At a time of high resourcing demand where key workers need to be placed as quickly and as safely as possible to support vulnerable people, utilising an MSP can bridge the gap between hiring demand and talent supply. Ensuring current and future talent supply, it is one of the most effective, cost-efficient ways for local authorities to manage their contingent workforce.
How MSPs address the current shortage of essential workers in the public sector
Effective recruitment supply chain
MSPs work with a huge number of specialist recruitment suppliers, enabling public sector organisations to fill vacancies as and when they need to. With access to real-time market insight, they are also able to adapt quickly to changing requirements.
By having an engaged recruitment supply chain, MSPs fill roles with high-quality candidates — reducing an organisation’s time to hire and recruitment costs, while supporting local authorities in making the best recruitment route to market decision and providing jobs for local people.
Innovative recruitment practices
MSPs identify talent gaps and build robust workforces through talent pooling — exploring different ways to find talent by tapping into new areas and challenging traditional recruitment practices.
UK unemployment increased to 5.2% in April – up from 3.9% before the COVID-19 outbreak. This is expected to continue rising during lockdown.
With the vast majority of those who have lost their jobs since the pandemic coming from the private sector, many will have transferrable skills which can be utilised within the public sector. Those who worked in office-based roles could provide back-office support for local authorities, for example.
MSPs not only help local authorities identify roles that need to be filled now, but also predict when workers will be needed for the future. How? Workforce planning.
Working with an MSP to assess the Total Pay Bill and strategically plan the ratio of services between permanent and temporary workers will form a big part in this. While it’s easy to use contingent labour as a short-term sticking plaster, implementing an effective workforce plan will help organisations can access the right talent earlier and generate a meaningful competitive advantage.
This will be especially important when lockdowns end and more organisations across the public and private sectors begin to recover.
The benefits of working with an MSP
HR has always played a crucial role in ensuring organisations operate effectively. But since the pandemic, HR’s role has become increasingly vital.
Today, HR teams face more pressure than ever with demand growing across multiple areas. Not only do HR have to spend time supporting and caring for existing employees, but they also need to hire and onboard new teams heavily impacted by coronavirus — notably: housing, homelessness, revenues & benefits, mental health and social care.
How Guidant Global helped Bedford Borough Council recruit a new team of high-quality social workers to ensure that the children in the Borough's care received consistent, high-quality support when they need it the most.
With the right working relationship, an MSP relieves an organisation’s HR functions from the complex task of managing a contingent workforce.
Easing the pressure by utilising an MSP enables HR teams to prioritise their people — safeguarding essential workers, supporting the physical and mental wellbeing of staff and ensuring clear communications.
By taking the pressure off contingent workforce management, HR are better equipped to lead people through the pandemic and ensure optimum levels of employee performance while minimising business disruption.
Through a strategic and trusted partnership — where the MSP acts as an extension of an organisation’s HR team — MSPs offer fresh thinking so that public sector organisations can better respond and adapt to the coronavirus pandemic.