A well-managed contingent workforce isn’t just a necessity in an evolving landscape – it’s a competitive advantage. However, navigating its complexities requires a strategic approach. The right Managed Service Provider (MSP) streamlines processes, optimizes contingent spend, and provides actionable insights, but its impact depends on its ability to adapt to an organization’s ever-changing needs.
Atrium’s Chief Revenue Officer, Brad Martin, recently joined Chris Dwyer, Senior Vice President of Research at Ardent Partners and Managing Director of the Future of Work Exchange, to discuss key MSP trends, innovations, and strategies for success in 2025 and beyond. With over twenty years of experience in the industry, Brad and Chris shared valuable insights that every MSP stakeholder should consider.
In case you missed the webinar, here are the key takeaways to ensure your MSP evolves alongside your contingent workforce in the year ahead:
Brand Champions: The Application of Direct Sourcing and Talent Pools
To remain competitive in 2025, organizations should embrace Direct Sourcing as an important component of contingent workforce management. Companies turn to Direct Sourcing to enhance talent acquisition strategies, boost candidate experiences, foster collaboration with talent, and strategically leverage their brand.
A successful Direct Sourcing program aligns with the maturity of an organization’s contingent workforce management program and is designed to meet the current needs of an organization with scalability in mind. By leveraging their brand and partnering with an MSP provider to curate private, customized talent pools, companies can access high-quality talent while reducing time-to-fill.
For a Direct Sourcing program to succeed, an MSP partner must act as an extension of the brand. This partner is vital in managing and curating the talent pool, engaging with candidates, onboarding new hires, and overseeing the entire program lifecycle. Their ability to authentically represent the brand is a key factor of success.
Equally as important for launching a Direct Sourcing program is internal adoption. Organizations must engage hiring managers, ensuring they understand the value of Direct Sourcing and the ease of accessing high-quality, curated talent. Achieving internal buy-in enables companies to maximize the benefits of Direct Sourcing, including cost optimization, improved talent quality, and faster hiring times.
Tech Stack Innovations: Driving Efficiency and Agility with Cutting-Edge Tools and Platforms
Today, it’s commonplace for MSP partners to leverage best-in-class platforms, new technology, and their own proprietary solutions in their workforce management programs. Technologies such as Direct Sourcing, artificial intelligence (AI), and compliance and risk mitigation tools foster innovation and value for a company’s workforce.
Over the last several years, a fundamental shift has occurred in the consumerization of software, which is also shaping workforce management tools. Today’s technology solutions – whether they are Vendor Management Systems (VMS), Applicant Tracking Systems (ATS), Freelancer Management Systems (FMS), or Direct Sourcing tools – should enhance efficiency and support seamless workforce operations.
MSP partners increasingly adopt cutting-edge technologies such as AI and Direct Sourcing tools to enhance workforce management. As software becomes more intuitive, companies experience smoother user interactions, streamlined processes, increased efficiency, and increased program value.
Achieving Diversity Goals: Embedding DEI Principles into Your Contingent Workforce Program.
The mark of a great organization goes well beyond working with diverse suppliers. A diverse contingent workforce fosters fresh perspectives, encourages innovation, and strengthens a company’s competitive edge. With non-full-time (FTE) employees making up nearly 50% of the workforce, there’s an increased emphasis on achieving DEI goals within these programs. MSPs that prioritize DEI can help organizations build collaborative and inclusive workforces.
Mature MSP programs actively embed DEI principles into talent acquisition strategies. MSP partners are crucial in advancing DEI initiatives by establishing clear DEI goals, engaging diverse suppliers, and creating diverse talent pools. Additionally, these partners measure progress, ensure accountability, and continuously optimize DEI strategies to align with organizational objectives.
Next-Generation Analytics: Harnessing the Full Potential of Your Workforce Data
Talent intelligence is the lifeblood of any hiring, recruitment, or talent acquisition strategy and should serve as the foundation for a contingent workforce program. Many organizations without an MSP lack the tools, procedures, and expertise to extract valuable insights from their workforce data. An MSP manages the complete workforce and talent intelligence process, which includes data roles related to cost, planning, diversity, intelligence, and skills.
A next-generation MSP moves beyond historical reporting and into strategic workforce planning. By leveraging AI and predictive analytics, organizations can optimize talent decisions and plan for future workforce needs based on real-time insights.
An MSP is a valuable partner in the journey toward Total Talent Management, a unified approach to managing all worker categories. As organizations embrace this strategy, the ultimate goal is achieving Total Talent Intelligence – leveraging data from both traditional and external workforces to drive smarter, more informed decision-making. MSPs play a critical role in helping organizations achieve this level of workforce optimization.
Building Your MSP Playbook for 2025
As we progress into 2025, the workforce landscape is more dynamic than ever, requiring MSPs to adapt and innovate. The MSP 2025 Playbook outlines key trends shaping the future of the contingent workforce, focusing on optimizing talent strategies, leveraging technology, enhancing diversity, and utilizing data for more intelligent decision-making.
Organizations that stay ahead of trends, invest in technology, and embrace strategic workforce planning equip themselves to thrive in this environment. A successful MSP strategy requires adaptability, innovation, and a focus on contingent workforce management to maximize value and ensure success.
Ready to create your playbook? With 30 years of workforce management expertise, Atrium is here to help you navigate the future of work. Contact us today to discuss how we can support your workforce strategy in 2025 and beyond.
