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Director EMEA Supplier Development
Thorsten takes care of our strategic supplier development in EMEA. He focuses on building strong relationships with our supplier community in order to serve as its voice within Kelly and drives respective innovation and constant improvement initiatives to ensure joint successes within our clients’ talent supply chains. Prior to his current role, he held different business development, marketing and practice lead roles since joining Kelly in 2007 and has 10+ years of experience in different management and consulting roles within the HR/Education segment.
While many talent management agencies still provide their services directly to clients, third-party programs are becoming more common in developed and rapidly emerging economies.
The ‘third-party’ model for managing talent falls into a number of different categories, and the experience of being a supplier within these models can be significantly different to sourcing and managing talent directly for the client/employer. Many suppliers have genuine concerns about operating through a third-party, and too few third-party management firms understand these concerns and how to proactively address them. To address this properly, we need to go back to basics and first understand why it is that clients outsource their talent management to third-party suppliers in the first place.
Organizations make the decision to implement third-party talent management solutions with the central aim of improving the quality and the efficiency of their business. Typically, a Program Office (under an MSP, MV, BPO or RPO agreement) will be tasked with:
However, the real value of a program office is to improve the efficiency as well as the quality of the 'talent supply chain'. Even today, very few leaders feel they have access to the right talent at the right time.
The need to compete in a global marketplace—where access to the right skills at the right price is now a critical capability—means more organizations are seeking innovation in the way they recruit and manage talent. The creation of third-party Program Offices to manage talent supply is a growing trend in most developed (and rapidly emerging) markets around the world. This is largely because:
The access to, and quality of, talent is now a core competitive issue.
If we know that the purchase of Business Process Outsourcing and Recruitment Process Outsourcing services is increasing, and we understand why this is the case, regardless of which side of the supply chain we sit, we must carefully consider how we add value to the model. There are real benefits that talent sourcing and management suppliers can access when working as part of a third-party Program Office—but only if it's a two-way street.
To find out how the supplier-Program Office relationship can evolve to help clients achieve the talent management outcomes they are seeking, download the complete ebook here: 5 Myths of supplying talent through a third-party provider model