Delivering on Data

Meeting Missions: Analysing Processes for Improved Results

A global software company – one grounded in an ethos of adaptability, unrelenting quality and speed to market – was quickly growing and expanding globally. Looking to partner with a managed service provider (MSP) to further support its workforce strategy, as well as address heightened concerns around compliance, governance and quality in the candidate and hiring manager experience, the company engaged Allegis Global Solutions (AGS) to design, build and deploy a new contingent workforce programme, as well as provide the white-glove service for which AGS is known.

The client selected AGS for its high level of domain expertise and technical savvy to provide visibility of its entire workforce, labour market data on demand and deep analysis to inform its workforce strategy. Aligning with the client’s nimble, flexible and adaptive culture, the new partnership aimed to accelerate time to fill and improve onboarding and offboarding to meet candidate and hiring manager expectations.

Taking Action: Building a Centralised Workforce Unit

AGS provided a global one-stop shoppe for the client’s contingent workforce, with full visibility into their entire global team – tracking information for more than 1,100 resources in 22 countries – and an MSP programme that would deliver an optimal user experience for hiring manager, suppliers and their candidates.

By streamlining these processes, AGS simplified the onboarding and offboarding experience, while tracking tenure and establishing a centralised point of contact for better communication and troubleshooting.

Leveraging the client’s vendor management system (VMS) and AGS’ Acumen^® Intelligent Workforce Platform, we empowered the client’s decision-makers with increased visibility and accurate data. We developed rate cards, competitive analyses, supplier scorecards, dashboards, reports and budget tracking to embed comprehensive visibility into the contingent workforce programme. We also provided extensive education, user guides and training videos to the hiring managers to support their adoption of the new MSP programme and processes.

Visibility into key metrics–cost, headcount, onboarding, offboarding and tenure–has been essential as transparency is core to the company’s culture. The information gathered is further shared with the executive stakeholders through a quarterly report on performance and opportunities for continued growth.

Delivering Impact: A Full-Stack Workforce Solution

In less than three years, AGS has helped advance our client’s contingent workforce programme, receiving a Best in Class rating in our annual Voice of the Supplier survey two years in a row, a rarity for a first-generation partnership. These scores are a direct result of the qualitative and quantitative impact we have made in time to fill, workforce visibility and overall user experience, as well as the PMO teams’ dedication to supplier partnerships.

The client’s fast-paced environment necessitated quicker access to talent. After streamlining processes and implementing a supplier optimisation plan to source workers with the right skills for increased productivity, managers report a greater ease in onboarding and offboarding as well as shorter time to fill.

For example, supplier optimisation efforts in India resulted in a 25% drop in rejection rates and a 5% increase in response rates. In addition, candidates shortlisted to the interview stage increased by 10%, which also contributed to a shorter time to fill. Moreover, as the programme reached the end of its first year in operation, AGS conducted a rate card analysis and rebuild for various markets around the globe, as well as a market analysis on pertinent roles in the Indian market. This included a thorough analysis of competitors, open roles, supplier sourcing locations and bill rates.

AGS is continuing to impact our client through data-driven information from providing market insights for the Australian and US markets to deploying a misclassification project with Brightfield TDX that found 70% of SOWs were misclassified, which will potentially lead to additional savings. We have further supported the client’s expanding business with direct sourcing support and a RPO Flex programme to source high-profile roles.

Beyond meeting the expanding and evolving needs for our client, we continue to deliver white-glove contingent workforce management to help our client maintain a distinct advantage in the highly competitive global software space.