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Direct Sourcing

How Opptly Is Reimagining AI in Talent Acquisition

Direct SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

In the greater world of talent and work, there is a convergence at hand. The growing focus on skills-based hiring is merging with business-led utilization of artificial intelligence to present a refreshing means of talent engagement and talent acquisition that promises to cut through the ever-raging “war for talent” that has been encompassing the corporate arena for years.

Ardent Partners and Future of Work Exchange research has found that nearly 75% of enterprises currently struggle with finding the best-aligned skillsets for open positions, an alarming statistic that proves that businesses will continue to grapple with a volatile labor market. The application of AI within the business stratosphere (especially over the past 18 months) has served as a veritable catalyst for recruiters, hiring managers, HR, and talent acquisition leaders to thrive in this environment.

Amidst the sweeping changes of the Future of Work movement, it’s evident that talent curation needs a profound shift. Traditional approaches no longer suffice in a world where versatility and adaptability reign supreme. As automation, innovation, and next-generation technology redefine talent acquisition, the “art” of talent curation has been reimagined; this transformation in talent curation is vital to foster a dynamic workforce capable of thriving in the ever-evolving workplace of the future.

Opptly, a proprietary AI platform company providing direct sourcing solutions as well as custom AI models and applications for both the contingent and full-time workforce to enhance talent-matching, and next-generation talent acquisition, recently announced the launch of its “Opptly.Curate” application, which promises to reshape how artificial intelligence and talent curation intersect.

“Opptly.Curate was designed and developed to further our mission to remove friction between talent and work by putting the power of our AI directly in the hands of the curator,” said Lori Hock, CEO of Opptly. “With Opptly.Curate, we have achieved our goal to deliver an intuitive user experience for curators to accelerate the most accurate talent matches.”

Opptly.Curate’s purpose-built and agile curator interface facilitates advanced interactions with the platform’s robust AI capabilities, providing curators with a streamlined, efficient solution for aligning talent with work opportunities.

The platform aids recruiters and other talent leaders with enhanced efficiency and precision, ensuring that every connection made between job seekers and job recommendations possibilities is not just seamless, but optimized for success based on numerous factors, from which curators can leverage into decision-making, most critically, the alignment between skills and expertise. Opptly.Curate’s commitment to facilitating such precise and efficient matches is a testament to its dedication in revolutionizing the talent curation landscape with its robust, skills-centered AI functionality.

Opptly.Curate offers supercharged functionality that enables the use of a success profile to interpret the contextual nature of the use of skills required, talent matching, search and refine capabilities and more.  Users can tailor job descriptions and search requirements, achieving direct and immediate results, enhancing the overall talent acquisition process. In a skills-based business environment, Opptly.Curate presents an idyllic platform that represents the future of hiring. With artificial intelligence as an agile backdrop, the solution enables enterprises with the ability to transform talent acquisition; the offering’s progressive, “skills DNA” analytical capabilities allow business leaders to configure next-level talent matches based on hundreds of variables.

Skills-based hiring has become a cornerstone of the Future of Work movement, along with the digital transformation inherent within the talent acquisition arena. Opptly’s commitment to the art of talent curation, along with a powerful array of AI-fueled functionality, represents a synergy of skills-based hiring, next-generation talent engagement, and Future of Work-era strategies.

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Harness Direct Sourcing and Talent Pools for Workforce Agility

Direct Sourcing by John Yuva on

Over the past few years, direct sourcing has emerged as perhaps the hottest talent-led strategy in the world of both talent acquisition and contingent workforce management. In pre-pandemic times, businesses understood that expanding their talent engagement efforts on building internal talent communities (via enterprise-led “agencies” that eschewed middle entities like staffing suppliers) was a powerful way to infuse new skillsets into the greater organization. During the pandemic, direct sourcing served as a robust means of keeping candidates engaged during uncertain times and augmenting workforce scalability. Today, direct sourcing represents the very future of talent acquisition.

With an ever-increasing number of talent channels, including digital staffing marketplaces, traditional staffing vendors, professional services, talent networks, and social media platforms, the ability to match project requirements with available skillsets has never been easier. However, it has also never been more competitive or difficult. Businesses that harness the power of direct sourcing and talent pools have the ability to develop an agile workforce which can be the key differentiator needed to advance and grow in a marketplace that rewards dynamic, talent-led responses to new business pressures and challenges…especially what could be ahead as 2023 unfolds.

With so many organizations yet to undertake this journey, it is imperative to revisit these guidelines for direct sourcing success:

  • A deep understanding of total enterprise skillsets is required. No matter the industry, each organization is comprised of a collection of skillsets that, in aggregate, contribute to how work is done. Direct sourcing programs thrive on “skillset intelligence;” without it, initiatives lose their flair. If hiring managers understand which skillsets are in abundance or in high demand and which will be needed in the near future, building initial talent attraction strategies will be much more effective.
  • Integrated procurement, HR, and talent acquisition competencies are necessary for early-stage direct sourcing. The capabilities of these three units are required for a direct sourcing program to succeed: 1) procurement’s influence will drive hard cost savings through talent channel optimization, 2) HR’s impact will guide hiring managers and stakeholders to engage the strongest candidates, and 3) talent acquisition will drive the strategic vision for how to source talent based upon current and expected needs.
  • Focus on both brand and experience. The employer brand can be powerful in today’s labor market; many candidates want to ensure that they work for organizations that share their cultural and societal values. Also, the omnipresent notion of the “candidate experience” should guide direct sourcing processes such that job recruits experience a positive journey no matter if they are merely sitting in a talent pool or actively engaged for an open position or project.
  • Segmentation is more valuable than it initially seems. Segmenting talent pools may seem like a basic strategy; however, it can pay incredible dividends. Talent pool segmentation, be it via geography, compensation, skill, remote or in-person, certification, etc., allows hiring managers to quickly focus in on the talent required for a highly-complex project or initiative. Taking the time during the front-end of the direct sourcing process to segment talent pools can be hugely impactful to the overall program.
  • In direct sourcing, selecting and utilizing the right solutions is job one. The inherent power of today’s contingent workforce, human capital, and digital staffing solutions provides enterprises with the ability to automate crucial aspects of talent pool development and integrate these sources into the business’ broader talent acquisition processes. MSP solutions, VMS technology, and direct sourcing platforms all contribute to create a human- and technology-led direct sourcing program, helping to launch the initiative and ensure that all hiring managers have the ability to quickly access available talent pools.
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The Reality (and Future) of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on

In the ever-evolving realm of workforce management, every “hot” topic comes with its fair share of buzz. Yet, amid the hype machine that often surrounds emerging strategies, the question arises: does direct sourcing fit the mold, or is its true significance more profound than the proclamations of technology providers, executive leaders, and industry pundits (like us!) over the past few years suggest?

One of the primary challenges in understanding the true impact of direct sourcing revolves around the complexities inherent in such a program and the precise definition of genuine direct sourcing. Do enterprises that meticulously curate their talent and channel candidates into a talent pool truly encompass direct sourcing within their core workforce strategies? Does a comprehensive approach to direct sourcing, encompassing segmentation, integration into primary recruitment streams, and the facilitation of talent nurture, necessitate automation to earn its place as a cornerstone program?

Direct sourcing, as it turns out, is unlike any other workforce strategy. Even its individual components, when harnessed effectively, can yield substantial benefits. Companies that prioritize in-depth talent curation and the optimization of talent communities frequently arm themselves with top-tier candidates in an era where experience and skillsets reign supreme. However, to propel attributes such as talent nurture, referrals, and skills-based hiring to the forefront of a global hiring strategy, more advanced capabilities—particularly those enabled by direct sourcing platforms and artificial intelligence—are essential.

Yet, challenges persist. Executive buy-in, functional collaboration, and recruitment disparities can impede the success of direct sourcing initiatives. Talent curation alone does not offer a panacea, nor does merely applying direct sourcing-like processes to existing talent acquisition capabilities. Enterprises must look to the driving forces behind direct sourcing adoption as motivation to implement the necessary end-to-end measures. Cost savings demand agile talent engagement and the direct integration of talent pool/community candidates into existing recruitment streams. Enhancing the candidate experience mandates that AI and related technologies, especially in a mobile context, are central to every candidate’s journey.

The Future of Direct Sourcing: A Transformational Shift

The world of work and talent has undergone a profound transformation. Outdated talent acquisition strategies are no longer sufficient in the pursuit of high-quality, deeply-aligned, and agile workers. In a business landscape characterized by flexibility and innovation, direct sourcing has emerged as a potent, multi-faceted initiative. It has the potential not only to revolutionize the way enterprises find the talent they need but also to redefine the very essence of talent engagement.

As we move into 2024, direct sourcing programs, bolstered by end-to-end automation, are set to flourish. This resurgence is driven by the impact of omni-channel talent acquisition, where enterprises leverage a variety of talent sources to create flexible talent communities. In an environment more open to total talent management than ever before, direct sourcing could be the transformative strategy that reshapes the talent acquisition landscape.

Direct sourcing has seen its share of hype in recent years, particularly in the aftermath of a global health crisis that forced enterprises to reevaluate their talent acquisition methods and seek real workforce scalability—something that direct sourcing delivered in abundance. As the future continues to unfold, with external factors influencing business operations, direct sourcing will demonstrate its enduring value as a foundational talent acquisition strategy that also serves as a talent sustainability engine, solidifying its role in the workforce management landscape of tomorrow.

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Talent Sustainability and Workforce Scalability: The Hallmarks of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on

When we think of “sustainability,” it often brings to mind the idea of businesses operating in a way that benefits the environment, the broader community, and society at large. However, in the realm of the workforce, sustainability takes on a different meaning. It’s about a business’s capacity to maintain a self-sustaining ecosystem of talent by adeptly tapping into dynamic talent sources and channels. Direct sourcing, with its multifaceted intricacies, plays a pivotal role in this concept of talent sustainability.

Through the strategic application of direct sourcing methods and technology, along with the continuous upkeep of internal talent communities and talent pools, companies can construct a seamless pathway towards talent sustainability. By harnessing workforce solutions like extended workforce technology and Vendor Management Systems (VMS), by optimizing direct sourcing avenues, by tapping into next-generation innovations like artificial intelligence, and by fostering both private and public talent communities, organizations can establish self-replenishing reservoirs of talent that serve several critical purposes:

  • Adapt to the ever-changing skill requirements across the enterprise, in alignment with product development and the evolving needs of the organization.
  • Reflect the existing expertise and skill sets within the enterprise that can be harnessed for real-time deployment.
  • Empower hiring managers and other talent-focused leaders to employ nurturing and candidate experience strategies, ensuring that all networked workers remain open to reengagement for new or ongoing projects and initiatives.

In scenarios where significant skills gaps or a shortage of high-impact expertise occur, the concept of talent sustainability becomes a crucial ally for organizations. It enables them to create self-sustaining ecosystems of candidates who can be flexibly and promptly mobilized to address the ever-evolving demands of the global business landscape.

Scalability, much like sustainability, is a coveted objective for modern enterprise functions, offering businesses substantial rewards when they can expand their processes and strategies. In the realm of talent acquisition and human capital management, scalability assumes fresh importance, particularly in the wake of a global health crisis that thrust many organizations into the uncharted waters of aligning workforce depth with the unpredictable fluctuations of the market.

Within the context of direct sourcing, scalability encapsulates two distinct concepts:

  • Optimizing direct sourcing processes. This involves enhancing direct sourcing processes through seamless internal integration and end-to-end automation, allowing the strategy to be seamlessly applied to hiring initiatives across the entire organization.
  • Extending the value of direct sourcing. It also entails harnessing the undeniable value of direct sourcing to dynamically scale the workforce in response to internal and external factors.

When executed effectively, direct sourcing influences both FTE nd non-employee hiring. This means that enterprises can capitalize on talent communities, talent pools, and robust talent nurturing capabilities to swiftly expand their workforce in alignment with their specific needs…something is incredibly desired in today’s frenetic and evolving business landscape.

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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).

As we inch closer and closer to 2024, it becomes abundantly clear that digital staffing technology is no longer confined to the basic online talent portals and freelancer networks that once characterized its typical candidate reach. Instead, today’s digital staffing platforms have morphed into full-fledged workforce management automation tools. They not only facilitate candidate engagement but also play pivotal roles in talent community development, talent pool creation, candidate experience management, and other progressive facets of extended workforce management. These platforms have transcended the boundaries of simple talent acquisition and have ushered in a new era of efficiency and innovation in workforce management.

Ardent Partners and the Future of Work Exchange recently discovered that utilization of digital staffing solutions has experienced an exponential growth of nearly 800% over the past five years. This statistic is nothing short of a testament to the profound impact these platforms have had on the Future of Work movement and the broader world of work and talent. It signifies a paradigm shift in how businesses approach talent acquisition and workforce management, reflecting an industry-wide recognition of the potential and benefits that digital staffing technology brings to the table.

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.

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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.

And, to boot, today’s direct sourcing platforms and solutions are not just conduits for end-to-end automation of talent pool development, talent nurture processes, back-end analytics, and Applicant Tracking System-enabled functionality, but also powerhouse marketing solutions that can revolutionize an enterprise’s brand (down to the colors and aesthetics of a company logo) and ensure that a job board or job portal reflects all the nuances of this brand.

Furthermore, these platforms empower organizations to craft a consistent and compelling narrative. They allow for the seamless integration of brand messaging, from mission statements and core values to visual elements like logos and color schemes. This unified brand presence across job portals and communications serves as a magnet for top-tier talent, as candidates are drawn to companies that not only offer promising career opportunities but also align with their own values and aspirations (and career goals).

Direct sourcing strategies have evolved into multifaceted programs that extend beyond recruitment and hiring. They function as potent instruments for enhancing and amplifying a company’s brand identity, ensuring that every touchpoint with potential candidates reinforces the organization’s values and mission. As the competition for talent intensifies, and as today’s labor market becomes even more volatile, harnessing the power of branding within direct sourcing becomes an indispensable strategy for attracting, engaging, and retaining the top-tier, Best-in-Class talent.

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

Contingent WorkforceDirect SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

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.

Moreover, the impact of these technological advancements extends well beyond the initial and traditional hiring and recruitment phases. Workforce management has become a finely-tuned symphony, where AI-driven tools optimize scheduling, employee engagement, and skill development (skills-based hiring, anyone?). The very concept of “work” is evolving, too, with the Gig Economy and remote work arrangements offering unprecedented flexibility and opportunity for businesses and candidates alike.

From talent engagement and talent matching to real-time project alignment and deeper total talent intelligence, the power of AI is omni-present in our world. Platforms like Opptly are changing the very fabric of talent acquisition through next-generation, AI-fueled functionality. Solutions such as HiredScore are powering a new era of talent intelligence through AI-led tools, while Glider’s AI Skill Intelligence Platform offers the ability to thoroughly assess skills, ensure suitability, and expand recruitment innovation.

The evolution doesn’t just stop at artificial intelligence, though. The technology revolution in the talent acquisition and workforce management arenas is ever-present in today’s forward-thinking VMS and direct sourcing platforms.

Beeline’s focus on the extended workforce and its wide-ranging confluence of progressive tools has positioned the industry’s largest independent VMS provider as a nexus of innovation. Platforms such as FlexTrack are also reinventing workforce management technology, considering the solution’s foundation of Salesforce Lightning integration and enterprise-wide ecosystem integration. Providers like Prosperix offer next-gen functionality that traverses the interesting line between new-age VMS and direct sourcing automation.

WorkLLama’s industry-unique blend of ATS, talent cloud, and digital recruitment functionality is a powerful convergence of direct sourcing technology. LiveHire, who has been offering direct sourcing tools for over a decade, continues to innovative around its total talent offerings and deep, end-to-end workforce management functionality.

HireGenics continues to advance the workforce management solutions arena by introducing its “Smarter Workforce Management” suite of offerings, which include direct sourcing, MSP services, workforce advisory, RPO tools, and more.

The “digital staffing” industry, which includes the aforementioned direct sourcing arena as well as talent marketplaces, expert networks, and freelancer management tools, is actively transforming the ways businesses address on-demand talent acquisition. Upwork’s continued innovation has reimagined the relationship between enterprises and its non-employee talent through end-to-end automation, a fine-tuned candidate experience, and AI-infused workforce management functionality. Toptal converges its “top 3% of talent” network with on-demand talent acquisition services and a human-led touch to balance next-generation hiring. High5 is one of the most innovative solutions in the total talent stratosphere, with its distinctive talent network, a true commitment to diverse hiring, and an online talent platform that embraces artificial intelligence within the fabric of its offerings.

Providers like Graphite continue to revolutionize the realm of expert network solutions, especially considering its deep commitment to artificial intelligence, real-time talent engagement, and a deep network of top-tier workers. Reflik is a cutting-edge talent network platform that blends crowdsourcing innovation with contemporary recruitment offerings that optimize hiring.

In this era of perpetual growth and revolution, the future of talent acquisition and workforce management is actively reflected in the myriad solutions that are paving the way for the future of how we work. The emergence of advanced technologies and innovative approaches is reshaping the very foundations of how we source, nurture, and retain talent in this ever-evolving landscape.

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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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A New Era of Innovation, Part IV: The Future of Work Awaits

Contingent WorkforceDirect SourcingSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Over the past three weeks, the Future of Work Exchange has featured a series of articles that have highlighted the innovation occurring within the world of workforce management, talent acquisition, and staffing technology and solutions.

We live in a new era, one that is heralded by evolution, innovation, and acceleration…all part of the “Future of Work movement” that dictates how we work and how we thrive. Talent is the centerpiece of this movement, a veritable engine of sorts that drives innovation, sparks ideation, and facilitates competitive differentiation in a globalized market that thrives on expertise and top-tier skillsets.

The 2023 business climate requires more focus on “talent sustainability,” which refers to the strategic approach that organizations take to ensure the long-term prosperity of their enterprise by attracting, retaining, and nurturing their workforce. It encompasses creating an environment that promotes employee engagement, development, and well-being, while aligning with the organization’s goals and objectives. By investing in their workforce’s growth and development, businesses can unlock the full potential of their employees, driving productivity, innovation, and ultimately, profitability. Additionally, adopting a socially responsible and ethical approach to talent management can help to create a sustainable and equitable workforce, which benefits both the organization and its employees.

The progression of workforce solutions reflects the notion of talent sustainability, as today’s talent management platforms and systems represent this “candidate-centric” focus, as well as the acceleration of key Future of Work-era elements, particularly direct sourcing, omni-channel talent acquisition, and innovative talent-led strategies.

High5

High5 is not just a “total talent” platform, but also a pure representation of omni-channel talent acquisition technology and solutions. The organization blends a unique array of tools and services under one umbrella platform, with an innovative convergence of digital recruitment, direct sourcing (and managed direct sourcing), talent marketplace, candidate assessment, staffing infrastructure, and extended workforce management offerings that actively revolutionize the ways enterprises find, engage, source, manage, and retain top-tier talent.

What sets High5 apart and differentiates the solution from others in this arena is its powerful, talent-led offerings are an ideal alignment with the candidate-centric priorities of businesses today. High5 presents a frictionless candidate engagement process that quickens time-to-fill rates while also revamping talent assessments and onboarding processes; the vetted talent included in their vast candidate community represents top-tier expertise and skillsets.

In essence, High5’s solution is the convergence of total talent management, and, of course, Future of Work-era concepts.

Prosperix

Prosperix, formerly known as Crowdstaffing, rebranded nearly two-and-a-half years ago at a critical time in the business arena; the branding and vision shift reflected the utmost criticality of the candidate, as well as the burgeoning focus on transforming the ways enterprises engaged, sourced, and managed external talent.

While the solution was originally known for its powerful talent marketplace and direct sourcing prowess, the Prosperix platform supercharges these attributes and offers a robust, end-to-end, and differentiated VMS tool.

Prosperix’s groundbreaking “VMS Network” stands as a Best-in-Class platform, seamlessly merging digital staffing technology and next-gen VMS functionality to reimagine the relationship between an enterprise and its talent supplier base. The combination of direct sourcing, candidate experience management, end-to-end contingent workforce management, and digital staffing, along with its new Xponential offering, positions Prosperix as a powerful platform embodying the finest Future of Work-era technology.

Atrium

The Managed Service Provider (MSP) model has entered a period of evolution, with many of these solutions progressing as the world around them continues to change. With a shift in thinking about “traditional” workforce management solutions, the MSPs that embrace technology, push revolutionary models, and think outside of the box will be the ones that thrive in 2023 and beyond.

Atrium stands out for its deep commitment to direct sourcing and a strong dedication to diversity, equity, and inclusion (DE&I) throughout its core MSP offering. Under the “Atrium Works” banner, their contingent workforce management (CWM) solutions offer a comprehensive range of services for total talent management with a suite of offerings that include advanced direct sourcing, an “Early Talent” program, and robust technology expertise to build agile Future of Work-ready workforce programs. Atrium’s adaptable MSP model provides comprehensive, end-to-end support that flexibly caters to changing customer requirements.

SAP Fieldglass

The Vendor Management System (VMS) arena has always been a hotbed of innovation, especially dating back to the earliest days of The Great Recession (2008-2009), when a historical rise in utilization of contingent labor forced these solutions to revamp how they intersected within the talent technology ecosystem. SAP Fieldglass was a VMS pioneer, and, when global enterprise giant SAP acquired them in 2014, it signaled a new era of total talent management given its soon-to-be-connected links to SAP’s core offerings, particularly SAP Ariba and SAP SuccessFactors.

SAP Fieldglass represents not just the continued progression of VMS technology, but rather a convergence of Future of Work-era innovation and robust extended workforce automation. The platform provides an end-to-end, holistic perspective of the contingent workforce by integrating with the capabilities of SAP SuccessFactors (revamping the impact of HR and procurement functionality’s convergence), SAP Ariba (enhancing the spend management and supplier optimization attributes of extended workforce management), and other SAP technologies.

By leveraging its expanded capabilities (many of which have been enhanced over the past few years), SAP Fieldglass equips businesses to proactively manage the multifaceted challenges of today’s talent landscape. With a focus on total talent intelligence and AI-led, proactive analytics and reporting, the platform enables superior talent decision-making, streamlined processes, and a deeper understanding of workforce dynamics. SAP Fieldglass stands as a testament to the evolution of VMS into a cutting-edge workforce management technology arena, poised to guide organizations through the complexities of contemporary talent management.

Stay tuned for Part V of this exclusive, exciting new Future of Work Exchange series.

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A New Era of Innovation, Part III: The Next Generation of Workforce Solutions

Contingent WorkforceDirect SourcingSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Over the past two weeks, the Future of Work Exchange has featured a series of articles that have highlighted the innovation occurring within the world of workforce management, talent acquisition, and staffing technology and solutions.

In a business world that is hyper-competitive and globalized, enterprises essentially run on talent. In such a corporate climate, there are many factors that can prohibit the modern enterprise from succeeding. Perhaps the largest of these is the major skills gap that exists within a majority of businesses today, and the inability to support critical projects and initiatives with necessary expertise.

In today’s rapidly evolving talent landscape, a plethora of channels has emerged, offering businesses a variety of options to source and manage their workforce. From digital staffing marketplaces and traditional staffing vendors to professional services, talent networks, and social media platforms, the choices are endless.

The scope around these choices is an idea, omni-channel talent acquisition, that Ardent Partners and the Future of Work Exchange has heralded since 2021. The concepts behind omni-channel talent acquisition are all pure reflections of the Future of Work movement in 2023: flexibility, agility, scalability, and technology.

The next generation of workforce solutions are tailored to meet the demands of omni-channel talent acquisition whilst reinforcing the core principles of flexible talent, workforce agility, workforce scalability, and innovative automation.

AMS

A true innovator, AMS is a multifaceted solution that is founded on “workforce dexterity” through a blend of human capital, contingent workforce, direct sourcing, managed service, and digital offerings. AMS’ core solutions enable companies to stay competitive, innovate, and navigate uncertainties successfully via market-leading managed direct sourcing, Recruitment Process Outsourcing (RPO), and talent advisory offerings.

AMS recently pioneered a unique solution, AMS One, that is a digitized layer of flexibility, AI-powered analytics for real-time insights, faster hiring, and improved diversity within hiring initiatives. It enhances the candidate experience and hiring manager satisfaction, streamlining processes while maintaining a human touch. This groundbreaking convergence of digitization and human-led services positions AMS as a next-generation solution that is tailored for the Future of Work movement’s candidate-centric implications.

HiredScore

The realm of artificial intelligence is, perhaps, the foundational layer of the Future of Work movement’s technological impact. AI is a quintessial “rising tide” that has the power and potential to reshape how businesses structure talent acquisition, workforce management, and everything in-between.

HiredScore represents not only the future of artificial intelligence, but the veritable evolution of workforce technology through the application of flexible, agile, and real-time AI-powered HR functionality. The platform provides personalized career coaching, optimizes talent intelligence, boosts candidate (and hiring manager) engagement, and ensures compliance.

HiredScore’s “Talent Orchestration” platform blends frictionless integrations with core talent management systems (VMS, ATS, etc.) with proactive and actionable recommendations, all rooted in AI-led functionality. The real-time nature of the tool empowers hiring, talent acquisition, and HR stakeholders with real-time intelligence to enhance talent engagement, improve transparency, and transform talent outreach.

HireArt

As we covered in the first entry in this FOWX series, the extended workforce has reached such great heights, with 49.5% of the average enterprise’s total workforce now comprised of contingent talent. This continued (and meteoric) rise in both growth and prominence has sparked a greater need to effectively manage the full lifecycle of processes inherent in today’s more flexible, more impactful contingent workforce management (CWM) programs.

HireArt advances the future of digital staffing with agile solutions encompassing workforce management, Vendor Management System (VMS) technology, and innovative recruiting functionality. Beyond typical talent networks, their cutting-edge platform combines attraction and management of the external workforce; and, with a robust VMS-like solution, HireArt offers a comprehensive blend of compliance, risk management, recruitment, onboarding, and tactical workforce automation, empowering businesses to optimize their contingent workforce more effectively.

Toptal

Toptal is synonymous with the digital staffing revolution, with over a decade of providing customers around the globe with top-notch talent matches through its proprietary blend of digital tools, MSP-like services, and a talent network that boasts the top 3% of candidates in a given field.

Since its inception in 2010, Toptal has demonstrated a commitment to innovation and client satisfaction, adapting to remote work trends and enabling seamless collaboration for distributed teams worldwide. By connecting businesses with global talent, Toptal transcends geographical boundaries, providing limitless professional opportunities. Over the last 18 months, Toptal has grown its “Practices” team, offering clients access to subject matter experts in diverse technology and business fields like cloud services, information security, quality assurance, digital marketing, and management consulting.

Toptal continues to push the boundaries of digital staffing by converging Future of Work-era thinking with a high-touch, value-driven model that traverses the limitations of traditional acquisition strategies.

Stay tuned for the next article in our feature series on the workforce technology revolution.

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