According to Staffing Industry Analysts, approximately 83% of hospitals have contingent labor programs. Yet, many of these programs are not operating at peak efficiency. Engagement of qualified contingent workers, compliance, and efficiency remain challenges when hiring managers manage contingent workforce management. Often, these challenges are the impetus for deciding to outsource this vital function. Yet, when a health system identifies the need to outsource its contingent workforce management, it can be difficult to determine which model is best. Do you go with a primary MSP or partner with a vendor neutral MSP?
4 Ways a Vendor Neutral MSP Offers Superior Contingent Workforce Management
Outsourcing a health system’s contingent workforce management can feel like a daunting task. There are various models from which to choose such as an primary MSP solution or a vendor neutral MSP. Consider how partnership with a vendor neutral MSP can offer superior contingent workforce management over a primary MSP solution:
- Improved access to qualified candidates. Health systems currently face great concern accessing qualified candidates during a lingering skills gap. To obtain qualified candidates, many have partnered with a handful of suppliers. Yet this is often not enough. A primary MSP can reduce access to candidates, sourcing as much as 80% themselves. But that doesn’t increase the talent pool or quality. Instead, it makes a health system reliant upon one supplier for the majority of their candidates. In contrast, a vendor neutral MSP is able to work with a variety of suppliers regardless of affiliation. This is because they maintain no financial relationship with a staffing firm. A vendor neutral MSP is able to offer increased access to qualified candidates that a primary MSP cannot match.
- Meet diversity goals. When diversity is a health system goal, a vendor neutral MSP is able to identify key diversity suppliers to provide qualified candidates. A primary MSP, in contrast, is unable to work with these suppliers and support this important health system goal. They are often too large to meet these requirements themselves, leaving health systems without an ability to meet this important goal.
- Reduced costs. When a vendor neutral MSP manages the engagement of candidates, requisitions get submitted to a variety of suppliers. This ensures a fair and competitive market place for talent. To place candidates, suppliers need to submit at competitive prices. This can significantly contribute to cost savings. In contrast, a primary MSP cannot guarantee such a fair and competitive market for candidates. They are primarily vested in placing candidates themselves, which means they have a vested financial interest against reducing health systems’ costs for engagement of qualified candidates.
- Improved compliance. Often, it takes an outside perspective to truly identify deficiencies in healthcare compliance. When a primary MSP manages its own team’s compliance, they can miss items that pose significant risk to a health system. A vendor neutral MSP offers the outside perspective necessary to ensure suppliers provide the necessary compliance documentation that reduces risk for a health system.
When health systems outsource their contingent workforce management to a vendor neutral MSP, they gain results that far exceed what a primary MSP can provide. Find out what benefits your health system can gain and take RightSourcing’s free workforce analysis today.
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