In a recent discussion, Jill Bassett, a seasoned expert with 27 years in the recruitment industry, shared her insights on the evolution of Vendor Management Systems (VMS), and their future. Her extensive experience spans from traditional recruitment to advanced workforce management solutions, making her a valuable voice in this conversation.
Jill started by reflecting on her career, which includes significant roles at ManpowerGroup and Recruit, a Japanese organisation. Currently, she serves as a solutions advisor, focusing on workforce management technology. Her journey from traditional recruitment to solutions-orientated roles highlights the industry’s shift towards more integrated and client-focused approaches.
The changing landscape of VMS
Jill explained that the term ‘Vendor Management System’ is becoming outdated. “The term VMS, which we have all known for 20+ years, has actually evolved into something that has much more capability than just managing vendors,” she explained. Historically, VMS was designed to manage vendors within Managed Service Programs (MSP) and Program Management Offices (PMO). However, the scope of these systems has expanded significantly. Today, we describe them as External Workforce Management Systems (EWMS) because of their broader capabilities.
From vendor management to workforce management
The traditional VMS was primarily used by procurement and purchasing departments to manage suppliers. Now, the user base has expanded to include HR, talent acquisition, CIOs, CFOs, CHROs, and finance directors. Jill noted, “We’re now dealing with a much wider job profile and persona within each customer, so we’re dealing more with HRM with talent acquisition, with CIOs, with CFOs, still with CHROs, and with finance directors as well.”
Comprehensive workforce solutions
Modern EWMS now cover the entire workforce management process, from hiring to retirement. They integrate seamlessly with the other HR solutions like SAP’s SuccessFactors, which manages permanent workforce processes such as onboarding, offboarding, upskilling, and reskilling. This integration provides organisations with a unified view of their internal and external workforce, enhancing efficiency and strategic planning. Jill highlighted, “it actually looks at the whole process from end to end, hire to retire if you like, same as we do with all HR solutions.”
The future of workforce management
Jill emphasized the need to adapt to regulatory changes and understand workforce requirements. This includes tracking building entries, managing equipment, and ensuring compliance. Additionally, it involves strategic aspects like workforce planning and boosting productivity. The shift from VMS to EWMS addresses these needs, offering enhanced solutions. The discussion highlighted the transformation in workforce management technology. As the industry evolves, moving from Vendor Management Systems to External Workforce Management Systems offers a more integrated approach. This change is essential for organizations to stay competitive in a complex workforce environment.
