Evolving workforce strategy: Why it’s time to switch to an MSP

“Transformation” is an accepted element of the modern business world. Evolving economic conditions, external market pressures, and an internal drive to push revenue and speed innovation all force everyday business leaders to rethink, reimagine, and rescope core enterprise operations.

In addition, “talent” is what drives the average organisation to achieve these lofty goals. Talent, as it is known, is one enterprise’s pure competitive differentiator within an increasingly globalised business world.

With the extended workforce comprising 49.7% of the average company’s total talent (according to Ardent Partners research), the very realm of “contingent workforce programs” today are relative gamechangers. Efficiency, effectiveness, and talent access all help the greater organisation thrive, and, the extended workforce provides access to powerful skillsets that define modern progression.

Unlocking strategic value with MSP-driven workforce solutions

Today’s contingent workforce programs are sometimes considered beacons of skills and expertise; when well-oiled and efficient, they provide omni-channel portals to new and developing talent, as well as ongoing augmentation of staffing support across the greater business. Many organisations leverage homegrown, internally-led CW programs that employ a mixture of proprietary technology, external automation, and cross-functional collaboration. Many successful programs are internally-led and have been for years. However, with the typical constraints of a modern-day enterprise pulling executives and stakeholders in different directions, these in-house programs may be missing out on value by not utilising external solutions.

With the power of the talent technology solutions ecosystem, particularly Managed Service Providers (MSP), companies have the ability to drive both tactical and strategic value from their extended workforce initiatives.

MSPs are considered a “Best-in-Class” model for CW programs, and rightfully so: they drive cost savings, improve talent quality, and enhance visibility. According to Ardent Partners’ 2024 MSP Solution Advisor, MSPs that integrate direct sourcing, AI, and diversity initiatives outperform traditional models by up to 30% in cost efficiency and 25% in time-to-fill improvements.

However, how do organisations make the leap to such a model when they’ve been leveraging an in-house program for so long? Building a business case is front and foremost, sure, but what other attributes compose such a strategy?

The business case is front-and-center

A strategic plan must articulate not just cost savings, but the broader value of scalability, compliance assurance, and access to higher-quality candidates. Moving to an MSP is not “replacing” an in-house program; it’s evolving it to be more streamlined, frictionless, and efficient. The business case must reflect the MSP’s ability to elevate the program, optimise processes in a strategic manner, and align workforce outcomes with core enterprise goals and objectives.

For example, Airswift Resourcing’s MSP model blends recruitment, supplier management, Employer of Record (EOR), and mobility services into a seamless one-stop solution. Their clients report 15–20% cost savings through optimised rate cards, tenure discounts, and supplier volume rebates.

“Change management” is just a frame of mind

Build a framework for how things will be different when an MSP is leading the charge. New workflows, new governance models, and new stakeholder roles are all part of the new program. Supporting leaders must visualise how decision-making, talent acquisition (and talent management), and overall program oversight will shift.

This is so much more than “change management” and entails a framework that outlines communication plans, new and updated performance metrics, and cultural alignment strategies that will spark adoption and ensure momentum. Airswift Resourcing’s implementation approach includes collaborative workshops, stakeholder mapping, and phased rollouts to minimise disruption and maximise buy-in.

Talent technology stack integration is non-negotiable

An MSP-led program must be a seamless nexus within the organisation’s existing hiring, HR, and talent systems, like VMS, HRIS and HCM, ATS, payrolling, etc. Data fluidity, operational cohesion, and hiring consistency are all crucial elements of how a talent tech stack should operate within a new program.

And, of course, the modern-day MSP model is also incredibly effective at catalysing AI adoption and integration. According to the SIA AI in Staffing report, 81% of CW programs are not yet using AI, but those that do see significant gains in candidate matching, compliance automation, and predictive analytics.

Airswift Resourcing’s MSP offering is supported by a bespoke tech stack that automates routine tasks, reduces cycle times, and enhances user experience. Their partnerships with VMS providers and in-house innovation teams ensure seamless integration and future-proof scalability.

Reimagining contingent workforce strategy

Bringing an MSP to the table isn’t just an exercise in outsourcing or cost improvement; it’s an opportunity to “reimagine” how contingent labour is engaged, sourced, and managed, and, more importantly, it’s a chance to leverage high-impact, high-stakes, and hyper-innovative new strategies like skills-based hiring and direct sourcing.

Skills-based hiring, for instance, is gaining traction as organisations shift from credential-based recruitment to capability-driven models. Platforms like Opptly and Lifted are pioneering this shift, using AI to map skills and align talent with business needs.

Direct sourcing, when embedded within an MSP framework, can reduce supplier costs by up to 20%, improve candidate quality, and build long-term talent communities. Airswift Resourcing’s approach to direct sourcing includes branded talent pools, AI-powered matching, and strategic marketing support.

Partnering for progress

Making the move to an MSP is not just a tactical shift; it’s a strategic evolution. It’s about unlocking the full potential of your extended workforce, aligning talent with business goals, and future-proofing your operations through technology and innovation.

If your organisation is ready to scale, streamline, and succeed, it’s time to explore what a true MSP partnership can deliver. Airswift Resourcing offers a proven, human-centric, and tech-enabled MSP model that’s trusted by global leaders in energy, infrastructure, and beyond. Connect with Airswift Resourcing today to learn how their MSP solutions can transform your contingent workforce strategy.