Talent Innovation ROI: Shift Ahead’s Global MSP Success Story

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Case Study: Exceptional Impact for a Worldwide MSP Client

The chief of a multinational data intelligence company - a large, diverse, complex structure made up of hundreds of global data sources - came with a key issue: how to increase fast and in a qualitative manner, by low-cost means, the various aspects of talent acquisition and management while at the same time maintaining high-quality of service and creating savings.

Apart from the fact that conventional talent models were underperforming as a result of the combined impact of rising competition, lack of skills, and increase in costs, the company decided to collaborate with Shift Ahead to implement an innovative MSP solution whose main focus will be talent ROI.

The Challenge

Pipeline of candidates for positions was getting smaller and smaller, and the hiring cycles were getting longer. These changes negatively influenced the company's operational performance. Consequently, customer waiting times became longer, and the service level was going down.

Although there were various local labor markets, they were too saturated to be able to easily source the specialized technical and customer support roles.

On the other hand, there was also a rise in cost pressures that resulted from the dependence on permanent staff and the use of traditional recruiting methods only. ​

The Solution

Shift Ahead brought onboard its consolidated MSP model, which made it possible for the client to extend the pool of talents as well as modernize the human resources processes. The most important things that were done:

1.Talent Pool Expansion: Shift Ahead changed the personnel with high turnover and low permanency in their roles to be contingent employees and thus opened the door to a wider range of more fascinating and less-explored talent networks.

2. Remote Workforce Enablement: More than 800 jobs were effortlessly changed into home-based ones, and thus digital tools were utilized for the processes of onboarding, training, and management.

3. Technology Integration: A recruitment technology platform was installed to allow for sourcing, screening, and interviewing by video in an automated manner, thereby drastically achieving the hired time to be short at a very high degree.

4. Expert-Led Recruitment: The specialized recruiters used resource skills mapping, identified talents from alternative pools, and additionally, they ensured that the certification was there for niche roles.

5. Data-Driven Strategy: The prominent tool for measuring the program was a merged analytics framework which evaluates the impact of the program, kept the record of the certification rates, and compared the cost-saving situation with the industry standard best practices.

Strategic and Technical Impact

Through the very first 12 months of execution, the client went on to make more than half a million dollars in cost savings which was primarily the result of the reduction of agency fees, the efficient deployment of the contingent workforce, and the lowering of the time-to-fill metrics.

· Working-from-home schemes have opened the way for the client to tap talents from different parts of the world thereby the quality of the candidates goes up without the client being forced to sacrifice the service.

· Recruitment work automation has led to faster interview cycle completion and lower manual labor while onboarding platforms have facilitated day-one readiness for newcomers.

·  The most contingent staffs have achieved quite good certification rates which is a clear demonstration of strong compliance with client standards and programme objectives.

· Data-enabled insights gave a clear view of where money was being spent and which quality of hires were made in addition to attrition thus paving the way for continuous improvements and making the case for the commitment of resources to talent innovation.

Performance Results

· More than 800 roles were converted to remote and contingent employment models

·  Critical client-facing functions time-to-hire shortened by 25%

· The programme was extended to cover internships and graduate placements and managed through dedicated tech platforms

·Money was saved more than half a million dollars in the first year

· Certification and employee performance levels were raised above the standard for the industry

·The collaborative workforce strategy partnership turned out to be effective.

· Organize remote work and contingent staffing in a planned manner.

· Start recruitment process automation.

· Install continuous analytics and reporting ​‍​‌‍​‍‌​‍​‌‍​‍‌tools.

Key Takeaways

·Strategic MSP collaborations were successful that are supported by technology and data analytics pave the way for scalable and cost-effective talent innovation.

· Besides, integrated models creates effective work environment for the clients to rapidly adjust, get hold of better candidates, and maintain excellent results in a competitive environment.

· Continual data review is a guarantee for talent ROI, thereby workforce management will still be relevant in the future.

Such a case is a shining example of the overall talent management system innovation that was led by Shift Ahead and represents the reason why talent ROI measurement is the main driver of growth, as well as client satisfaction, at ‍‌‍‍‌‍‌‍‍‌enterprises