Welcome to an exclusive series here at the Future of Work Exchange that will feature predictions, insights, and trends for 2023 that will shape the Future of Work in the months ahead. We polled technology and solution provider executives and asked them how they believe the world of work and talent will continue to evolve in 2023 and beyond:
Brian Hoffmeyer, SVP of Market Strategies, Beeline
“The extended workforce industry has spent years talking about total talent management. In 2023, due to new technologies and service offerings, we will see more and more enterprises truly implement it, capturing all of their workforces in one place and using that data to make better tactical and strategic decisions.”
Brian Salkowski, COO, Guidant Global
“Throughout 2023 we expect a slower pace of growth across the workforce solutions industry and the US jobs market will become increasingly uncertain as the year progresses. Many organizations are concerned about what lies ahead for the next 12 months and the possible impact on business growth, profitability and shape. Customers are therefore likely to focus on cost-saving and value-driving measures, for example, supply chain consolidation, increased focus on internal skills mapping, upskilling and mobility, and the expansion of MSP remits to include uncontrolled and costly services procurement spend. There will be greater scrutiny on how work gets done and by whom, to optimize business innovation, productivity and fulfillment. Finally employers will continue to dial up their focus on driving social value through DE&I and ESG measures. The most successful organizations are likely to be those that think differently and act boldly.”
Sean Ring, VP of On-Demand Talent Solutions, People 2.0
“2023 will be the tipping point for Enterprise adoption for both Direct Sourcing Technology/Programs as well as Global Freelance Marketplaces. This will be driven by the need to find cost savings in a period of economic contraction in tandem with the desire to find high quality talent that can be deployed in agile/flexible/On-Demand models which reduce fixed costs generally associated with acquiring and retaining full-time employees.”
Darren Topping, Director of Solutions and Insight, Lorien
“It has been an interesting couple of years from a people and hiring perspective to say the least, and now all eyes turn to what 2023 has in store. Could we see a genuine great resignation? As the cost-of-living crisis in the UK pushes workers to look for higher salaries and with organizations not having the means to meet them, could we finally see record-breaking numbers of movement? Or, as an alternative view, could the slowdown of hiring and potential redundancies cause candidates to decide to stick in their current position and ride things out until the economy recovers?
As our thoughts turn to 2023, one prediction from me is that demand for technology talent will remain high, and will still outstrip the availability of candidates in the market. Organizations will need to continue to focus on both a compelling Employee and Contractor Value Proposition to appeal to the broader market, as well as continuing to invest in environmental objectives as part of an overall CSR strategy if they are to be successful in growing and maintaining their tech teams. Discussions around hybrid working haven’t gone away, and I also expect to see further clashes in 2023 between organizations attempting to adopt a full-time office position and those candidates who have been comfortable in a mostly remote culture.”
Stay tuned for the next edition of this insightful series!
