SUMMER INTERNSHIP

PROJECT
REPORT
TITLE: OUTSOURCING MODELS FOR HIRING CONTINGENT WORKFORCE
Deloitte India (Office of the US)

Submitted by: Pratiksha Mohanty

Division: E
Roll No: 43
PRN: 20020441189
 CERTIFICATE OF INTERNAL GUIDE

This is to certify that Pratiksha Mohanty, PRN 20020441189, has completed her project "Outsourcing
Models for hiring contingent workforce" with Deloitte India (Offices of the US) under my guidance.

Dr. Pradnya Vishwas Chitrao

(Signature)
Place: Symbiosis Institute of Management Studies, Pune
Date: 15/07/2021

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 Declaration by the Student

I hereby declare that the project titled “Outsourcing models for hiring contingent workforce” submitted for
the MBA Degree is my original work.

Name of the student: Pratiksha Mohanty

Signature
Date: 15/07/2021

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 Summer Internship Project Report
Deloitte India (Offices of the US)

Title:
Outsourcing models for hiring contingent workforce.
Executive Summary:
The internship project aimed at studying the different outsourcing models in the market and recommending
the potential ones for Deloitte. The project was divided into four parts. The first three weeks was the
understanding phase where different outsourcing models in the market were studied and explored, existing
models for contingent hiring at Deloitte were reviewed and understood and some preliminary research work
was done which included going through different white papers and understanding the concept of outsourcing
different skills such as technical, non-technical and niche. The next phase “analyse” was where internal stake
holder requirements and external perspective were studied over 2 weeks. In the third phase “explore” potential
vendors were identified who could be empanelled in the future. This spanned over a duration of one week.
The last phase “develop” was where final recommendations were listed and was done in the last two weeks
of the internship. Two models from the market space was studied which were not used actively for contingent
hiring at Deloitte. The first was Contingent Recruitment Process Outsourcing where all parts or some parts of
the recruitment process can be outsourced to a vendor and the second was a managed service provider, where
skills are outsourced from a third party.

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 Table of contents

S.no Topic Pages

1 Objectives of the study 6

2 Introduction 6–8

3 Methodology 8

4 Analysis and interpretation 8-9

5 Recommendation 9

6 Conclusion 9

*Annexure and supporting documents not shared due to confidentiality.

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Objectives of the study
1. To study various outsourcing models in the industry including managed service providers and
recruitment process outsourcing.
2. Gather market intelligence on each of the outsourcing models in the industry and vendor landscape.
3. Identify the top companies/ vendors in each category.
4. Design vendor qualifications for outsourcing to other vendors.
5. Identify the outsourcing models used by other organizations/ competitor firms.
6. Recommending sustainable models based on risk assessment.
7. Study Deloitte and recommend potential outsourcing models.
Introduction
Outsourcing refers to the process of outsourcing different skills required to perform a job at the organization
to a vendor. In outsourcing a job role, the employee doesn’t fall on the payroll of the company and is not given
the benefits that are provided to a full time employee at the organization. BPO stands for business process
outsourcing where operations are outsourced to a vendor or third party.
India’s outsourcing future - The rise of India as a global outsourcing hub is the result of multinational firms
seeking to reduce overhead costs by utilizing a highly skilled remote workforce. MNCs are becoming more
interested in India as it moves away from its harsh digitization past.
There are three different types of Business Process Outsourcing:
a.) Onshore outsourcing: Engagement of a service provider who is based in the same country as that of
the client demanding for outsourcing skills. Domestic outsourcing is another term for it.

b.) Nearshore outsourcing: Engagement of a service provider from another country by the client
organization willing to outsource skills.

c.) Offshore outsourcing: Engagement of a service provider based out of another country altogether.
Offshoring is another term for it.
There are different benefits for outsourcing:
a.) Reduced cost: One of the key reasons, businesses outsource is to save money. They can outsource the
jobs to a service provider instead of purchasing IT equipment and recruiting more staff to conduct
different tasks, lowering or even eliminating overhead expenditures.

b.) Higher efficiency: BPO firms have extensive experience in a variety of sectors and deliver exceptional
results. They also follow best practices and employ cutting-edge technologies. It inevitably leads to
increased efficiency and production.

c.) Focus on core business functions: Many businesses, particularly start-ups, struggle with
supplementary company activity. Transferring non-core tasks to a BPO company frees up time for the
company to focus on its core business.

d.) Global Expansion: Some activities that need local market knowledge, national legal experience, or
fluency in a foreign language can be delegated to a BPO business if an enterprise wishes to enter an
international market. It aids in increasing efficiency and speeding up expansion.

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Models used for contingent hiring at Deloitte. (Confidential).
The prime focus of the project was on additional findings different outsourcing models in the market like
RPO and MSP.
RPO or recruitment process outsourcing:
When a corporation outsources all or part of its permanent recruitment, it is known as Recruitment Process
Outsourcing (RPO). An RPO provider might partner with an organization's internal talent acquisition team to
deliver services remotely or on-site. We've outlined a few high-level reasons why companies seek out RPO
providers, as well as when RPO might not be a suitable fit.
Outsourcing the recruitment process is an option with a lot of potential. This is evidenced by the rapid rise of
the RPO business in recent years. There is considerable excitement surrounding RPO, as there is with many
new ideas, but there are a number of apparent benefits for firms that incorporate RPO into their workforce
planning efforts.
Reasons for engaging
• If you want to improve the speed, agility, and flexibility of your recruitment processes,
• If your organization is searching for a more cost-effective and consistent recruiting process
• If you want to increase the quality of candidates applying for your roles or if you're having trouble attracting
the right people
Managed Service Providers:
A managed service provider (MSP) is one that administers and takes responsibility for various activities. It is
a renowned strategy for improving operations used by companies.
An MSP can take care of a variety of non-customer-facing operational duties that are vital to a company's
success. The expertise that the MSPs bring with the different skillsets such as technical, non-technical and
niche, many firms make the strategic decision to outsource operational procedures. This helps the
organizations to save on their over-head costs by indulging in various MSP programs.
The MSP helps the company manage its day-to-day management activities with the help of a vendor
management system in place to keep a tab on the different vendors providing skills needed by the client.
The following business functions are mostly outsourced by organizations:
• IT
• Pay roll of contract employees
• Recruitment Process
• Vendor management activities
• Procurement
The skills in particular that are outsourced are: technical, non-technical and niche skills.
There are other models for outsourcing which are used frequently like independent contractors, HTD (Hire
train and deploy) and statement of work.

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Independent contractors:
This is when the skills are outsourced to an individual who works on contract basis with the organization.
The duration of his/ her tenure at the organization varied based on the project duration. The risk involved
with independent contractors is less as compared to outsourcing using a MSP or RPO.
Hire Train Deploy:
This program entails screening candidates and ensuring that they have obtained the necessary training in the
relevant skills/domains prior to being made accessible to customers for the selection process, resulting in a
high hiring rate. With our extensive industry network and diversified and extensive sourcing knowledge, we
specialize in resourcing for a variety of industries.
Statement of work:
The Statement of Work (SoW) is the document that encapsulates and describes every component of your
project. You'll keep track of the project's activities, deliverables, and schedule. It’s an exceptionally extensive
document as it will establish the framework for the project plan. It's one of the first documents you'll make to
set out the project's full landscape before you start planning and executing. The notion of authoring one can
be intimidating because of the large quantity of detail necessary. As a result, let's split it down into more
manageable chunks.
Methodology of study
Both primary and secondary research were used for the successful completion of the project. The initial part
was carrying out a secondary research to understand the different outsourcing models. Different white papers
were referred to get a better understanding of the various outsourcing models.
Post the completion of secondary research for studying the different outsourcing models, a primary research
was conducted to understand the internal stakeholder requirements with the help of an interna survey.
Similarly, a market intelligence was carried out to understand what other organizations/ competitor firms were
doing. This helped to establish an external benchmarking.
Post this, the vendor landscape was explored with the help of a secondary research.
The final recommendations were given after carrying out all the research and consulting with the team
members.
Analysis and interpretation
The different models were evaluated on the basis of the following parameters:
• Time to fill: The length of time it takes to fill a post is known as time to fill. This statistic aids in
improved hiring planning and serves as a warning when the hiring process is taking too long.

• Scalability: When it comes to increasing a company's scalability, strategic planning is critical. Strategic
planning is based on taking a good idea and figuring out the most efficient and effective way to make
it a reality. Making long-term strategic goals and motivating a company's entire workforce to work
together toward that goal is what strategic planning entails.

• Internal Hiring Effort: The time spent by the internal hiring team to get the new hires on board.

• Risk: The models were also evaluated based on the risk it posses to the organization while outsourcing
employees. There were different risk that were identified and mitigated.

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 • Cost: The models were also evaluated based on the pricing model that each would offer and the
feasibility of investing in them

Recommendation
The recommendation for Deloitte was a hybrid model which consisted of the existing hiring models
(Confidential) and the potential hiring models.
The fusion of the different hiring models aimed at increasing the efficiency of the contingent hiring.
There were certain risks that were identified and also a list of recommendations was given to mitigate them.
(Confidential)

Conclusion
The project was very strategic as there is a dire need to shift the focus to contingent workers or gig workers in
India with the unstable economy. The modern worker as well as the workplace are evolving. Flexibility and
independence are more important to the next generation of workers than security and good pay. They are more
receptive to non-traditional working methods. Telecommuting and interacting remotely are examples of these
alternatives. These types of jobs are more compatible with current lifestyles. A desire for less traditional types
of labour, as well as the technology to support them, is a potent combination. There's one more element that
explains why the number of contingent workers is increasing. That is, contingent workers provide a wide
range of benefits to the businesses that hire them.
The present world is nothing like it was ten or even twenty years ago. People's interactions and communication
styles have progressed rapidly. Everyday life has been changed in ways you could never have imagined.
Personal perspectives on life and work have shifted as well. As a result, today's workforce is totally different.
Having a hybrid model that can easily scale up during the troughs and peaks of demand is the go ahead in
today’s corporate landscape. The project aimed at giving the best possible solutions to outsourcing top skills
which are currently in high demand in the market space. Closing the talent gaps and keeping the talent pipeline
filled with niche skills is one of the greatest challenges that most of the companies are facing.
The market is a war zone and everyone wants to get the best possible talent into their organization to improve
the overall efficiency of their work and generate greater revenues. The project hence, helped highlight some
key parameters while hiring the contingent workforce for Deloitte and provided possible solutions to
overcome the challenges and meet the hiring demand.

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 Summer Internship Project
Report
by B 6 PratikshaMohanty

Submission date: 17-Jul-2021 09:51PM (UTC+0530)

Submission ID: 1619979674
File name: Summer_Internship_Project_Report.pdf (218.61K)
Word count: 2061
Character count: 11262
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Summer Internship Project Report
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