Brian Delle Donne, Talent Tech Labs Co-Founder, and President was a guest panelist at the Staffing Industry Analysts’ CWS Summit session “Demystifying Technology Stacks for MSP.” Ed Pederson, Vice President of Product Development, at Kelly moderated this panel made up of Procurement and Talent Acquisition practitioners and Talent Tech Labs. Pederson and the panelists discussed some of the myths around MSP technology in light of the ever-expanding technology landscape.
The session revealed several considerations organizations must make when weighing which tech stack will fit best with their contingent program’s unique business needs. The panelists further elucidated upon how technology can transform the MSP experience and important trade-offs companies must make on the journey to an optimized tech stack for the most efficient management of its staffing programs.Uncover everything you need to know about the current state of #MSPtechnology in TA from successful #talentacquisition practitioners in this @SIAnalysts CWS Summit recap: Click To Tweet
The panel began with a background on the past and current state of MSP programs with Ed Pederson sharing that there is a plateau in new client VMS adoptions. Instead, organizations are demanding new value from their current MSP program partners. This trend has opened the door to many niche technology disruptors. With many technology providers, competition can be robust. The decision of which technologies clients should expect from a leading MSP partner causes further complexity. Moreover, there are always compromises to be made when choosing a particular path for your tech stack.
During the session, Ed posed the following question to Brian, “From a market perspective what do you see organizations having to choose between and what are some of the difficult tradeoffs you are seeing that really help a customer either optimize or not optimize their technology stack?”
Brian responded, “At the large enterprise level, the issue is the technology they have already invested in, in other words, their legacy systems. For the most part, firms — especially large firms — have maintained systems that really do not have the most modern features and functionalities that are essential to take resourcing and staffing to the next level. As a result, there is now a hunt for the best in breed solutions that do things better than your legacy systems. The battles crystalize when the point solution is necessary immediately. Such solutions, by nature, won’t necessarily be easily integrated into legacy systems. So the main challenge right now is when is the pain big enough to demand a point solution that companies will go out on a limb to solve the pain quickly and forgo the worry about the cost and complexity of integrating it.
Brian further sheds light on the current trends of integration and notes, “we are just getting past the proprietary systems that are totally closed, and so the workaround with them has just been the cost of bolting on additional features. But I think we are fast approaching a place where current developers are all building open architectures, where data can be moved between the systems, making it much easier to have that integration made easy. As long as the data flows in a way that allows you to get use out of the pieces of the various platforms, you are able to achieve a cost-effective resolution and have a reasonable cost of ownership. We are past people wanting to buy strictly proprietary systems, and solutions built with an open architecture today is the only way to go.”
There are thousands of technology providers in the talent acquisition ecosystem and attempting to navigate your way across all of these solutions is incredibly daunting. TTL has built deep expertise in emerging talent acquisition technologies and tracks trends within the space. Our leading research and advisory services uncovers what is working and not working in the talent acquisition tech landscape. TTL demystifies this complex and rapidly changing landscape and presents decision-makers with actionable insights to make the most informed choices in how to apply new technologies. Our goal is to equip the technology buyer with the knowledge and transparency they need to transverse the technology landscape, make sound buying decisions. and successfully arrive at a greatly improved recruiting function in the end.
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