Recruitment is the common process done in every other company. It is nothing but hiring the best-suited candidate based on the specific needs of your business. MSP recruiting requires a proper procedure to follow. Companies hire an MSP who is supposed to hire qualified professionals who can help them earn profit.
There are certain strategies one can follow in MSP recruitment to emanate the best employees among numerous candidates. Let’s learn more about these strategies to recruit MSP talent.
Best MSP Recruiting Strategies
1. Use Referrals From Your Network
Referrals are considered in the hiring process. The company’s HR knows the importance of referrals that one gives to a potential employee in the network. Referrals are always given priority in recruiting an MSP talent because of certain points such as commitment, time-saving, and loyalty.
You can use referrals from your network in order to save time, effort, and resources in recruiting. Referrals are often considered trustworthy as professionals get recommended by their existing employees from their personal or professional network.
2. Re-interview Past Candidates
Past candidates can be considered while recruiting. The applicants who gave an interview for the same role before, but couldn’t make it for some reason can be re-interviewed to get clarification. As you have already interviewed them, you just have to look for improvements compared to the earlier one.
This will save the time and effort of going into the three or four rounds again. Re-interviewing past candidates can get you the professional you’re looking for.
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3. Define What’s An Ideal Candidate
Every business sets up its needs and requirements. MSPs need to identify these requirements and choose the ideal candidate for the company. Defining an ideal candidate is the first step in the recruiting procedure as it is crucial to know for which position our company wants us to hire.
List down the company’s requirements and paste them as the characteristics you’re looking for in a candidate. If an applicant ticks all these requirements boxes, then he can become an ideal candidate.
Further Read More: https://verticaltalentsolutions.com/msp-recruitment-vs-rpo/
4. Know When To Follow Up
It is important to know when to follow up during a hiring process in MSP recruiting. There are specific times when the follow-ups should go to the candidates. You should not be too assertive with the candidates as this can lead to disinterest.
Following up throughout the hiring process is common but one should do it politely and engagingly. Follow-up days after interviews can be done to know the updates. Also, follow-ups can come between the interview rounds to keep the candidates engaged and interested.
5. Use Clear And Personalised Emails
Emails are an effective form of communication, especially in the MSPs recruitment process. Emails must be clear and precise. It should simplify things for the candidates to eradicate further confusion. Emails are for building connections, generating interest, and boosting engagement.
Emails are an important medium used to communicate with candidates throughout the hiring process. Personalized and clear emails are the source of building trust and showcasing your willingness to consider the candidate for the particular job opportunity.
6. Multi-Channel Talent Search
MSP recruiting should not be restricted to one channel. To select the right and ideal candidate for the given position, you must consider a multi-channel talent search. This must be opted as you never know from which soil the gold can emerge.
Expanded search parameters will help you to get the competition of candidates for the particular position. Searching in multiple channels such as LinkedIn, Monster, and Indeed will assist you in finding the top candidate.
7. Avoid Over-relying On Filtering Resume Keywords
Keyword search is an easy process to hire for the related post. However, it is not ideal, as the candidates who have paid for resume writing services rank higher on the Applicant Tracking System (ATS) and are recruited.
On the contrary, candidates who have the required qualifications but aren’t ranked by the ATS, will not be shortlisted. So, you should focus on defining the ideal candidate through a resume and other portal profiles rather than relying solely on resume keywords.
8. Provide Upward Mobility To Current Candidates
Internal hiring can save a lot of time and effort. Instead of going through a thorough procedure of searching, interviewing, and deciding on candidates, it is easy to upskill existing employees. The existing staff can be given upward mobility by looking at their skill set.
Managed Service Providers (MSP) need to look out for employees who are somewhat in the same role as the requirement. Providing upward mobility to current candidates also helps them gain knowledge of different sectors.
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Conclusion
The MSP recruitment process is to be followed with care as a company cannot afford to have the wrong person at work, ultimately leading them to losses. These above-mentioned strategies are key to recruit MSP talent and can be archived to complete this process with ease. The most important thing to remember in this hiring process for an MSP is that it should cater to the needs of the business.
At Vertical Talent Solutions, we, the MSP-focused IT recruitment agency provide our clients with the fulfillment of all their recruitment needs. If you’re looking for any related service, don’t hesitate to contact us.
FAQs
Q) What is MSP in the recruitment process?
Ans: MSP in the recruitment process plays an important role by saving the cost, time, and efforts of their clients by providing them with the best employees. MSP recruiting is a process a company can incorporate to fulfill its recruitment needs. MSP understands the complete dynamics of a business to hire top talent.
Q) What is the difference between MSP and RPO recruiting?
Ans: These two approaches to workforce management i.e. Managed Service Provider (MSP) and Recruitment Process Outsourcing (RPO) come with a dedicated recruitment team but with different pricing, technologies, quality of hiring, and flexibility. RPO could be used to hire full-time employees, whereas, MSP could be used to hire for permanent positions, interns or temporary employees with the required skills.
Ted White is the President & CEO of Vertical Talent Solutions and has over two decades of IT recruiting experience. Specializing in assisting Managed Service Providers in securing their ideal roles, his expertise navigates career paths precisely. Connect with Ted White for tailored recruitment solutions today.