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Workforce Managed Solutions – Frequently Asked Questions
If you are not familiar with how a workforce managed solution works it may seem initially daunting. This section is designed to cut through any jargon or confusion by answering some frequently asked questions in a straight-forward way.
If you have any further questions or would like an initial consultation call us on 01925 907008 or email firstname.lastname@example.org
Question 1: Is it true that a Managed Solution is overly complicated and lacks flexibility?
This only occurs when a provider and client design a service in that way, making the mistake of designing solutions that are too complicated for day to day use. The benefit of using Operam is that we always strive to deliver solutions that function smoothly, and are intuitively designed to operate in a logical, no fuss manner. We firstly make sure the technology fits the clients business, and secondly we will have someone on site with you to make sure the implementation and ongoing progress runs smoothly and is understood by everyone. Our method makes workforce management easier for the client.
Question 2: It seems that it’s all about technology and the ‘service’ becomes a black-hole with minimal human intervention, is this correct?
No. For us the VMS technology is used to enable the process, ensure compliance and aid the users of the service – it should never be used to replace the human element. Our team use advanced analysis to recommend the best solution, helping to choose, implement and use the technology properly. In addition, our onsite presence quickly solves any workforce issues, recommending improvements if your business changes or grows, for example.
Question 3: Is it correct that Managed Solutions Providers position themselves to stop recruiters talking to hiring managers?
No, however, sometimes it is appropriate to reduce the volume of activity for the hiring managers, but only when the dialogue does not add value. We design a service that ensures the free flow of conversations in a controlled and open way to speed up the recruitment process. Greater efficiency will ultimately save our clients time and money.
Question 4: Surely these kind of services do not work if the solutions provider does not understand our sector?
If a provider does not understand your sector, they may struggle to provide an effective solution. The benefit of using Operam as your solutions provider is that we only target the sectors that mirror our experiences. We understand your sector, the challenges you face, and look to design a solution that ensures the most efficient, aware and effective service, for the benefit of Client, Supplier and Contractor.
Question 5: It seems that the Managed Solutions Provider is focused on driving suppliers down to the lowest possible cost. Is this true?
A solutions provider is focused on reducing costs for the clients, but is not focused on squeezing suppliers needlessly. The benefits of using Operam is that we reduce costs by reducing inefficient processes sometimes caused by delays in payment and errors, or due to a general lack of data. We recommend that clients reward the best performing agencies with more business, and where applicable, give them exposure to all relevant vacancies. Yes, market driven rate rationalisation is inevitable but this is not a one way journey. The primary objective is to establish long-term mutually rewarding relationships at the optimum cost.
Question 6: Can you provide in-country expertise globally?
Yes. Every solution we provide is delivered locally in-country. They will also be designed to be compliant in terms of tax and labour laws. Support will be provided to the level required by the client, and this will vary from client to client and country to country. All key aspects are considered during the implementation phase and only committed to once all parties have signed offer the Service Configuration Document.
Question 7: Is there a size or complexity of organisation that a Managed Solution is best suited to?
Yes. There is a volume below which having a Managed Solution would make little to no sense in supporting. In the past we have seen client volumes decline, and both parties have agreed that the benefits no longer exist. We would suggest that a solution can be delivered for a client who has 75+ contractors. Below this threshold it becomes more about compliance, quality or service or a desire to out-source non-core functions, than it is about saving costs.
Question 8: I’ve heard many different descriptions and acronyms used for workforce Managed Solutions. Please can you help clarify?
We would agree, that over the last few decades this area of expertise has developed its own code. Below is a quick explanation of some of the most commonly used acronyms:
- ATS (Applicant Tracking System)
Permanent e-recruitment application that enables the electronic handling of recruitment needs. An ATS can be implemented or accessed online on an enterprise or small business level, depending on the needs of the client.
- KPI (Key Performance Indicators)
The agreed method of measuring service level agreement – it is effectively the quality and standards for the service.
- MSP (Managed Service Provider or provision)
This is the service provider. If you chose to use us, we will be your MSP.
- MV (Master Vendor)
This is a MSP (Managed Service Provider) who is providing the service where it always acts as the lead staffing supplier and the MSP.
- PSL (Preferred Supplier List)
This is the chosen/approved Recruitment or Staffing Supply chain of the client.
- RPO (Recruitment Process Outsourcing)
Permanent staffing managed service - is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.
- SLA (Service Level Agreement)
This is the minimum standard to which the service and the processes need to be performed to
- VMS (Vendor Management System)
Temporary/contractor e-recruitment technology that manages all non-employee labour and services procurement, providing true visibility into cost, compliance, risk, and efficiency
- VN/NV (Vendor Neutral)
This is a Managed Service Provider who does act as staffing supplier, and therefore, does not provide services in competition to the managed supply chain
Question 9: How can we find out if the Managed Solutions service could benefit us?
We offer a no-obligation to buy consultation service. Click here to find out more.
I have worked with Simon as a supplier for nearly 20 years. During this time, I have always found that the solutions are very effective for suppliers. He instils the right balance for both the client and supplier, where the services are fair, open and responsive. There is no doubt that the client and the supply relationships are their focus. These are services we are happy to support wherever we can.
MD Recruitment Company
I have worked with Simon Woodhouse for over 10 years and during this time I have received first class service as a recruiter. The flow of information has always kept us in touch with requirements.
The solution (both the technology & the team assembled) were intuitive and responsive to our needs. The job descriptions have been detailed and meaningful. It is apparent that Simon has an excellent knowledge of market trends and client/candidate expectations. So as a recruiter I have found that this information has been invaluable in sourcing the right people for the end client. It has been evident that Simon forms first class relationships with both the supplying recruitment agencies and the end client.
I would recommend Simon to any potential client or recruitment company.
When presented with a challenge to support our Permanent Recruitment challenge, Simon responded with a very cost effective, and comprehensive solution, that we relied heavily upon during a major restructuring exercise. So much so, that once the initial phase came to an end we retained the service. The support provided to the HR teams and the hiring managers was second to none, and it became an integral part of our operations.
We had an opportunity to restructure our approach in regards to how we utilised contract labour and recruitment. The burden to the company had become significant, and major change was required. The experience Simon bought to the Change Management project was a key component behind its success. The level of buy-in to the program from within our organisation, and down into the supply chain was a credit to Simon and his team.
I have known Simon for 20 years and in that time Simon has been my colleague, my manager and my mentor. Simon is a very kind and thoughtful person, but will ensure the job is done to the best of his and his team’s ability. His management style is one of a consultative approach and leadership, allowing the team to be part of the bigger picture and ownership of the project in hand, but being there for support and guidance when required. He has a very comprehensive understanding of Procurement and the Managed Service Process, which has allowed him to manage some very successful implementations and on-going business. A great asset to any organisation.
Managed Services – Operations & Project Manager