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Christopher J. Dwyer

The Convergence of Soft Skills and Skills-Based Hiring (and the [Near] Future of Recruitment)

Talent Acquisition by Christopher J. Dwyer on

Over the past several years, there has been a raging debate around what is seemingly more important for a business’ overall success regarding its workforce: “hard skills” or “soft skills.” The longstanding argument for top-billing between hard skills and soft skills has been a defining narrative in the realms of talent acquisition, recruitment, talent management, and overall workforce planning.

An Evolving Workplace Shifts Traditional Skills Requirements

Historically, hard skills, encompassing specific technical proficiencies and measurable expertise, have often taken precedence in hiring decisions. These skills (think areas such as coding, data analysis, or engineering) were traditionally deemed as tangible indicators of overall alignment between pure job prerequisites and the ability (or potential) for a candidate to meet those requirements.

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How Next-Generation MSPs Will Transform Total Talent Management

Contingent WorkforceTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

For the past decade (plus), total talent management has often been akin to chasing a mirage in the business landscape—a tantalizing concept that’s been discussed widely, but rarely (very rarely) seen in its entirety within global organizations. While we’ve occasionally encountered fragments of total talent programs in a few enterprises, and observed specific facets of these endeavors, like total talent acquisition and procurement and HR collaboration, being embraced by forward-thinking workforce management solutions (and enterprise programs), the full realization of this concept has remained an elusive pursuit.

Total talent intelligence serves as the foundational bedrock of comprehensive talent management, drawing a wealth of invaluable insights from the combined workforce of both full-time employees and non-employees. This multifaceted approach hinges on the seamless integration of data originating from diverse sources, including Human Resources Information Systems (HRIS), Vendor Management Systems (VMS), Applicant Tracking Systems (ATS), Freelancer Management Systems (FMS), and an array of analogous platforms like direct sourcing, digital staffing, etc. This comprehensive data synthesis empowers organizations with unprecedented depth and clarity into their entire talent pool, ushering in a new era of data-driven workforce management.

The rest of this article is available by subscription only.

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

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.

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The Power of the Company Brand in Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on

One of the hallmarks of direct sourcing that is sometimes lost in the aura of its growth is the link between its strategic innerworkings and an organization’s corporate brand. In fact, leveraging company branding in external communications, job portal/job board development, and ongoing candidate communications is a crucial piece of a Best-in-Class direct sourcing program.

According to Ardent Partners and Future of Work Exchange research, nearly 75% of businesses state that the ability to leverage their brand has been a value-added aspect of direct sourcing. In a candidate-driven market (and with the candidate experience as a top-of-mind focus for talent acquisition, HR, and other leaders), an employer’s brand is often a first impression for potential workers. Companies that are socially, ethically, and environmentally responsible, and those that are known for positive effects on the community, can typically draw high-end talent to branded job portals/job boards (and other outlets) based solely on the power of their brand.

The rest of this article is available by subscription only.

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

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.

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The Continued Impact of the Extended Workforce

Contingent Workforce by Christopher J. Dwyer on

As the workforce adapted to remote and hybrid models over the past three-plus years, enterprises shifted their focus towards optimizing work strategies to ensure operational continuity in the face of the ongoing pandemic and global supply chain disruptions, as well as other enterprise challenges (such as today with rocky economic conditions). The concepts of operational agility and flexibility took on newfound importance, reshaping approaches to talent acquisition and management, especially in the realm of extended workforce.

One of the key competitive advantages during these challenging times has been scalability. Organizations found themselves evaluating how swiftly they could scale their operations up or down and secure top-notch talent during both times of survival and times of success.

The rest of this article is available by subscription only.

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

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.

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The Future of AI Regulation Is Shaped By…Hollywood?

Business LeadershipTechnology and Innovation by Christopher J. Dwyer on

There’s a reason why there were so many new documentaries and non-fiction content on streaming platforms over the summer (and now into the fall): if you hadn’t heard by now, a massive strike between Hollywood writers and studios shaped months of entertainment, with an impact that will be felt well into 2024. With writers on picket lines and unable (and, rightfully so, unwilling) to work within the Hollywood’s dizzying array of multimedia and content engines, streamers like Netflix filled binge-watch marathons with true crime documentaries and similar shows and films.

Of course, just last week, the writers and studios (finally) agreed to terms on a ratified agreement that will be voted on over the early weeks of October. While there aren’t many links between the entertainment industry and the contemporary business arena, there is something at play in the strike that speaks volumes about how we work…and how artificial intelligence will play a pivotal role.

One of the major bargaining points from the writers’ side was the addition of structured parameters over the utilization of AI in development of scripts and related content. Generative AI is many things to many processes, however, what it’s been known for since exploding in 2022 is the, well, auto-generation of text in near-real-time.

Given that generative AI platforms like ChatGPT pull from seemingly-endless and open sources of content (including books, scripts, etc.), there has been a concern that studios could easily build foundational writing in an automated fashion without human intervention, or, in a simpler sense: outright replace human writing, and, thus, put more money in their pockets by circumventing an age-old means of producing content.

The WGA’s deal with Hollywood is a landmark case that has long-reaching implications for every industry, not just multimedia and entertainment, for one major reason: a major centerpiece of the ratified agreement includes regulations around the usage of artificial intelligence.

The agreement includes this section, which seems to be a first of its kind:

We [the WGA] have established regulations for the use of artificial intelligence (“AI”) on MBA-covered projects in the following ways:

  • AI can’t write or rewrite literary material, and AI-generated material will not be considered source material under the MBA, meaning that AI-generated material can’t be used to undermine a writer’s credit or separated rights.
  • A writer can choose to use AI when performing writing services, if the company consents and provided that the writer follows applicable company policies, but the company can’t require the writer to use AI software (e.g., ChatGPT) when performing writing services.
  • The Company must disclose to the writer if any materials given to the writer have been generated by AI or incorporate AI-generated material.
  • The WGA reserves the right to assert that exploitation of writers’ material to train AI is prohibited by MBA or other law.

In a mainstream arena dominated by tech firms, who are often on the cusp of innovation, it is interesting to note that Hollywood will be the first major industry to truly ratify the utilization of AI. Artificial intelligence and generative AI tools can be leveraged by both sides (writers and studios) within the parameters of this new agreement; however, the hard details ensure honest disclosures of the limits of how these tools are utilized to develop content (by both sides).

All of this speaks one incredible truth about the future of this hot technology: AI will be leveraged as an augmentative force and a powerful enhancer rather than a straight-up replacement for human-led work. Artificial intelligence is an incredibly influential swath of automation that is already transforming the ways we think about how we work.

The explosion of AI-led tools, particularly ChatGPT, has ushered in a new era of the “robots vs. humans” (or, if we’re including decades of business history, “automation vs. humans”) debate that has raged for years given the utmost focus and criticality of digital transformation efforts. As the conversation shifted, and, as the permanence of AI-in-business notion became reality, the utilization of AI became equal parts “replacement” and “rights” in terms of how the technology could be leveraged in the corporate arena.

The WGA’s long push for AI ratification and regulation (as well as other much-deserved benefits) is a hallmark case for a very critical reason: it reflects the very future of how artificial intelligence will be regulated in the business realm, especially as enterprises continue to reimagine not only how work gets done, but also how AI and human convergence is structured in the months and years to come.

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A New Era of Innovation, Part VI: The The Future of Workforce Technology

Solution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Over the past several weeks, the Future of Work Exchange has showcased a series of articles dedicated to the latest wave of innovation in the realm of technology associated with the Future of Work movement. This special feature series shone a spotlight on trailblazing providers who are not only transforming the methods by which businesses discover, engage, acquire, and oversee talent but also on how they harness this talent to enhance their work processes.

With advancements in areas like direct talent acquisition, digital staffing, Vendor Management Systems (VMS), extended workforce management, total talent management, and Managed Service Provider (MSP)-led services, the field of workforce solutions has emerged as a revolutionary influence in the contemporary business landscape. Its nimbleness empowers companies to stay at the forefront of change, its adaptability aligns with the shifting nature of work, and its relentless pursuit of innovation consistently reshapes the terrain of talent acquisition and management.

As businesses continue to navigate the ever-evolving landscape of talent, the workforce solutions industry remains an essential catalyst for success, providing the essential tools and strategies necessary to thrive in an increasingly competitive environment. Today, we introduce four additional solutions that epitomize this new era of innovation.

The rest of this article is available by subscription only.

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

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.

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Digital Staffing’s Impact on the Future of Work

Contingent WorkforceDirect SourcingTalentTechnology and Innovation by Christopher J. Dwyer on

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. In essence, digital staffing technology is a multifaceted approach that revolutionizes how companies access, engage, and manage their extended workforce (which, as FOWX research has found, comprises upwards of 49.5% of the average company’s total workforce).

The rest of this article is available by subscription only.

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

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.

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