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No contact with hiring managers? No problem?

February 13 2013

Why can MSP rules prohibiting direct contact with hiring managers actually be beneficial for staffing firms? Daniel Khublall, contingent worker program manager for TIAA-CREF, discusses why in the Straight Talk From the Customer column in the January/February issue of Staffing Industry Review.

To read the article, for free, click here.

To go to the full issue, click here


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ATR International

Jerry Brenholz02/15/2013 12:14 pm

I wholeheartedly agree with the points that Brian makes about the “Ifs” that are needed with a “no touch” policy. Far too often though, this isn’t the case. Generally, no contact policies create inefficiency and wasted time for both the vendor and client. A mediated relationship, where the MSP acts as a middleman, is not a successful relationship and getting feedback through an intermediary is like playing the game of telephone; something is always lost or misstated.
I can certainly appreciate the challenges involved in launching a program, enforcing compliance and getting all hiring managers on board. It seems to me though that using a “no touch” policy as part of your enforcement efforts means you sacrifice one thing for another. You yourself point out the benefits of contact and encourage the mature program to include it. Why miss out on those benefits from the start? Allowing contact is not the same thing as having suppliers working with managers “ad hoc.” You seem to imply that contact means the MSP procedures and rate cards will be ignored. Many managers will be happier to participate in the program knowing that they can still speak with their vendors to facilitate the quickest, best hire.
There are better ways to encourage internal program participation and to “test” the ability of your suppliers to follow rules and procedures than prohibiting contact. Appropriate communication can and should be a part of a good managed program at all levels of maturity.

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