Christopher J. Dwyer, Author at The Future of Work Exchange

Artificial Intelligence, Contingent Workforce Management, and the Future of Work (On-Demand Webinar)

Contingent Workforce Direct Sourcing Talent Acquisition Technology and Innovation Video by Christopher J. Dwyer on 08/30/2024

Earlier this week, Ardent Partners and the Future of Work Exchange hosted an exclusive webcast focused on AI-powered contingent workforce management and its impact within the Future of Work movement. I was joined by Opptly’s Lori Hock (CEO), Beeline’s Colleen Tiner (Chief Product Officer), and NLP Logix’s Matt Berseth (CIO, co-founder) to discuss a wide range of hot topics under the artificial intelligence umbrella, including:

The true adoption and utilization of artificial intelligence within today’s extended workforce programs, hiring strategies, and talent acquisition initiatives.
The link between AI and skills-based hiring.
How businesses can move from an “education phase” to “adoption phase” for their AI initiatives.
How AI can supercharge and optimize direct sourcing strategies.
Why AI-fueled skills taxonomies are the foundation of a skills-based hiring approach.

Check out an on-demand replay of the webinar below.

The Technology Revolution and its Impact on Talent Acquisition and Workforce Management

Contingent Workforce Direct Sourcing Solution Providers Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 08/19/2024

It almost seems like we are floating in a constant vacuum of evolution. The economy continues to spin, technology progresses at an unprecedented clip, businesses continue to optimize their operations in such a way that they no longer resemble the past, and, most critically, the talent arena remains in a state of perpetual growth and revolution.

No other industry is as impacted by the developments in the technology space as much as talent acquisition and workforce management. The advent and rapid deployment of artificial intelligence has absolutely transformed so many facets of both ordinary life and the business spectrum, however, its impact is ever-present in a world in which its many automated arms have the ability to revolutionize so many organizational attributes.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

Digital Staffing’s Impact on the Future of Work

Contingent Workforce Direct Sourcing Talent Technology and Innovation by Christopher J. Dwyer on 08/12/2024

In the ever-evolving landscape of talent and work, the phrase “digital staffing” has emerged as a pervasive buzzword, encompassing a wide array of solutions designed to streamline the process of finding, engaging, and sourcing workers. This term has transcended its origins and evolved into a transformative force that is reshaping the way businesses access and manage their talent pools. Ardent Partners and the Future of Work Exchange (FOWX) have often discussed digital staffing technology as a game-changer in the greater world of work.

At its core, digital staffing technology represents solutions that empower enterprises to hire freelance, independent, and contingent talent without the need for intermediary systems or suppliers. These solutions traverse beyond just the recruitment process; they encompass end-to-end workforce management, encompassing vital components such as project management, worker tracking, worker classification, compliance, and risk mitigation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

Click here to learn more.

One of the most significant drivers behind the rapid adoption of digital staffing technology is the pressing need for organizations to be more agile and adaptive in an ever-changing business landscape. The Gig Economy, remote work trends, and the desire for flexible talent solutions have all converged to make digital staffing technology a paramount consideration for forward-thinking enterprises.

These platforms provide companies with the agility to scale their workforce up or down as needed, ensuring they can swiftly adapt to market shifts or unforeseen challenges. Moreover, they grant organizations the power to tap into a global talent pool, unlocking an unprecedented level of diversity and expertise. In an era where talent is a critical competitive advantage (and often an enterprise’s top differentiator), these solutions empower businesses to secure the best-fit talent, regardless of geographical constraints.

Shaping the Future of Work: Beeline and Upwork’s Omni-Channel Approach

Contingent Workforce Solution Providers Technology and Innovation by Christopher J. Dwyer on 08/01/2024

For the past several years, the myriad options available to the contemporary hiring manager have pushed the boundaries of talent acquisition. Freelancer networks, talent marketplaces, vertical-specific talent communities, social media, and digital staffing outlets have provided businesses with a new range of diverse, highly-skilled, and top-tier talent. In fact, Ardent Partners and Future of Work Exchange research point to an 800% growth in adoption and utilization of these sources since 2018…positioning them as a must-have in the greater war for talent.

Around the time the Future of Work Exchange was launched back in 2021, we coined a phrase that accurately reflects this movement: omni-channel talent acquisition. Omni-channel talent acquisition revolves around the concept of enterprises being enabled with a variety of candidate sources that can be converged to drive real-time skills alignment, on-demand hiring, and enhanced visibility into deeper attributes of candidates. While traditional staffing suppliers are still a critical piece of the contingent workforce, the “omni-channel experience” represents a new era in which enterprises can expand their talent searches through the advent of innovation, direct sourcing automation, new candidate channels, and next-generation and AI-fueled technology.

News broke this morning of a partnership between Beeline, a market leader in Vendor Management System (VMS) technology, and Upwork, a fellow market leader that is considered the world’s largest talent and work marketplace.

At the outset, this type of partnership is not just another notch in the talent technology ecosystem for either organization, but rather a powerful union between two industry powerhouses of talent innovation. The Upwork and Beeline partnership represents the latest shift in omni-channel talent acquisition, as well as a progression in workforce management.

“Managing a contingent workforce, inclusive of independent talent, presents complexities and challenges that can strain even the most sophisticated processes. These challenges include navigating compliance with local and international labor laws, ensuring visibility into the entire hiring lifecycle, and maintaining consistent hiring quality and efficiency across various departments,” said Zoë Diamadi, general manager of enterprise at Upwork. “Upwork’s partnerships with VMS and MSP platforms, such as Beeline, create a holistic solution to these challenges. We have integrated the modern, technology-fueled experience of Upwork’s platform and the world-class, independent talent on Upwork with the advanced technologies and solutions of VMS and MSP platforms.”

Here’s what the partnership means for the industry:

It will optimize talent acquisition in a skills-based market. VMS has been a veritable “nexus” of extended workforce management for years, with ease-of-access to various channels of talent through staffing suppliers, private talent communities, and independent talent. The Beeline-Upwork integration will amp talent acquisition optimization to another level by providing contingent workforce programs with top-tier talent from the marketplace’s extensive network whilst enabling hiring managers with state-of-the-art, skills-centric candidate profiles and portfolios.
“Agile hiring” creates more efficiencies for HR, procurement, and talent acquisition. Combining the dynamic power of two end-to-end, market-leading workforce solutions translates into truly flexible and agile hiring for recruiters, hiring managers, and HR and talent acquisition leaders, not to mention the executives running extended workforce programs. The age of real-time talent acquisition is here and the Beeline-Upwork represents the ability to hire faster, better, and smarter, creating a wealth of efficiencies for business functions.
The partnership reinforces the strategic and technological advantages of omni-channel talent acquisition. As stated above, the Beeline-Upwork partnership is more than “digital staffing meets VMS.” The age of omni-channel talent acquisition is here and this union reflects both its strategic advantages (greater access to skilled talent, streamlined hiring, etc.) and technological advantages (skills-based hiring-fueled talent decisions, AI-enabled matching, end-to-end automation, etc.).

“Access to a large and diverse talent pool that is filled with candidates that hold a variety of skillsets is key to the success of any contingent workforce program,” said Brian Hoffmeyer, SVP of Market Strategies at Beeline. “I’m an Upwork user myself and I know first-hand how great their platform is. Those facts make me thrilled to launch this partnership, and, more importantly, excited about the benefits it will offer to our mutual clients.”

The Delicate Balance Between Business Imperatives and Human Capital

Business Leadership Talent Acquisition by Christopher J. Dwyer on 07/30/2024

There is no perfect way to manage a workforce, especially during the “challenging times” that have plagued business vernacular four years running. A pandemic wrought havoc on enterprise operations and day-to-day collaboration. The resulting economic downturn brought down businesses of all sizes and sent the unemployment rate into the stratosphere.

Threats over yet another recession haunted corporate leaders throughout 2023. And as another heated election draws ever closer, so do worries over the state of the country heading into 2025.

In short: it’s hella tough to balance internal and external stresses and how they will affect the workforce.

Patagonia and Brand Perception

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

Click here to learn more.

Navigating the Current and Future State of Total Talent Management

Contingent Workforce HR Procurement Talent Acquisition by Christopher J. Dwyer on 07/29/2024

I’ve been in the Future of Work, talent acquisition, and workforce management arenas for nearly 18 years. Over that time, I’ve witnessed (as many of us have) two equally-devastating economic downturns, multiple waves of technological innovation, numerous hype cycles of various proportions, the continued evolution of talent management, and one worldwide pandemic that set off Future of Work-era accelerants that have shaped how we work today. Suffice to say, the last two decades have brought tremendous change to the greater world of work and talent.

Even though I identify as an “elder millennial” or “geriatric millennial,” I feel as if I’ve spent enough years in the business world to truly understand what is hype, what is theory, and, of course, what is reality.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

Click here to learn more.

How Direct Sourcing Drives Talent Sustainability

Direct Sourcing Talent Acquisition by Christopher J. Dwyer on 07/22/2024

In today’s dynamic business landscape, the age of “omni-channel talent acquisition” has emerged, providing businesses with diverse options to source and manage their workforce. From digital staffing marketplaces to traditional vendors and staffing suppliers, professional services, talent networks, and social media platforms, the choices are abundant. With this wealth of talent channels, matching project requirements with suitable skillsets has become more accessible than ever. Yet, securing top talent has grown increasingly challenging and competitive. Organizations that effectively harness direct sourcing and talent pools can cultivate a flexible, adaptable workforce, granting them a competitive advantage in a market that values agile, talent-centric responses to evolving business challenges and demands.

When it comes to direct sourcing, even the most basic programs can indeed yield tangible value, yet the stakes are higher than mere cost reduction and talent pipeline expansion.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

Click here to learn more.

When a Return to the Office and Workplace Culture Collide

Business Leadership by Christopher J. Dwyer on 07/15/2024

Although it’s hard to believe, it’s been more than four years since the beginning of the COVID-19 pandemic. And in that time, several key Future of Work “accelerants” took the business arena by storm. The extended workforce, long a viable source of talent, saw a remarkable increase in utilization as businesses sought true workforce scalability in the face of uncertain times.

Direct sourcing began to take off as a means of nurturing talent communities and developing a near-self-sustaining source of on-demand expertise. Skills-based hiring emerged as a way to look “beyond” costs and pay rates to revolutionize how enterprises innovative and leverage next-generation skillsets.

Empathy-led leadership and emotional intelligence became crucial endeavors to separate the successful leaders from those that would eventually lose their staff to the Great Resignation. And, of course, the most famous Future of Work accelerant of all, remote and hybrid work, drew most of the spotlight and headlines.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

Click here to learn more.

The Most Powerful Future Of Work Tool? Our Minds.

Business Leadership by Christopher J. Dwyer on 07/01/2024

There is often a major discussion around the technology-led attributes of the Future of Work movement, particularly with artificial intelligence (AI) garnering headlines and encompassing the average LinkedIn feed. However, entering a new year, there should just as much conversation around another key facet of the Future of Work: the transformation of business thinking.

This space and most of the Future of Work Exchange’s thought leadership revolves around the concepts of automation, technology, and the platforms revolutionizing the greater world of work and talent. In fact, our definition of the Future of Work pointedly refers to these advancements: the evolution of talent engagement and talent management through new technology, as well as the introduction of exciting platforms that are actively pushing the boundaries of “work optimization,” are two distinct components at the very core of this movement.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

Click here to learn more.

The Future of Work Exchange LIVE 2024: The Future of Work is…Human

Events by Christopher J. Dwyer on 06/18/2024

“The Future of Work is many things: technology, innovation, evolution, and transformation. But most importantly, the Future of Work is human.”

It was a bold statement but one I was comfortable making during the welcome address at the Future of Work Exchange LIVE executive roundtable in Boston last week (at the historic and elegant Harvard Club venue), the third annual event (hosted by Ardent Partners) that brought together swaths of procurement, HR, talent acquisition, contingent workforce, and recruitment professionals.

*Lori Hock, Raleen Gagnon, and Rebecca Valladares discuss how AI can push role-based hiring into skills-based hiring.*

Given the audience, as well as the natural Future of Work undercurrent permeating the event’s core sessions, it only appropriate to view “the human factor” as a natural link to the day’s core themes and topics, such as AI in talent acquisition, skills-based hiring, direct sourcing, extended workforce management, DE&I, and the evolving workplace.

*Benjie Hanson, Dawnette Cooke, and Craig Coe discuss data-driven extended workforce management.*

Highlights of the event include:

Some wonderful commentary on artificial intelligence and its place in the evolving concept of skills-based hiring by Lori Hock and Rebecca Valladares (Opptly) and Raleen Gagnon (TalentEdge AI). The three longtime industry thought leaders took the audience through moving from role-based to skills-based hiring and highlighted the criticality of AI as the foundation for this transformation; Hock and Valladares provided real-world context around the continued evolution and influence of artificial intelligence (and how AI is a “rising tide” in today’s fast-paced talent acquisition arena), while Gagnon gave some robust commentary on AI in action for talent acquisition and workforce management.
A riveting panel discussion on the data-driven evolution of extended workforce management, courtesy of Beeline’s Craig Coe and Benjie Hanson and TalentProcure’s Dawnette Cooke. Hanson illuminated the power of data-infused extended workforce management (with Coe adding Beeline customer examples of this in action), while Cooke provided some incredible commentary from her deep expertise as a solutions leader.
A compelling look at direct sourcing and its future, heralded by Guidant Global’s Robin Sanders, WorkLLama’s Kevin Leete, and Splunk’s CWM program lead, Ashley Wilson. Sanders gave an incredible perspective of direct sourcing from the MSP purview, buoyed by years of Guidant’s stance as a pioneer in the field. Wilson provided real-world context around her current experiences with direct sourcing within Splunk’s extended workforce program. Leete, as he has done in years past (this is his third appearance at FOWX Live), converged progressive direct sourcing commentary with technology- and innovation-led examples of how the strategy (and its associated functionality) can revolutionize hiring.

*Ashley Wilson, Kevin Leete, and Robin Sanders comment on the future of direct sourcing.*

As always with FOWX Live events, a highlight of the day was the opportunity for the conference’s attendees to not only engage and interact with each other, but share best practices, discuss challenges, and learn from each other at interactive roundtable conversations on topics like extended workforce management, direct sourcing, artificial intelligence, DE&I, technology and innovation, and new hiring strategies.

And, too, another endearing attribute of that “human factor”: the ability to converse, engage, and network with so many incredible leaders across the talent technology ecosystem, as well as the HR, talent acquisition, and procurement professionals who live the Future of Work 24/7.

At the end of the day, it’s the connections we make with our colleague. It’s the handshakes and hugs, the smiles and conversations. It’s meeting people in-person for the first time after only hearing voices and seeing faces on a screen. It’s the feeling of knowing that this industry, for all of the incredible innovation and technological advancements happening almost daily, is about the human connections we make with each other.