ProLegion’s Post

Vendor Management Systems (VMS) have seen varied satisfaction levels over the years. Here are some key stats and trends: - Barriers to Success: The top barrier to VMS success is the lack of contact with hiring managers, cited by 67% of enterprise recruiting leaders. Automation Benefits: 58% of staffing firms report that automation has resulted in a higher fill rate for VMS jobs. - Declining Satisfaction: Over the past decade, there has been a noticeable decline in satisfaction with VMS, attributed to factors like lack of innovation and strategic implementation challenges. Adjuvo addresses the #1 Barrier to success - contact with hiring managers and ease of use through the unique native mobile VMS experience. Create a job, submit a candidate, set up an interview, communicate directly with the vendor and make an offer all from the palm of your hand! Adjuvo Platform #Hiring #VMS #Mobile

Top 10 Ways to Build Solid Vendor Connections for Your Staffing Firm 🤝 In the staffing industry, great vendor relationships can make all the difference. Whether you’re sourcing talent or streamlining your operations, having a reliable network of vendors is key. Here are my top 10 methods to cultivate strong, lasting connections with vendors: 1. Clear Communication 🗣️ – Transparency from the start. Set expectations and be upfront about your needs and challenges. 2. Regular Check-ins 📞 – Don’t just reach out when there’s an issue. Keep the conversation going to strengthen relationships. 3 .Mutual Respect ✋ – Treat your vendors like partners, not just service providers. A little respect goes a long way. 4. Value Their Expertise 📚 – Vendors know their niche. Listen to their advice and recommendations – they might save you time and money. 5. Offer Feedback 📝 – Honest feedback helps both sides improve and fine-tune the collaboration process. 6. Build Trust Over Time ⏳ – Start small, then scale. A steady track record of trustworthiness creates long-term relationships. 7. Be Flexible and Fair ⚖️ – Work through challenges together, and be open to reasonable negotiations. 8. Attend Industry Events Together 🎟️ – Whether it's webinars or conferences, shared learning experiences create stronger bonds. 9. Leverage Technology 📲 – Use vendor management systems (VMS) to track, monitor, and streamline your interactions efficiently. 10. Celebrate Wins Together 🏆 – Acknowledge successful projects and milestones. Appreciation builds loyalty. Building a strong vendor network is crucial for any staffing firm looking to deliver quality services and stay competitive. What’s your go-to strategy for vendor relationships? Techhive #StaffingIndustry #VendorManagement #Networking #BusinessRelationships #techhive #GrowthStrategies #c2c #w2 #opportunities #vendor #primevendor #relationships

🚀 Unlock the Power of Vendor Partnerships in Talent Acquisition! 🚀 In the ever-evolving world of talent acquisition, having strong vendor partnerships can be a game-changer! Here’s how to leverage these relationships to supercharge your hiring process. 🌟 🔍 1. Choose Wisely: Select vendors who understand your industry and needs. Look for those with a proven track record in your niche. A perfect match can save you time and resources. 🎯 🤝 2. Build Strong Relationships: Treat your vendors as partners, not just suppliers. Regular communication, transparency, and mutual respect go a long way. Host quarterly reviews and brainstorming sessions to keep the relationship dynamic and productive. 🗣️ 📈 3. Share Your Vision: Vendors should be aligned with your company's goals and culture. Share your vision and values to ensure they bring candidates who are a great cultural fit. This alignment boosts retention rates and job satisfaction! 💼 🔄 4. Streamline Processes: Use technology to integrate vendor management into your talent acquisition system. Tools like Vendor Management Systems (VMS) can automate workflows, track performance, and ensure compliance. Efficiency is key! 💻 📊 5. Measure and Optimize: Regularly evaluate vendor performance using metrics like time-to-hire, quality of hire, and candidate satisfaction. Share feedback and work together to optimize results. Continuous improvement is the name of the game! 📈 Success Story: 🌟 We recently partnered with a vendor who truly understood our need for niche IT talent. By aligning our visions and maintaining open communication, we reduced our time-to-hire by 30%! This collaboration not only filled roles faster but also brought in candidates who thrived in our company culture. 🤩 Plan of Action: 📝 Identify potential vendors with expertise in your area. Engage in open dialogues to understand their capabilities. Align their approach with your company’s vision. Integrate technology to streamline the process. Evaluate and provide feedback regularly. Tips and Tricks: 🧩 Be Transparent: Share your hiring challenges and be open to suggestions. Foster Relationships: A little appreciation goes a long way! Recognize your vendors' efforts. Stay Agile: Be ready to adapt your strategies based on vendor feedback and market changes. Let's turn vendor partnerships into our secret weapon in talent acquisition! 💥 How do you leverage your vendor relationships? Share your stories and tips in the comments! ⬇️ #TalentAcquisition #VendorManagement #HiringStrategies #HR #Recruitment #TalentManagement #SuccessStories #Career #HRTips

As per SIA's 2023 buyer survey, 79% of large corporations either have a direct sourcing program that exists today or expect to explore that program within the next two years. But let's explore what a direct sourcing program is. Direct sourcing occurs when a company fills open positions by finding and attracting candidates themselves rather than relying on staffing agencies or recruiters. This can involve building its own talent pool, using its professional network, or advertising jobs directly. This is further enhanced by utilizing direct sourcing platforms, which can provide total talent visibility. These platforms enable the organization to house all talent—from full-time employees to contingent staff—in one place, per the SIA article. I am excited to hear a fireside chat with Eric Osterhout, CCWP, SOW Expert, moderated by Anu Rao at Indotronix Avani Group, to learn more about the direct sourcing program, its benefits, and other interesting points. Also, explore how Ceipal VMS transforms its buyer customers into pouring their sourcing engine with direct sourcing. Explore --> https://lnkd.in/eUvAh_KT #directsource #directsourcing #sourcetalent #talentacquisition #recruiting #hiring #procurement #supplychain Ceipal

🚀 DIRECT SOURCING IS NOT ROCKET SCIENCE! 🚀 ✅ We’ve overcomplicated it. ✅ We’ve overexplained it. ✅ We’ve over-messaged it. ✅ We’ve over-processed it. And somehow, companies have launched solutions labeled as "Direct Sourcing" that really aren’t! So, what are we missing? Direct Sourcing should be simple yet transformative. It’s not about adding layers of unnecessary complexity, but rather about aligning the right talent with the right opportunity in a streamlined, human-centered way. What if we took a step back to focus on the basics? ✔️ A talent pool that’s genuinely engaged and ready. ✔️ Technology that enhances—not complicates—the process. ✔️ A clear strategy that prioritizes relationships over transactions. Direct Sourcing isn’t just a buzzword or a checkbox. It’s a dynamic model that, when executed authentically, can redefine how we approach contingent talent. It's about a great AgileOne Sourcing team picking up the phone and connecting your brand with talent. What’s your take? What are the essential elements we need to get right for Direct Sourcing to succeed? Let’s start a conversation. AgileOne #DirectSourcing #TalentAcquisition #WorkforceInnovation #SourcingSimplified #RecruitmentStrategies #HiringSolutions #FutureOfWork #RecruitmentInnovation #TalentManagement #ContingentWorkforce #HRTechnology #SimplifiedSourcing #RecruitmentExcellence #EfficientHiring #SourcingDoneRight

We at C Squared Workforce Solutions are actively helping clients to source, implement and realize value of Direct Sourcing programs all day, and frankly the confusion we hear rarely matches the reality at the client level. So we want to learn, what is the biggest challenge in getting DS integrated and off the ground in your view? #directsourcing (please remember Cara is dyslexic, so expect big ideas and small typos)

I find the direct sourcing discussion strange, and here's why: In my first MSP role, I was onsite at a large defense client in 2001, just after 9/11. The client had a new project, with scope that didn't exist pre-9/11, and recruitment was tough & expensive. Procurement, TA, and MSP partnered to solve it (shared governance). We discovered that engineers from the automotive sector & an in-house team had transferable skills (internal mobility + manual skill matching). At the same time, the client was reorganizing and linking cost savings to real estate (location strategy v1.0), with an OKR of maintaining 60% FTE (workforce composition planning v1.0). They needed people fast in new locations, without hefty fees. To solve this, we posted contingent jobs to funnel to FTEs (good ole' temp-to-perm) leveraging the client’s brand. TA asked if they could send FTE candidates to us at the MSP first due to our faster onboarding (integrated onboarding and provisioning), and IT added a link on FTE applications for those interested in contract work. VMS set up a vendor ID so the client could act as their own supplier, and MSP curated talent (direct sourcing). Since my MSP was owned by a VMS, we had influence and a united customer-first focus. (another post) Somewhere in here we also realized staffing suppliers could create a talent bench for certain roles (talent marketplace v1.0). It was manual and scrappy, but it worked—we got the right people fast and achieved location & cost management goals. Around 2010, tech arrived to automate direct sourcing, and I thought it was a great evolution. No brainer - why wouldn't every program?! And here I am in 2024 reading over and over again: "is direct sourcing is a fad?" It's not—it's proven and well-established. Here’s my current take: a lot of the issue is poor go-to-market strategies. Tech companies tend to present their solutions as though everything before them was outdated or irrelevant, which isn’t true. They often overlook the complexities of hiring and overstate cost savings. I see this play out on LinkedIn all the time. Instead of saying no one needs an MSP/VMS anymore or claiming automatic cost savings (which is repeatedly proven false - the client or MSP still has to do things to get the savings), focus on how tech integrates into the existing ecosystem—and be detailed. I’m out of characters, so this is part 1. I'd love to hear your thoughts and questions for part 2. Direct sourcing is crucial, but it's nothing new. How can we get the show on the road and help clients realize value? I'd love to hear buyer's perspectives as well.

Vendor Selection: Still at a Reduced Rate! Missed our last post last week? No worries, our Vendor Selection service is still available at a significantly reduced rate! Choosing the right vendor is one of the most important steps in your HRIT journey. With our expertise, you’ll make informed decisions that align with your strategy and goals, all while keeping the process efficient and straightforward. Curious how we can help your organization select the perfect vendor? Contact us to learn more! ☎️ #VendorSelection #HRIT #HCM #HRITTransformation

Discover how our Master Vendor Program (MVP) simplifies hiring by streamlining your supplier list and connecting you with top talent. Read how we transformed the system for an overwhelmed client: https://lnkd.in/d_6BJ5HR #Adecco #CaseStudy

At Retinue, we are often working with clients that have never partnered with a company like ours for the management of temporary resourcing. This allows us to shape their solution by really delving into the challenges they face around Compliance, Control, Supply and Cost. This is often referred to as a first generation MSP or "gen 1 MSP". Take a look at our latest blog that includes top tips for maximising a first generation, neutral vendor MSP for temporary staffing.