Joy Arita

📊 Breaking Down MSP/VMS Program Structures: A Suppliers Perspective on What We Really See and Feel About Common Program Structures Currently, we’ve partnered across multiple enterprise contingent workforce programs and have seen five common program structures shape how suppliers perform. Each brings clear benefits—but also challenges that directly impact speed-to-fill, candidate quality, and overall partnership. Here’s some pros and cons I’ve seen first hand from each: 🔹 1. Vendor-Neutral • Pro: Creates a level playing field where all suppliers compete on speed, compliance, and quality. Provides a competitive environment to provide quality talent. • Con: Can become very transactional—51% of suppliers in SIA’s survey cited “lack of feedback/context” as the biggest pain point in vendor-neutral setups. Without feedback it can be hard to make improvements to talent quality. 🔹 2. No Hiring Manager Contact • Pro: Protects hiring manager bandwidth and enforces consistent processes; ensures suppliers funnel everything through the MSP or Internally Managed Team. • Con: Cuts off valuable feedback loops. In fact, LinkedIn data shows candidates are 38% more likely to drop out when communication lacks context about the company or leadership they’re being hired by. 🔹 3. Master Vendor / Vendor-Exclusive • Pro: Centralized communication, faster decisions, and deep program knowledge. Less mess when it comes to contacting and working with supplier base. • Con: Over-reliance on one partner can limit competition, and create unhealthy reliance on a partner that may not be meeting all your labor needs. SIA notes 71% of enterprises worry about cost inflation in exclusive setups. 🔹 4. Hybrid / Tiered Supplier Model • Pro: Balances competition—core tier suppliers drive consistency, compliance, and proven results, while Tier 2 and beyond provide flexibility and niche skill coverage when Tier 1 suppliers aren’t as effective. • Con: Tier 2+ suppliers often feel disadvantaged; without proper calibration and consistent requisition flow, the majority of reqs can skew heavily toward Tier 1. This can create disengagement, where lower-tier suppliers stop investing resources because they see limited to zero ROI in program participation. 🔹 5. Direct Sourcing / Talent Pools • Pro: 74% of enterprises now view direct sourcing as a key strategy to cut cost-per-hire and reduce time-to-fill. Alumni and silver-medalist talent pools are game changers. • Con: Requires significant investment in employer brand + tech, and traditional suppliers are still critical for niche roles or functioning as an EOR/Payrolling partner in the backend. ✨ From the supplier side, not one of these models is “perfect.” The strongest programs are those that balance compliance, speed, and quality, while treating suppliers as partners with a win-win relationship—not just vendors that eat what they can catch. #ContingentWorkforce #MSP #VMS #StaffingSupplierPerspective #WorkforceSolutions

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If you're wondering how AI in recruitment can really make a difference for your teams, here's the breakdown. Derek Blosser, Director of Business Innovation at Talent Solutions RPO, explains what you can expect from transparent, responsible AI-enabled recruiting tools. Get an up-close preview of the change that integrated tech can bring your hiring strategy. Check out Derek's latest blog to explore five ways you can achieve more efficient, transparent recruitment through a suite of AI-enabled recruitment tools called PowerSuite. #RecruitmentTech #TalentAcquisition #AIinRecruiting #PowerSuite

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Wondering how the Gartner Sales Development Program can help kickstart your career? In this video, Jared L., a Senior Account Executive at Gartner, shares how the Sales Development Program helped him develop the skills needed to succeed in his current role. Watch the video, then learn more about the program here: https://gtnr.it/3NQ11sZ #LifeAtGartner #Sales

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AI could help solve talent scarcity—but only if it’s accessible to all. ⚖️ Our new report explores how gaps in AI upskilling are impacting women, persons with disabilities, and multiple generations. Check out the article from HR Dive and explore the full insights: 📄 https://bit.ly/3Rjrgto 📊 https://bit.ly/3Y3Sh7M #AI #EquityInTech #TalentScarcity #RandstadInsights

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A great article from Ashleigh Koehler, CCWP/CSOW Some great insights in moving from the sidelines and getting a seat at the main table! Are you showing you’re indespensible? I love the line - feedback isn’t a setback, it’s data. How are you stepping up in your Programme?

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There’s a lot of talk and buzz about ServiceNow FSO, S2P, TSOM and CRM. All busy areas for us at Nelson Frank, where we’re helping customers and partners every day. But where are we seeing the fastest growth — and how is the talent market evolving? Data. With the acquisition of Data.World and the launch of the Workflow Data Fabric, ServiceNow is putting data at the center of its AI strategy. They’re building more pipelines and connectors, with partnerships across Snowflake/ Databricks and Microsoft. ServiceNow are also increasing the hiring of account executives from data, analytics, and AI ecosystems. It’s not just the platform evolving — partners are investing in AI Centers of Excellence (onshore and offshore) and ServiceNow have launched a number of new certifications focused on Data. For talent, this means huge opportunity. For organizations, it means you need a trusted partner who understands these changes and can help you adapt. Here’s how we’re supporting the ecosystem: • Launched an AI Training Program to upskill experienced SN Developers in Agentic AI, RAG development, and Prompt Engineering. • Working with the strongest Data Services Sales talent across Snowflake, Databricks, Google, and Fabric — helping organizations win more data-aligned SOWs (These candidates are already selling some of the largest Data Services deals). • Partnering with vetted Data Engineering & AI professionals, now trained on the NOW platform. - We’ve helped SN partners hire Data Practice Leaders to help enterprises connect data and enterprise value. As we head into the last few weeks of the year, it’s the perfect time to think about your data strategy. Drop me a DM and let’s set up some time to chat about all things Data + ServiceNow. #Data #ServiceNow #AI Madeline Marconi Derrick Freligh John Capezzuto Joshua Davidson

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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