Recruitment & management of your contingent workforce - MSP

Bring more agility to your business & your recruitment

When do you need an Managed service provider?

Existing contingent workforce or new need
External competence requirements
Urgent need or difficulty to recruit
Cost reduction​
Large number of partners and their performance​
Many various types of contracts​
Need to centralise & to structure data

The scope of an MSP

  • 1
    Identify the competences
  • 2
  • 3
    Manage the contracts​
  • 4
    Manage the agencies
  • 5
  • 6
    Follow up of the invoicing
  • 7
    Long term management of the consultant​
  • 8

How does it work ?

  • Set up of a human interface with a team of professional recruiters and on/offsite administrative support  
  • A unique partnership with 60+ talent suppliers all partnering with us and carefully selected by specialties and based on their track records  
  • Access to unique talents who are immediately available
  • Transparent and efficient management of all consultants that creates economies of scale
  • Centralised online platform adaptable to your needs and providing on going reports for high visibility  

What do you gain ?

  • Time saving
  • Cost optimisation
  • Access to more qualitative and highly specialized resources
  • Fast access
  • Digitalization of all your processes
  • Clearer visibility thanks to on-going reporting

Our added value

  • Only on-site consultants
  • Participating to all interviews helping in recruitment decision
  • Close relationship with talent suppliers
  • Intuitive and user friendly online tool
  • On-going KPI evaluation to ensure on-going improvement projects

What our clients say

Luuk Zonneveld
Chair of the Board of Directors - EDFI

Why do you like to work with us? I highly appreciate the personal commitment of the Profile Group (PG) expert, Hans, I worked with. He pro-actively contacted me regularly to ensure the efficient and successful recruitment procedure, he kept in contact with the long- and short-listed candidates and was helpful in discussing candidates’ suitability for the function in question. What were the recruitment challenges you, as head of the recruitment committee, had for the search for the new General Manager for EDFI? The job profile for the function was very specific, it was not like recruiting for a generalized function like teacher or bookkeeper, making it challenging to recruit and assess applicants. How has PROFILE GROUP answered these challenges? PG/Hans submitted a diverse initial long list to us. Because of our feedback PG/Hans gained better insight in the exact candidate profile we were looking for, which helped PG in its recruiting and initial assessment. What was it like to work with Hans in the search for the General Manager? Relaxed and informal in the best sense of these words. I could call him whenever I wanted, and he was almost always available. The informal character of the cooperation made it easy to quickly get to the point, talk frankly and progress well. What appeals to you in PROFILE GROUP’s service? It’s no-nonsense approach, efficiency, and quality. Why would you recommend Profile Group/Hans as Executive Search partner? Because such searches are always more complex in terms of profile sought and delicacy of process, and Hans is an excellent partner with the necessary capacity to listen to me as a client, patience, discretion, and tact.

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