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

Future of Work Friday: A Collection of Thoughts

Business Leadership HR Talent by Christopher J. Dwyer on 06/25/2021

From time-to-time, it’s beneficial to take a moment to collect random thoughts regarding the Future of Work movement, since there’s so many varied pieces of the complex, evolving puzzle that is the world of talent and work. It’s been a whirlwind year thus far (can you believe it’s already JUNE!?), but the next six months promise to be even more impactful when business leaders think about talent, their workforce, and how work gets done.

This week, CNN reported that although unemployment rates are at their lowest since before the pandemic hit, there are still over 8 million job vacancies across the country. Retail, hospitality, light industrial, restaurants, etc. are the particular industries where the vast majority of these roles are open. Much of the discussion revolves around the deeper conversation of wage and compensation (and rightfully so), however, businesses in these sectors should seriously consider direct sourcing as an avenue to get candidates into the door, even if they’re not for full-time/longer-term positions.
My wife has worked in the veterinary industry for nearly 20 years. Over the past year, this industry has faced their biggest mass exodus of workers in its history. The main culprit? Employee burnout. Hospitals are so short-staffed that many roles in veterinary medicine, from doctors to specialists to veterinary technicians, are clocking incredible hours, all the while dealing with pandemic restrictions (clients not allowed into the building, hospital employees must come outside and retrieve animals, etc.). This is not the only industry in which its workers are facing extreme burnout. While much of the focus of the past year has been on the rollercoaster of boom-or-bust workforce scalability, business leaders should never forget that the biggest piece of the overall talent experience is whether or not its workers are running on fumes. Worker mental health and well-being should be at the top of the priority list when it comes to how executives manage their total workforce.
Last year, Ardent Partners predicted that the global business landscape would experience a sharp uptick in the utilization of non-employee labor as a direct result of the pandemic’s sweeping organizational ramifications. Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” Today, that number sits at 46.5% and promises to grow as the transformation of talent and work continues. Furthermore, 82% of businesses direct state that the challenging times of 2020 created a bigger need for extended and non-employee talent. If there is one thing that the past 12 months has revealed, it is that workforce scalability is essentially linked to economic survival in the now-chaotic, hyper-competitive world of global business.
In mid-March 2020, safety took precedence over anything else in regard to traditional workplace environments across the world. Stay-at-home advisories, social distancing recommendations, and curfews/lockdowns ruled the day and forced businesses to push the vast majority (or all, in some cases) of its workers into a remote setup. I’ve been reading so many articles recently that state that the hybrid model (mix of in-person and remote work) won’t survive past the end of the pandemic. Well, these pundits couldn’t be more incorrect. Ardent’s research finds that businesses are expected to double the amount of its staff working remotely moving forward, a factor which not only takes into accounts the productivity and efficiency gains experienced over the past year via remote and distributed teams, but also the incredible flexibility that these setups offer.
Ninety-three percent (94%) of business leaders in Ardent’s upcoming State of Contingent Workforce Management 2021 research study stated that their agile or extended workforce is a critical and strategic facet of their organization. If anyone ever had doubts about its continued growth, this finding should alleviate that concern. By the end of 2022, nearly half of the global total workforce will be considered agile/contingent/extended.

Why the Extended Workforce Is Now a Permanent Fixture of Business Agility

Contingent Workforce by Christopher J. Dwyer on 06/18/2021

As stated numerous times here at The Future of Work Exchange and in Ardent’s Future of Work research, the vast majority of businesses cite the “shift towards an agile culture” as their top priority. Business agility as a desired state is entirely warranted; as business leaders strive to respond dynamically to real-time pressures and challenges. In regard to talent and work, this “agile culture” follows the ultimate convergence of new technology tools, innovative ideas and strategies, and, yes, a truly agile workforce that can be leveraged dynamically as unique needs arise.

The challenging events of 2020 proved that an agile culture separated those organizations who both survived and thrived last year and those that are still struggling or faltered completely. The initial, early months of the COVID-19 pandemic were a convergence of unease, uncertainty, and doubt about the future; very few businesses were well-equipped to tackle the rigors of the first global pandemic in more than a century.

As supply chains were knocked off course and the first lockdowns were initiated, the business world was at a unique crossroads: work needed to be done but the unprecedented nature of the pandemic was seemingly throwing wrinkles into organizational planning on a weekly basis given political guidance and governmental mandates. Some industries went boom while others went bust. Those in the middle were merely focused on treading water. Caught in the midst of this chaos was the foundation on which every organization sinks or swims: its workforce.

Over the next three years, nearly 70% of businesses expect their total workforce to be truly “agile” in nature, with both traditional full-time workers and non-employees contributing equally to critical projects and initiatives. This encouraging outlook takes into account the various shifts happening in world of talent. While there are still enterprises today that believe the contingent or extended workforce will always be “augmentative” in scope, the truth is that the many economic, social, political, and cultural transformations occurring in the greater business landscape are developing the necessary dynamics for independent workers to thrive in changing times. Health care reform, virtual and unified communications, distributed enterprise teams (and remote work), the laser-like focus on skills…these are all powerful omens that the agile workforce will become a dominant business legion in the decade ahead.

Ardent’s upcoming State of Contingent Workforce Management 2021 research study found that 70% of businesses believed their non-employee workforce contributed to and supported business continuity (70%) during those challenging times, essentially serving as an “anchor” during moments of uncertainty. With many internal functions in some level of disarray due to work-from-home setups and social distancing/lockdown orders, an unfortunate statement still rang true: “The show must go on.”

In essence, work still needed to get done and the organization still required to move forward regardless of what was happening around it. Contingent labor helped organizations adapt to changing times by providing a ready-to-engage channel of talent that could be sourced on-demand and without the worry of traditional recruitment processes (particularly in-person interviewing). If roles needed to be filled to ensure the business could address both tactical and strategic tasks, there were talented individuals ready to perform.

Prosperity in the Future of Work: Interview with Sunil Bagai, CEO of Prosperix

Contingent Workforce Direct Sourcing Solution Providers Talent by Christopher J. Dwyer on 06/10/2021

The Future of Work is founded on change, whether that change is natural evolution or innovative progression. The world of talent and work has been changing at a rapid clip with the advent of new talent acquisition strategies, shifts in how enterprises optimize how work gets done, and the overall transformation of global business.

Crowdstaffing, a longtime market leader in digital staffing and workforce management technology, was an early pioneer with its Future of Work-driven offerings. Just recently, the company rebranded as Prosperix, a solution that aims to “fuel human, workforce, and business prosperity.” I had the opportunity to chat with the provider’s CEO, Sunil Bagai, about the rebrand, the evolution of the platform, and his outlook on the Future of Work movement.

Christopher J. Dwyer: Sunil, thanks for chatting with us. For our readers, tell us a little bit about yourself and your background.

Sunil Bagai: I have over 25 years of tech experience at companies like IBM, Sun, and EMC, as well as multiple startups. I’ve been working in the talent acquisition space since 2005, and what I love most about it is the intersection between people and technology. Just like in the early days of the Internet, where hardware infrastructure was essential in providing everyone online access, I believe we are in the early stages of deploying similar infrastructure technology that will make it much easier to build and manage a workforce. We’re entering a very exciting time.

CJD: Let’s start with the big news first: Crowdstaffing has officially rebranded itself as Prosperix. Give us the lowdown on the evolution of the solution, the new brand, and what it all means.

SB: When we started Crowdstaffing, we wanted to emphasize the value of building network effects and how the power of the crowd can help in building scalable workforces. While that’s still core to what we do, we’re now inspired by a mission that’s even greater. We believe that hiring can play an instrumental role in helping businesses achieve their dreams and aspirations. Simultaneously, there is an opportunity to influence the design of the modern workforce so it can achieve a level of prosperity that hasn’t been possible in the past. With that in mind, we chose the name Prosperix to align with our long-term vision and mission of helping businesses build an extraordinary workforce and achieve outstanding outcomes.

The good news is that Crowdstaffing is not going away; It’s being transitioned into a product name for our Crowdstaffing Hiring Marketplace and Crowdstaffing VMS offerings. In addition to these core offerings, we have added new offerings to the Prosperix solutions suite, including Direct Sourcing, On-Demand Talent Pools, and a wide range of Workforce Services such as MSP, Payroll, and IC Compliance.

CJD: What strikes me as a major differentiator for Propserix is the sheer breadth of its offerings, from direct sourcing and talent pools to VMS technology.

SB: Our strategy has always been to solve the end-to-end problem of hiring and workforce management. Most clients have a very difficult time using multiple technologies. Not only does data end up living in different places, but you get a poor user experience and it’s very challenging to manage the entire workflow when you use different systems. We believe it’s better to provide a single solution that solves for all facets of workforce management, including talent branding and attraction, sourcing, candidate engagement and nurturing, applicant tracking, candidate assessments, vendor management, onboarding, and redeployment.

CJD: Why do you believe it’s so powerful to have a solution that can literally offer end-to-end workforce management functionality, from talent engagement to total workforce management?

SB: There are many advantages to an end-to-end workforce management solution. First, you simplify the hiring process substantially when you use a single technology rather than several disparate technologies. More fundamentally, you are able to access and utilize data far more effectively to achieve better hiring outcomes. For example, the best candidate can come from a supplier, an internal talent pool, or a variety of public talent pools. When you can see candidates across the entire ecosystem of hiring channels, whether it’s in your VMS, ATS, Talent Pools, etc., you can match candidates more effectively to open jobs, speeding up time to hire.

This is just the beginning. There are multiple other use cases that you can unlock, including large network effects, that are only possible when you impact the entire value chain.

CJD: We’re experiencing a much different summer than we did last year thanks to the business world somewhat returning to normalcy. How do you think the world of talent and work respond to the major shifts it experienced over the past year?

The new normal means that remote work is here to stay. Many businesses are hiring workers remotely even for core positions, especially if they are having a hard time finding talent in their local geography. To hire remote workers more effectively, businesses are requesting a more nuanced way to outline their needs, by specifying whether a position is Local Only, Remote with Local Access, Remote Only, or Offshore.

CJD: What’s the long-term vision for Prosperix?

SB: Our long-term vision is to fuel human, workforce, and business prosperity. We plan to accomplish this by developing innovative solutions that help businesses build and manage an extraordinary workforce.

An Unlimited Future: Inside PRO Unlimited’s Technology Transformation

Business Leadership Technology and Innovation by Christopher J. Dwyer on 06/07/2021

The world of talent and work seemingly reinvents itself frequently. Changes in the global economy amidst other major worldly events (including, of course, a pandemic) routinely force businesses to reimagine how they get work done. Over the past decade, the workforce management tech marketplace, which includes Vendor Management Systems (VMS), Managed Service Providers (MSP), digital staffing marketplaces, direct sourcing automation, etc. has undergone a seismic revolution alongside a shifting global talent economy. Throw in the major workforce management shifts accelerated due to a global pandemic and its economic, digital, and staffing ramifications, and, well, the position is clear: workforce management technology has to evolve just as quickly as the world around it.

Last year, veteran VMS/MSP hybrid PRO Unlimited announced that Kevin Akeroyd would join the solution as its new CEO, who immediately touted a transformative approach to the provider’s future: become a de-facto “platform” for contingent and agile workforce management.

“This workforce segment is becoming a large spend category and is now an enterprise valuation driver. Over the past 30 years, the industry has transformed from a small temp-staffing niche to a C-suite strategic priority. This shift not only includes changes within HR, talent acquisition and strategic procurement programs, but also highlights an explosion of innovation and new technology platforms like we have never seen before,” Akeroyd said. “Unfortunately, the established procurement/spend management and HCM platforms have not addressed the full contingent workforce management lifecycle. Furthermore, they are not capable of managing its complexity or harnessing the data to provide analytics and intelligence on companies’ contingent workforce segments that executives demand. The industry requires a comprehensive platform that can deliver the technology, data/analytics and managed services to optimize the full contingent workforce program. This is going to help organizations exceed both their contingent workforce goals and their broader organizational objectives. Being the platform that seamlessly interoperates with ERP, HCM, HRIS, P2P, and data and analytics systems will be paramount, and PRO Unlimited is uniquely positioned to become that holistic platform for the industry.”

Shortly after Kevin dropped by the Contingent Workforce Weekly podcast and spoke to us as part of our Future of Work Influencer series, PRO announced that it acquired rate management solution PeopleTicker, a global provider of comprehensive compensation data that relies on crowdsourced intelligent, machine learning, and data science resources. This acquisition helped burgeon PRO’s commitment to helping its users manage its workforce with a data-driven approach, allowing customers to tap into an “ocean of data.”

“To use an age-old analogy, even the best motorcycle, car, plane, rocket ship… simply is not effective if you don’t “fuel” it. And the higher quality, higher octane the fuel is, the better performing the vehicle is. Data is today’s “fuel,” said Akeroyd. “Having the highest quality, highest coverage, most up-to-date data is a mission-critical component of the platform. It fuels the software, service, and analytics/intelligence offering the Enterprise relies on today. PRO not only has the largest, broadest, most accurate first-party asset in the world, we have augmented this with third-party data partnerships, including our acquisition of data assets like PeopleTicker, the industry’s one true provider of global contingent rate data for over 160 markets across thousands of job titles. Having exclusive data, packaged with PRO’s solutions and comprehensive platform, will enable and benefit our clients immensely. And competitively, it will further differentiate PRO from our point solution competitors. Finally, data is the fundamental underpinning of all machine-based learning (MBL) and artificial intelligence (AI). We are very excited to deliver MBL/AI applications in the near future as a result of having the best, most accurate and largest training data sets on the planet.”

And, PRO Unlimited’s transformation continues today with an announcement that it has secured an exclusive partnership with Eightfold, an artificial intelligence solution that offers a multifaceted blend of technology, including talent experience management, candidate comparison and evaluation, bias prevention, and deep employee lifecycle management support via AI-led neural networks.

The new partnership has massive implications for the workforce management solutions landscape, as PRO’s exclusive union with Eightfold will allow the veteran provider the ability to “lift and shift” comprehensive total talent intelligence into its existing and forthcoming offerings. For example, Eightfold’s unique neural network-led skills data could be applied to direct sourcing initiatives to better target specific, high-expertise candidates for enterprise talent pools.

“Many organizations around the world will be hiring contingent workers ahead of the economic recovery while prioritizing areas within hiring, such as retention and D&I initiatives. However, many of these same companies do not have the technology and data in place to identify, engage and secure the best contingent talent in the world, while attaining hiring goals,” said Akeroyd. “This exclusive partnership with Eightfold aims to solve this problem with their advanced talent intelligence and our contingent workforce management platform, which also includes the world’s largest global market rate data repository. This partnership is truly a game changer for the industry as it will transform how our customers, which include some of the largest brands globally, source, develop, and redeploy their workforces while lowering costs as well as offer an unparalleled suite of offerings for the contingent workforce.”

With PRO’s new Direct Sourcing and SOW Management tools on the horizon for later this quarter, the solution’s recent, aggressive moves prove that the provider is truly committed not only to its goal of being a centralized talent management platform, but also meeting the evolving requirements of the ever-changing world of talent and work.

Future of Work Friday: A Collection of Thoughts and Insights

General Insights Talent by Christopher J. Dwyer on 06/04/2021

This week, CNN reported that although unemployment rates are at their lowest since before the pandemic hit, there are still over 8 million job vacancies across the country. Retail, hospitality, light industrial, restaurants, etc. are the particular industries where the vast majority of these roles are open. Much of the discussion revolves around the deeper conversation of wage and compensation (and rightfully so), however, businesses in these sectors should seriously consider direct sourcing as an avenue to get candidates into the door, even if they’re not for full-time/longer-term positions.
My wife has worked in the veterinary industry for nearly 20 years. Over the past year, this industry has faced their biggest mass exodus of workers in its history. The main culprit? Employee burnout. Hospitals are so short-staffed that many roles in veterinary medicine, from doctors to specialists to veterinary technicians, are clocking incredible hours, all the while dealing with pandemic restrictions (clients not allowed into the building, hospital employees must come outside and retrieve animals, etc.). This is not the only industry in which its workers are facing extreme burnout. While much of the focus of the past year has been on the rollercoaster of boom-or-bust workforce scalability, business leaders should never forget that the biggest piece of the overall talent experience is whether or not its workers are running on fumes. Worker mental health and well-being should be at the top of the priority list when it comes to how executives manage their total workforce.
Last year, Ardent Partners predicted that the global business landscape would experience a sharp uptick in the utilization of non-employee labor as a direct result of the pandemic’s sweeping organizational ramifications. Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” Today, that number sits at 46.5% and promises to grow as the transformation of talent and work continues. Furthermore, 82% of businesses direct state that the challenging times of 2020 created a bigger need for extended and non-employee talent. If there is one thing that the past 12 months has revealed, it is that workforce scalability is essentially linked to economic survival in the now-chaotic, hyper-competitive world of global business.
In mid-March 2020, safety took precedence over anything else in regard to traditional workplace environments across the world. Stay-at-home advisories, social distancing recommendations, and curfews/lockdowns ruled the day and forced businesses to push the vast majority (or all, in some cases) of its workers into a remote setup. I’ve been reading so many articles recently that state that the hybrid model (mix of in-person and remote work) won’t survive past the end of the pandemic. Well, these pundits couldn’t be more incorrect. Ardent’s research finds that businesses are expected to double the amount of its staff working remotely moving forward, a factor which not only takes into accounts the productivity and efficiency gains experienced over the past year via remote and distributed teams, but also the incredible flexibility that these setups offer.
Ninety-three percent (94%) of business leaders in Ardent’s upcoming State of Contingent Workforce Management 2021 research study stated that their agile or extended workforce is a critical and strategic facet of their organization. If anyone ever had doubts about its continued growth, this finding should alleviate that concern. By the end of 2022, nearly half of the global total workforce will be considered agile/contingent/extended.

What Does 2021 Hold for the Agile Workforce and the Future of Work? (Part II)

Contingent Workforce Talent by Christopher J. Dwyer on 05/24/2021

Last week, we discussed the many tenets of the Future of Work that will play invaluable roles in 2021, direct sourcing, new talent channels, the depth of transformational business thinking, flexibility- and empathy-led leadership, and the overall impact of new technology and innovative solutions.

I once again spoke with several contingent workforce, HR, and talent acquisition technology leaders over the past week to gain their perspectives on what’s in store for the Future of Work and the agile/extended workforce in the months ahead:

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What Does 2021 Hold for the Agile Workforce and the Future of Work? (Part I)

Contingent Workforce Talent by Christopher J. Dwyer on 05/21/2021

If you caught last week’s Contingent Workforce Weekly podcast, we chatted about several distinct attributes of the world of work and talent that will be transformed in the year ahead. In the span of just under 30 minutes, we just barely scratched the surface of the vast possibilities that the Future of Work movement will have on businesses across the globe over the next 12 months, given the many “accelerants” that contributed to work optimization in 2020.

There are many tenets of the Future of Work that will play invaluable roles in 2021, including direct sourcing, new talent channels, the depth of transformational business thinking, flexibility- and empathy-led leadership, and the overall impact of new technology and innovative solutions.

I spoke with several contingent workforce, HR, and talent acquisition technology leaders over the past week to gain their perspectives on what’s in store for the Future of Work and the agile/extended workforce in the months ahead:

The rest of this article is available by subscription only.

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Four Predictions for the Future of Work in 2021

General Insights Talent by Christopher J. Dwyer on 05/17/2021

Ardent Partners defines the “Future of Work” movement as a series of ideas across the talent, technology, and business transformation spectrum that augment how enterprises ultimately optimize how work is done. The challenging events of 2020 did not just stress the limits of business operations, but also accelerated key facets of the Future of Work movement; in fact, some key aspects of the “new normal” that enterprises face in 2021 are, in fact, innovative strategies and solutions that just several months ago were necessary approaches to survive in unprecedented times.

Several critical aspects of the Future of Work movement, amongst others, are crucial beacons of innovation that will assist enterprises in navigating through the initial, unsteady early months of the year ahead:

The (faster-than-expected) evolution of talent engagement and talent acquisition. Less than five years ago, only 12% of talent was engaged and sourced via “real-time” or “on-demand” means, such as digital staffing technology, tech-enabled talent marketplaces, and direct sourcing/talent pool-based programs. Today, that number hovers around a third (33%) of all talent engaged/acquired via real-time means, with a heavy increase expected as 2021 drags on. Ardent Partners expects, for instance, the utilization of direct sourcing strategies to increase threefold over the next 12 months, owed to the fact that talent pools (and their subsequent link to global enterprise recruitment streams) allow businesses to tap into “known and vetted” talent in an on-demand manner. Too, as businesses opt for less in-person interviews and a need for faster time-to-fill rates as a result of workforce scalability, other solutions, particularly talent marketplaces, will become critically important for shoring up the total workforce.
The acceleration of work optimization via true digital transformation. The concept of “digital transformation” has been part of business vernacular for several years, with many C-level executives (hello, CIO!) spearheading initiatives to digitally enhance specific (or all) enterprise processes for maximum optimization, speed, and efficiency. In 2020, businesses quickly experienced the pitfalls of social distancing and closed offices as scores of workers could not execute traditional and repeatable processes without access to a physical location (or, even worse: lack of access to archaic manual processes). Digital transformation in 2021 must be “table stakes” for the typical enterprise as the pandemic continues to disrupt live and in-person tactics.
The rise of flexibility-led leadership. 2020 was the most “human” year of the average business professional (and, thus far, 2021 will surely continue this trend). Pandemic-led anxiety, a lack of schooling or daycare (and the stress of remote learning), and general health concerns sat in constant alignment with the typical stressors of corporate life. Flexibility- and agility-led strategies were quickly employed (i.e., the agile workforce) during the initial phases of 2020’s challenging times, however, there was an undercurrent of another interesting attribute that quietly separated business leaders from one another: the rise of “empathy-led” leadership. Business leaders that led with an empathetic approach are the ones that will be able to build trust, confidence, and, most importantly of all, retention, within the ranks of their highly valued workforce. Converging empathy and agility into flexibility-led leadership allows business leaders to assist their workers during moments of need by providing more flexible work arrangements, measuring productivity by outcomes instead of hours worked, and, in general, being more inclusive of what is happening with the personal lives of their staff.
And…the biggest prediction of 2021: a critical spike in the utilization of the extended workforce. This prediction may have the biggest impact of all: the business world will draw the closest it has ever been to half of its total workforce comprised of non-employee and agile talent. As businesses employ staffing scalability with the optimism of vaccines and economic recovery ahead, the contingent workforce will become ever more critical in helping enterprises across the globe not only survive in these trying times, but also thrive as they seek to truly optimize how work is done.

Evolution, Agility, and the Extended Workforce: A Conversation with Doug Leeby, CEO of Beeline

Talent Technology and Innovation by Christopher J. Dwyer on 05/14/2021

I’m thrilled to welcome Beeline CEO Doug Leeby for an exclusive Q&A session today on CPO Rising. Doug and I chat about the platform’s big news, the evolution of the agile workforce, direct sourcing, and so much more.

Christopher J. Dwyer: Doug, it’s great to have a chance to chat with you. Thanks for spending some time with us. Let’s get to the big news first. Earlier today, Beeline made a major announcement: introducing the solution as an extended workforce platform. Tell us all about it.

Doug Leeby: Thank you, Chris. It’s always great to be with you. Yes, we announced the Beeline Extended Workforce Platform today. In a word, it’s about evolution. We’ve long outgrown the moniker of VMS (vendor management system). While the functionality of a VMS is still core and extremely important, it’s too limiting. The value of external talent has evolved. Talent is talent – it doesn’t matter whether they are employees or non-employees. As such, it needs to be managed not as a procurement category but as a strategic component of the workforce.

Evolving to the extended workforce platform means adding talent-centric value streams to all constituents on the platform – clients, MSPs, suppliers, and the talent itself. It also demands a thoughtful and deliberate approach to building an ecosystem with other great companies. This gives our users access to superior capabilities and benefits that are not associated with VMS today.

CD: One thing that Beeline has been known for is its commitment to both the “talent side” of the industry and the power of intelligence and analytics. How do those attributes factor into the revamped platform?

DL: I appreciate you pointing that out because it is core to Beeline. This is not about managing a commodity – it’s about people. That’s an important starting point. This manifests in the beautiful new hiring manager experience that considers our users as consumers vs. business entities, our integration with behavioral and psychometric solutions, and our new resume visualizer that elevates people from a mere resume. The data (and therefore, analytics) serves as another massive point of differentiation in the market. Beeline’s extended workforce platform leverages our $700B in global talent spend data to provide insights that align behavior with the enterprises’ goals.

The power of data is leveraged in multiple facets of the Beeline extended workforce platform, but perhaps the most exciting and innovative is in the “SmartBuyer” solution we are developing with our long-trusted ecosystem partner, Brightfield. Industry marketing is replete with buzz phrases like “powered by AI.” Much of that is pandering. Machine learning is promising, but it is predicated on having a deep and historical data set that can actually inform with statistical veracity.

CD: Beeline will forever be known as a pioneer and an innovator in the VMS space. How do you foresee current and prospective customers perceiving this exciting new development?

DL: I believe they will appreciate the industry leadership and the fact that we are finally ascribing an accurate descriptor to our solution. The reality is, we’ve been an extended workforce platform for several years. We benefit from exceptionally close relationships with our clients (I define clients as end clients, MSPs and suppliers) and everything we do is geared at listening to their challenges and endeavoring to solve them.

In the early years, our problem solving was more reactive. Over the last decade, we’ve been far more proactive in addressing them. Beeline’s extended workforce platform is clearly future focused and it’s flexible. Early adopters leverage much from our ecosystem now while others take more time but appreciate that these solutions are in place for when they are ready. I’ll give you a couple of examples. Many are taking advantage of our offering via The Mom Project as it is both noble and simple. Direct sourcing offers tremendous savings but requires more planning and not everyone is ready quite yet to pull the trigger.

CD: How do current clients benefit from the extended workforce management functionality?

DL: Well, they are already benefiting as we have been offering many components of our platform and ecosystem for some time, but on March 26, we have one of our biggest and most exciting releases in recent years. This is the culmination of a focus on our three pillars – user experience, data and innovation, and connectivity. There is too much to discuss here but we believe job descriptions and resumes are outdated and ineffective. Despite consistently receiving the highest grades for our user experience, we believe it should be even more intuitive and data driven. We also believe trust is paramount and thus, data security must always be top-of-mind. These are foundational and we must never pursue shiny objects in favor of the core. Having said that, there is a lot of “shine” that’s just really cool as well.

In relation to the pandemic, yes, let’s hope this is soon to be in the rear-view mirror. But to answer your question, this type of technology is paramount to operating in an agile and nimble manner. It enables companies to source remarkable talent that now operates remotely. The idea, for many positions, that the contractor or consultant has to be local is forever shattered. Only a system such as this can provide the reach to find this talent.

CD: What other pathways does this open for Beeline in regard to engaging, sourcing, and managing talent for businesses across the globe?

DL: Great segue, thanks. It opens a lot of pathways. We’ve been vocal that it is our responsibility to open channels of talent next to the traditional PSL (preferred supplier list). I want to be clear – suppliers are a crucial element of this ecosystem and should be honored accordingly. There are opportunities, for specific geographies, goals, etc. to consider complimentary sourcing channels. Direct sourcing is one example. I just referenced remote ability and that clearly provides opportunities across the globe.

We hear a lot about “Total Talent Management.” We think this is more about “Total Workforce Optimization” but soon, via our platform, we’ll introduce some compelling solutions that bring this notion to life and finally render “TTM” more than just a buzz phrase. I still contend companies have a long way to go in terms of getting their arms around their extended labor force and should focus on that prior to thinking about “TTM”, but in keeping with our belief that we should solve tomorrow’s problems today… we’ll be ready.

CD: This is a major shift for not just Beeline, but the industry itself. What is the future of the extended workforce and the technology required to manage and control it effectively?

DL: Workforce agility has risen to the top of the priority list. Nearly everyone is focusing on digital transformation. Thoughtful planning and deployment of the extended workforce is more critical now than ever before. This will only increase, and you’ll see more and more organizations finally address this important talent component as strategic.

The future of all workforce management, not just the extended class, is outcome-based sourcing. We all yearn to unlock the insights historical data offers so that we can be more contemplative and deliberate in how we get work done. This goes back to my comment about this really being about Total Workforce Optimization. Knowing, on the front end, the appropriate “mix of talent” (full time, contractor, freelancer, project based) will be the next profound transformation. The underpinning is data and machine learning.

And we must remember this is about people. Thus, the future will exploit the insights from machine learning while treating labor with dignity and offering value to them as well. Remember, a platform is about its network and as stewards of this platform, we must consider all who engage on it and ensure that we are providing more value to each constituency. Beeline’s VMS is a proven and trusted global leader. It isn’t going away – it is an integral component of the Beeline extended workforce platform. We are simply, but judiciously, adding to the overall value proposition by offering future-proofed, well thought out, talent-centric solutions from one platform.

Extending into High-Volume Workforce Management: Beeline Acquires JoinedUp

Talent Technology and Innovation by Christopher J. Dwyer on 05/12/2021

There is no question that the past 15 months have brought an incredible amount of transformation to the world of work. Although much of the focus was placed on the trials of the great shift to remote work and distributed teams, there was (and continues to be, of course) a large and impactful group of talent that trudged along with their “essential worker” status in the face of a global health crisis: the blue-collar, shift-based, and field service workforce.

While managing the white-collar workforce requires a standard set of operations and processes, there are unique differentiators inherent in tackling the nuances of shift-based and blue-collar workforce management. From workflow and scheduling to time and attendance and complex rate calculations, businesses require a comprehensive set of tools and strategies to effectively manage this intricate sector of talent.

Ardent’s upcoming State of Contingent Workforce Management research study (publishing later this spring) reveals a telling statistic: nearly 75% of businesses state that the pandemic forced them to reimagine traditional workforce management processes, such as interviewing, onboarding, scheduling, workflows, etc. And this was the number-one impact of the pandemic within the world of talent and work, a factor that is even more crucial when applied to the sectors that rely on shift-based and blue-collar labor.

Last week, global Vendor Management System (VMS) and Extended Workforce Management (EWS) solutions provider Beeline announced that they acquired JoinedUp, a high-volume workforce management platform known for its high-impact automation of shift-based, blue-collar processes concerning talent and work. This acquisition will allow Beeline to expand its already robust and end-to-end functionality into a market that is expected to continue to grow steadily.

“For organizations that rely upon shift-based temporary labor, coordination and communication with partnered staffing agencies is critical,” said Doug Leeby, CEO of Beeline. “The world of high-volume staffing is very different from that of long-term assignments and has many nuances and complexities that have, to date, been underserved. The JoinedUp solution is, without question, a Best-in-Class product designed specifically to improve fulfillment, speed, and accuracy for both the client and the staffing agency.”

VMS technology is not traditionally known for its prowess with shift fulfillment, a hallmark of the JoinedUp platform. As more and more industries, particularly those within healthcare, light industrial, and manufacturing, increasingly tap into and rely on agile talent to get work done, it will become even more critical for site managers to meet goal-fill shifts and ensure positive impacts on overall productivity and production.

What is particularly interesting about this union is the convergence of Beeline’s extended workforce management (and VMS) functionality and JoinedUp’s unique automation around time capture and its link to complex rate calculations. By acquiring JoinedUp, Beeline users (particularly staffing suppliers in high-volume and blue-collar industries) can transform shift fulfillment from being mostly manual in nature to become fast, efficient, and data-fueled.

JoinedUp’s platform offers on-demand automation of unique high-volume workflows that influence the ultimate productivity of a given shift; afforded a deeper and intelligent view of these tasks and processes will allow Beeline’s users to transform how they staff critical-impact shifts and execute on real-time issues that require agile talent decisions.

“Having owned a staffing agency catering to shift-based labor, we experienced the inefficiencies in scheduling, onboarding, reconciling invoices, and manually tracking SLAs,” said Adam Thompson, JoinedUp co-founder and owner. “We created JoinedUp as a solution uniquely focused on improving process and profitability for both clients, and staffing agencies. We are thrilled to be a part of the Beeline family and believe that together, we offer something nobody else in our industry does.”