What It Takes to Be an MSP 501er

… on your own. Partnering with a formidable force like The 20 gives MSPs a major competitive advantage, enabling them to take their business to a whole new level. Partnering also eases the financial burden, making new strategies more attainable.

CF: How do successful MSPs approach recruiting, hiring, developing and retaining talent in this tight skills market?

TC: Inbound recruiting. Most corporate recruiters take a reactive approach to candidates, only reaching out to individuals who apply directly with their company. Effective MSP recruiting strategies are more proactive and develop an active pipeline of candidates ready to go. This helps cut down on time to fill for both growth and backfill roles. Not only does this help keep a healthy pipeline of open candidates, but it gives MSPs the ability to connect with the individuals best suited for their open roles. By utilizing passive candidate sourcing, MSPs can be much more successful in recruiting top talent. The initial outreach helps get in people that you want in the seat, as opposed to filling it with just anybody that can do the job.

CF: How does company culture play into an MSPs success — or lack thereof?

TC: Employee retention is crucial to MSP success. The best and easiest way to keep employees is hiring good culture fits. The heart of your company is your employee base. When you hire the right people, and all those people are sitting in the right seats within the company, you’ve got your strongest defense mechanism. Employees want to work where they are happy. Now more than ever, people are realizing that more of their day is spent at work than at home. With that, they want to feel like their purpose is fulfilled and they are appreciated.