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Contingent Workforce

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.

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The Impact of Contingent Workforce Management Analytics

Business LeadershipContingent WorkforceGeneral InsightsTalent by John Yuva on

Today’s total talent management strategies rely on analytics to execute workforce objectives. For extended workers who comprise nearly half of enterprises’ entire labor force (49%, according to our research), analytics are even more crucial to developing metrics and optimizing performance. Recent Ardent Partners and Future of Work Exchange research indicates that 81% of organizations cite the improvement of contingent workforce management (CWM) analytics as a priority, highlighting the importance of deeper, more insightful data and analysis.

CWM Analytics for Insights

According to Beeline, a leading contingent workforce solution provider, “For many organizations lacking formal analytics and reporting on their contingent workforce, identifying key metrics can even be challenging.” The focus on analytics goes well beyond hiring, scheduling, and payment data, to include deeper areas of concentration. The following are several analytic subsets imperative to contingent workforce management and performance.

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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New Kids on the Block — Gen Z in the Workplace (Part Two)

Business LeadershipContingent WorkforceGeneral InsightsHRTalentTalent AcquisitionUncategorized by John Yuva on

In part one of our two-part series exploring the pandemic’s effects on Generation Z in the workplace, several studies revealed Gen Z endured learning challenges and subsequent skills deficiencies. Soft skill inadequacies make it difficult to adjust to today’s workplace demands.

Today, we feature part two, exploring how enterprises can most attract and retain Gen Z employees. Not surprisingly, those strategies are closely tied to offering programs and services associated with the lasting emotional impacts of the pandemic.

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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Beeline’s Future-Forward Approach: Revolutionizing the Extended Workforce

Contingent WorkforceProcurementSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Ardent Partners and Future of Work Exchange research routinely points to the realm of “total talent management” as a critical offshoot of the greater Future of Work movement. The very ideas around total talent, in which businesses effectively blend catch-all and centralized strategies and processes for end-to-end talent acquisition (both direct hire/FTEs and contingent labor) and talent management (again, both sides), are typically divisive in the industry.

This is why the Future of Work Exchange has pointed to “total talent intelligence” as a gateway of sorts to bigger total talent management programs and initiatives. And, a crucial piece of total talent intelligence is total visibility into the extended workforce and its many forms.

Beeline, a market-leading Vendor Management System (VMS) and extended workforce platform, unveiled its new and innovative “Global Workforce Intelligence” (GWI) offering, as well as a new offering targeted at mid-sized contingent workforce programs (“Beeline Professional”).

The availability of the GWI tool is a watershed moment for the workforce solutions arena, as Beeline’s new tool will provide business users with enhanced levels of visibility into the totality of the non-employee workforce. This is an especially welcomed innovation for the industry, as the extended workforce has grown so large and complex (49% of the average company’s total workforce), and, with the advent of “omni-channel talent acquisition,” become ever-spread across numerous channels and sources (such as expert networks, talent marketplaces, direct sourcing-developed talent communities and talent pools, etc.).

In a press release, Beeline’s CEO, Doug Leeby, stated, “We help companies overcome the complexities of the modern workforce. Beeline’s solutions are filling gaps that have previously hindered the optimization of the extended workforce, enabling organizations to maximize every member of their workforce and gain a clear competitive market advantage.”

Gaining access to true, real-time talent intelligence across all workforce systems (not just VMS tools) isn’t just a boon for the progressive enterprises seeking total talent transformation; GWI is a solution that enables so much more, including dynamic viewpoints of compliance, real-time labor risk assessments, and enhanced workforce planning (and workforce optimization).

Beeline’s other new offering, Beeline Professional, is aligned to small- and mid-sized extended workforce management programs (under $25M in annual contingent workforce spend) that require access to a powerful array of VMS and extended workforce functionality. Beeline Professional was developed with pre-designed dashboards, tools, reports (and analytics), and workflows that can be harnessed without typical enterprise software implementation efforts.

Ardent and FOWX research finds that nearly 90% of programs of this size experienced an increase in utilization of extended labor going into 2023; these programs are also facing a major technology gap, as nearly 70% of small- and mid-sized extended workforce programs lack the required automation to effectively optimize their contingent workforce to be better-aligned with work that needs to be done.

“For far too long, extended workforce solutions have catered to enterprises and ignored the unique needs of mid-sized programs,” said Leeby. “Using insights from over the last 20+ years in the industry, Beeline Professional is uniquely tailored to meet the core needs of mid-sized programs without compromising quality and innovation.”

Beeline’s new GWI and Professional offerings exemplify the company’s enduring dedication to workforce innovation, showcasing their profound, Future of Work-driven vision aimed at maximizing the extended workforce’s impact and value.

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Announcing the 2023 Digital Staffing Technology Advisor Report

Contingent WorkforceDirect SourcingTechnology and Innovation by Christopher J. Dwyer on

Omni-channel talent acquisition has become a centerpiece of the Future of Work movement. Revolving around the concept that enterprises are now enabled with a variety of talent sources that can be converged to drive real-time skills alignment, on-demand hiring, and enhanced visibility into deeper attributes of candidates, the idea of omni-channel acquisition reflects the veritable evolution of talent engagement.

While traditional staffing suppliers are still a critical piece of the extended workforce and everyday hiring, 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.

With this in mind, Ardent Partners and the Future of Work Exchange have developed the new Digital Staffing Technology Advisor report, which was designed to help HR, procurement, human capital, and talent acquisition executives navigate the digital staffing technology market. This report analyzes and assesses the primary solution providers in the marketplace today within the direct sourcing, talent marketplace, workforce management, and freelancer management technology industries.

The new Digital Staffing Technology Advisor analyzed and assessed 13 distinct providers of digital staffing, expert network, direct sourcing, talent marketplace, and freelancer management solutions, and is the ideal guide for those enterprises seeking to make an investment in these platforms in the months ahead.

Click here to download the new study, which is complimentary for qualified procurement, HR, talent acquisition, and talent management practitioners.

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Optimize Your Workforce with Recession-Proof Strategies, Part Three

Business LeadershipContingent WorkforceDiversity and InclusionGeneral InsightsHRTalentTechnology and InnovationUncategorized by John Yuva on

Today concludes our three-part series exploring several contingent and workforce strategies to achieve a recession-proof enterprise.

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market provides the Federal Reserve with the flexibility to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not.

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.

read more

Optimize Your Workforce with Recession-Proof Strategies, Part Two

Business LeadershipContingent WorkforceGeneral InsightsHRTalentTechnology and Innovation by John Yuva on

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market allows the Federal Reserve to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not. Due to the expectation of continued interest rate increases and the potential ramifications, uncertainty remains among executives and their enterprises. Thus, many are considering strategies over the next six to 12 months to recession-proof their critical workforce and their organizations.

With that in mind, the Future of Work Exchange features part two of a three-part series exploring several contingent and overall workforce strategies to achieve a recession-proof enterprise over the next few weeks. Part two explores the next three strategies.

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.

read more

Optimize Your Workforce with Recession-Proof Strategies, Part One

Business LeadershipContingent WorkforceGeneral InsightsHRTalent by John Yuva on

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market provides the Federal Reserve with the flexibility to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not. Due to the expectation of continued interest rate increases and the potential ramifications, uncertainty remains among executives and their enterprises. Thus, many are considering strategies over the next six to 12 months to recession-proof their critical workforce and their organizations.

With that in mind, over the next few weeks, the Future of Work Exchange will feature a three-part series exploring several contingent and overall workforce strategies to achieve a recession-proof enterprise. Let’s begin part one this week with a look at our first three strategies.

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.

read more
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