Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s explore Part Three and the key takeaways around how businesses navigate the evolving workforce management landscape, two major themes emerge: the role of artificial intelligence (AI) in automation and the generational shift in workplace expectations. Organizations must assess their tolerance for AI and adapt their strategies to align with the needs and motivations of a younger workforce while leveraging mobile-first solutions to drive efficiency.

Establishing AI Tolerances in Workforce Automation

The increasing role of AI in workforce automation has prompted organizations to define their tolerance levels for integrating artificial intelligence into their operations. Different companies exhibit varying degrees of comfort with AI adoption, influencing how they implement automation in sourcing and talent management. Organizations must establish clear guidelines to ensure AI-driven processes align with company values and operational goals.

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.

The post Millennials and Gen Z Transforming Frontline Work, Part 3 appeared first on The Future of Work Exchange.

The post 2025 Future of Work Trends and the Role of the MSP appeared first on The Future of Work Exchange.

Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s explore Part Two and the key takeaways around how the pandemic significantly reshaped the business world, placing a heightened emphasis on workplace culture. Companies were compelled to re-evaluate their environments and consider the impact on employees’ well-being. The discussion around workplace culture has grown increasingly complex, encompassing everything from high-pressure environments to creating meaningful connections between employees and their work. A fundamental question emerged: does workplace culture support employees in feeling valued and engaged, or does it drive them toward burnout?

Burnout and Changing Workforce Expectations

One of the most alarming statistics regarding workplace well-being is that 83% of Gen Z frontline workers report experiencing burnout. This figure underscores the immense pressure placed on frontline employees due to factors such as customer interactions, production schedules, and workplace demands. Generational insights further illustrate a shift in workforce expectations. Surveys comparing Millennials, Gen X, and Baby Boomers indicate that younger generations prioritize job factors such as work-life balance, job security, flexible schedules, and career growth significantly more than previous generations. Millennials and Gen Z rated these elements at 90% or higher in importance, whereas Baby Boomers rated them between 62% and 73%. This suggests that younger employees have higher expectations for their employers and workplace environments.

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.

The post Millennials and Gen Z Transforming Frontline Work, Part 2 appeared first on The Future of Work Exchange.

Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s begin with Part One and the key takeaways around how the workforce is undergoing a generational shift, with Millennials now being the largest working group and Generation Z expected to overtake them, bringing new expectations shaped by digital engagement and a preference for flexibility.

A Demographic Shift in the Workforce

The workforce is undergoing a significant demographic transformation, with the rise of younger generations reshaping the landscape of employment. While Baby Boomers are gradually retiring, Generation X still maintains a presence in the workforce. However, Millennials have now become the largest working generation, and in the coming years, Generation Z is expected to overtake them. This shift is not only changing the composition of the workforce but also altering workplace expectations and demands.

New Generations, New Expectations

Millennials and Generation Z bring unique perspectives and expectations to the workforce, influenced by their upbringing in a digital era. Their preferences for flexibility, purpose-driven work, and digital engagement are redefining traditional employment structures. The impact of this generational shift is particularly pronounced in the frontline workforce, which constitutes approximately 80% of the global workforce. Frontline workers span a wide range of industries, including public safety, food service, retail, healthcare, manufacturing, logistics, education, and customer service.

The Rise of the Gig Economy

Historically, discussions about workforce demographics were not as prevalent as they are today. However, businesses now recognize the need to adapt to the changing expectations of younger workers. The rise of the gig economy over the past decade further illustrates the evolving nature of work, with many employees seeking flexible schedules and greater control over their work-life balance. This trend has been accelerated by economic factors such as inflation, as well as the widespread adoption of remote work.

Flexibility and Autonomy: Key Drivers for Younger Workers

The gig economy, initially driven by the desire for flexibility and autonomy, has grown in response to economic pressures and shifting workplace norms. Many individuals, particularly younger workers, view gig work as an opportunity to supplement their income, gain experience, and achieve a better balance between work and personal life. Millennials and Gen Z, in particular, prioritize control over their schedules, which has made gig and shift-based work highly appealing to them.

Adapting Hiring and Workforce Management Strategies

From a business perspective, it is essential for hiring managers, HR professionals, and recruiters to acknowledge and adapt to these generational changes. Millennials and Gen Z now form the backbone of the frontline workforce, making it imperative to develop strategies that cater to their unique expectations. Effective talent acquisition and management strategies should incorporate flexible work arrangements, opportunities for career growth, and a strong emphasis on employee well-being.

The Power of Digital Engagement

One of the key factors in attracting and retaining younger frontline workers is digital engagement. Millennials and Gen Z are digital natives, and they prefer mobile-first communication and technology-driven work environments. Employers who leverage digital tools for recruitment, onboarding, scheduling, and internal communication will be better positioned to engage and retain these workers.

Well-Being as a Workplace Priority

Another crucial aspect is the prioritization of well-being. Younger workers place a high value on mental and physical wellness, seeking employers who support a healthy work-life balance. Businesses that integrate wellness programs, provide growth opportunities, and foster a sense of purpose within their workforce will be more successful in attracting and retaining talent.

The Future of Work: Adapting to a New Generation

Ultimately, the demographic shift in the workforce serves as a wake-up call for businesses to reevaluate their employment strategies. The expectations of Millennials and Gen Z are shaping the future of work, necessitating a shift toward more flexible, purpose-driven, and digitally connected workplaces. Organizations that recognize and adapt to these trends will not only improve their ability to attract top talent but also create a more engaged and productive workforce in the years to come.

The post Millennials and Gen Z Transforming Frontline Work, Part 1 appeared first on The Future of Work Exchange.

As businesses face the challenges of a fast-evolving workforce landscape, the intersection of innovation in technology and hiring initiatives has become a critical area of focus. My conversation with Brad shed light on key trends shaping the future of workforce management, from cutting-edge tech stacks to achieving meaningful talent goals.

Innovating Talent Technology: The Rise of Specialized Tech Stacks

Today’s talent technology stacks have an increasing role in driving efficiency and agility for businesses. The tools available today, such as direct sourcing platforms, artificial intelligence, and compliance technologies, have surpassed those of just five or six years ago. These advancements allow companies to manage their workforce more comprehensively, extending beyond traditional staffing to include freelancers, contractors, and other non-employee talent.

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.

The post The 2025 MSP Playbook, Part II appeared first on The Future of Work Exchange.

The “Strategic” Contingent Workforce Program: A Major Priority for 2025

Nearly 65% of organizations (as discovered by Ardent Partners and Future of Work Exchange research) state that they plan to develop a more strategic foundation around their contingent workforce programs in 2025. As the extended workforce marches to its 50% threshold (49.7% of the average organization’s total workforce is now considered non-employee), it is critical that businesses take a more deliberate pathway towards managing this type of talent in lieu of leveraging traditional, archaic, and “tactical” approaches that undermine the greater impact of the contingent workforce.

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.

The post The 2025 MSP Playbook, Part I appeared first on The Future of Work Exchange.

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

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

Highlights of the event include:

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

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

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

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

The post The Future of Work Exchange LIVE 2024: The Future of Work is…Human appeared first on The Future of Work Exchange.

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The Future of Work Exchange is incredibly excited to host our final webcast of the year, The Future of Work 2024: Transformative Trends That Will Shape The Year Ahead, featuring an all-star lineup of panelists. I’ll be joined by Lori Hock (CEO of Opptly), Teresa Creech (Chief Corporate Development Officer at Beeline), and Amy Doyle (Global Leader, SVP at Talent Solutions TAPFIN) for a fun and engaging discussion on the technologies, solutions, strategies, and innovations that impacted 2023 and how concepts such as direct sourcing, artificial intelligence, digital recruitment, and extended workforce management will impact how businesses optimize talent and work in 2024 (and beyond).

Register for the December 12 webinar below; we look forward to seeing you there!

The post The Future of Work 2024 appeared first on The Future of Work Exchange.

AI shapes industries, decisions, interactions, and opportunities, essentially impact everyone’s work and daily life.

If you missed last week’s exclusive webcast that featured Opptly and the Future of Work Exchange, don’t worry…we’ve got you covered. Check out an on-demand replay below and learn why Opptly’s Lori Hock and Rebecca Valladares (and, of course, the Future of Work Exchange) believe that AI will forever transform talent acquisition.

The post The Rising Tide of AI in Talent Acquisition (On-Demand Webinar) appeared first on The Future of Work Exchange.