Core Competencies

There’s a new paradigm for smaller organizations with multiple locations and more than one staffing provider: Managing your talent acquisition strategy doesn’t have to be manual or lack operational visibility. This is true even those companies that need skills in high-volume, highly transactional “blue/pink collar” staffing models. These businesses, too, can have the tools and processes needed to create efficiencies, control costs, reduce risk, generate actionable data, and ultimately, position themselves to be more competitive businesses and employers.

As a part of The Ōnin Group, one of the largest suppliers of light industrial (LI) staffing in the U.S., Excelsior MS3P knows light industrial staffing. Our keen understanding of this vertical gives us distinctive insight into the way these programs need to be crafted and managed. And they do need unique, not boilerplate, solutions.

It’s difficult to fully understand and create architecture for effective solutions when avoiding or just tolerating light industrial staffing. Preferring “cleaner,” higher-margin business, many larger MSPs take on LI spend only because it’s a necessary evil that allows them to capture other business. If an MSP has never got its hands dirty being an LI staffing provider or embracing that sector as a core competency, it will often struggle to build sustainable models. When it comes to constructing high-volume, highly transactional LI models with truly engaged suppliers, it usually “takes one to know one.”


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