their own unique situations. How will this solution benefit them? Put yourself in their shoes to understand what’s in it for them, the benefits they will realise and what would motivate them to take action with you. 

You need to engage them. It’s never wise to assume how stakeholders will respond to your ideas. Ask them questions and learn how to present your ideal solution in a way that helps them address their own pain points.  

4. Develop the business case and basic change plan

With a solid understanding of the current environment, business pain points, stakeholder hopes and fears, and your organisation’s specific requirements from an outsourced provider, it’s time to develop a business case and execution plan.

Depending on who you’re proposing your case to, you will want to focus on the elements that address their problems. If you’re pitching to the CFO, you may want to make it about cost-saving, which also happens to get other departments better results. If you need approval from line managers, perhaps you want to focus on how this will allow them to increase and decrease headcount with more agility and make it easier for them to do business. 

Your business case must include a plan for the next steps so that you can easily move from idea to action, once you have them on board. Include a timeline, highlight your key stakeholders and demonstrate how the change will impact them and their teams once it has been executed

5. Choose a service provider to outsource the management, and off you go

Determining your service provider to outsource the management to is best done once you have an ironclad brief on your business expectations. This allows you to ask specific questions and find a provider that is able to craft a solution around your bespoke needs. 

Having had over 20 years’ experience of being MSP customers ourselves, as well as service providers and suppliers, we’ve been through every stage of the process and are happy to share our experiences with you.

Get in touch with Launch Talent Solutions today to take the next steps toward your fully managed contingent workforce solution. For all your recruitment needs, contact our recruitment agency.