At a time when agility and speed are crucial for public organisations, setting up a flexible shell is not a standard solution. It requires customisation, commitment and an approach that fits the organisation's culture and processes. From our experience within MSP (Managed Service Provider) services, we see that an in-house hiring desk is the key to successful cooperation. It offers direct support, short lines of communication and a service that feels like an extension of the internal team. In this article, we share our vision and how we put this into practice.
A hiring desk that is truly part of the organisation
A successful hiring desk is more than a counter; it is an integral part of the organisation. A physical on-site presence, fixed contacts and short lines of communication create trust and connection.
A consultant with an e-mail address from the organisation and workplace in the P&O department is not "an external party", but part of the team. In case of absence, there is always a deployed back-up, so that continuity is guaranteed. This proximity ensures that we understand processes, can switch faster and really move with the organisation.
Fast, meticulous and data-driven process
Speed is important, but never at the expense of quality. Turnaround times of two to seven days - depending on profile and urgency - are actively monitored and adjusted. Each application is analysed, coordinated with the applicant and translated into clear award criteria. Matching is then done both data-driven and face-to-face. Using VMS platforms, benchmarks and forecasting tools, suitable profiles are quickly identified. But in the end, it is the human touch that determines who really fits. Consultants combine data insights with knowledge of the organisational culture to achieve the best match.
Talent pool and customised sourcing
A strong hiring desk not only looks at today's request, but builds relationships for tomorrow. We set up our own Talent Pool for each organisation: filled with professionals who have previously been successfully deployed, are interested in relevant positions or live in the region.
In addition, continuous sourcing is done via job boards, LinkedIn and network partners. This combination of reuse, market knowledge and active sourcing ensures a sustainable inflow of qualified candidates, even in scarce fields.
Securing quality and availability
To ensure quality, candidates are carefully assessed for suitability and availability. Our experience shows that only professionals who meet all the requirements and at least 70% of the wishes are truly successful in their role. That is why we only present these candidates. In case of doubt, suppliers or freelancers are contacted personally for clarification. Where necessary, we use additional selection methods, such as assessments or reference checks. In this way, we ensure that every placement fits both the position and the organisational culture.
Strategic recruitment plan and continuous improvement
An in-house MSP hiring desk looks beyond the short-term. Every quarter, we draw up a strategic recruitment plan, based on historical data, project information and labour market analyses. This allows us to proactively anticipate future hiring needs and prevent shortages. The approach is demonstrably effective: with an offer percentage of 98.5% and a placement percentage of 87%, we structurally guarantee quality. By continuously evaluating and adjusting, the service remains not only current, but also future-oriented.
An in-house MSP hiring desk offers organisations the best of both worlds: personal involvement and professional direction. Cleverly combining technology, data and human insight creates a service that is agile, reliable and sustainable. Thus, flexible hiring becomes not an operational necessity, but a strategic tool - with quality, continuity and trust as its foundation.