You can have the best process on paper and still miss out on top contractors if suppliers find you slow, confusing, or inconsistent. In contingent labour, the best candidates move first, and they go where the path to placement is clear.

As Cameron Robinson, Head of Enterprise Solutions, puts it:

“If your current contingent workforce management approach is less ‘managed’ and more ‘manager free-for-all’, a hidden impact is hurting you… Supplier experience has the capacity to be make-or-break in the competitive and time-sensitive world of contingent labour. It can be the difference between having the chance to hire great contractors every time or not at all.”

So, ask yourself: “Am I easy to do business with? Am I convenient to do business with? And, ultimately, am I worth doing business with?”

What great supplier experience looks like

This is where a well-run MSP program changes the game. Cameron highlights the benefits of working with Solve:

• Thorough briefings that set suppliers up for success

• Responsiveness and agreed comms timelines they can rely on

• Regular, useful feedback on submitted candidates

• Process consistency and predictability across hiring managers

• A real feedback loop where supplier insights are heard and acted on

And the outcomes?

• Better candidates – suppliers prioritise your requests

• Quicker turnaround times – less clarification, fewer reworks

• Better commercials – preferred partner behaviour emerges when relationships are strong

• Going the extra mile – when you need niche talent fast, good suppliers lean in

Contingent workforce health and risk checklist

To evaluate the strength of your contingent workforce management, the following checklist can determine supplier management maturity; highlighting any gaps, guide process improvements, and ensure both compliance and value are maximised:

• Do you have central visibility of every contingent worker and where they came from?

• Do you have contractual consistency across each supplier type?

• Can you see every contract with every supplier?

• Do you know why and when to use each sourcing channel?

• Have you established business rules to guide manager decision making upfront?

• Can you measure compliance against these business rules?

• Do you routinely measure and take action on supplier performance?

• Do you have a plan to improve the way you utilise each sourcing channel?

• Do you have a defined process to fill any gaps in supply?

• Is it clear to all involved which individual in your business is ultimately accountable for each of the respective items above?

From chaos to consistency

Step 1: Understand your current state

Start by identifying your top suppliers by both volume and spend. Look for bottlenecks where hiring processes slow down or where managers are bypassing agreed steps. This will reveal gaps and inefficiencies.

Step 2: Standardise how requests come in

Create a single, easy-to-use request form and consistent data collection process that every manager and business unit must use. This prevents ad‑hoc requests and ensures all key details are captured upfront.

Step 3: Set clear service expectations

Publish straightforward standards for response times, shortlisting candidates, scheduling interviews, and providing feedback. This transparency helps both internal teams and suppliers work to the same goals.

Step 4: Review supplier performance quarterly

Use a quarterly scorecard to measure speed, quality of candidates, compliance with process, cost alignment, and candidate experience. These reviews help drive continuous improvement.

Step 5: Close the feedback loop

Share performance results with suppliers and internal stakeholders. Celebrate and reward top performers, and provide coaching or consider alternative partners for those who are not meeting expectations.

Linking supplier performance to talent outcomes

When suppliers have confidence in your process, they are more likely to prioritise your roles and present stronger candidates quickly. Without that trust, you may find yourself with second-choice talent or slower response times. In highly competitive skill areas like cyber, data, AI and engineering, even a small delay or mismatch in quality can snowball into missed project deadlines, increased costs and compromised outcomes.

Want to be the client suppliers prioritise? Let’s elevate your contingent workforce program. Contact us today.

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