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Best Practices for Direct Sourcing: Insights from Industry Leaders

When it comes to implementing and optimizing a direct sourcing program, the collective insights from industry veterans offer a roadmap rooted in experience, strategic foresight, and operational nuance. Across the board, one message rings clear: Success is not about checking a box, it’s about building a robust, thoughtful, and collaborative framework that aligns with broader organizational goals.

The following is based on a FOWX podcast (listen here) and sponsored by Worksuite, featuring host Christopher J. Dwyer, senior vice president of research at Ardent Partners and the managing director of the Future of Work Exchange, as well as a panel of industry experts from Opptly, Beeline, Raise, and Talent Solutions.

Start with Collaboration and Clarity

There must be emphasis on the importance of collaboration. With multiple stakeholders involved in most direct sourcing ecosystems — MSPs, curation providers, VMS platforms, tech partners, payroll providers, and clients themselves — navigating this complexity requires more than good intentions.

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.

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Direct Sourcing: Moving Beyond the Buzzword into Strategic Workforce Value

Direct sourcing has only grown as a hot topic in the workforce management space. What began as a promising trend has now evolved into a proven practice — no longer just a buzzword but an integral part of modern talent strategies. The question facing organizations today is not whether direct sourcing has value, but how it can be effectively implemented and scaled for sustained impact. Leaders across the industry are aligning on the fact that, with the right approach, direct sourcing offers tangible, long-term benefits, particularly in building resilient, agile, and skills-focused talent ecosystems.

The following is based on a FOWX podcast (listen here) and sponsored by Worksuite, featuring host Christopher J. Dwyer, senior vice president of research at Ardent Partners and the managing director of the Future of Work Exchange, as well as a panel of industry experts from Opptly, Beeline, Raise, and Talent Solutions.

At its foundation, successful direct sourcing requires a comprehensive vision that captures all elements of the contingent workforce. This includes ensuring full visibility into contingent labor through vendor management systems (VMS) and managed service providers (MSP). Without this holistic view, companies risk making tactical decisions in a vacuum, limiting their ability to evolve workforce strategy. When organizations manage only a subset of their non-employee labor, they lose critical insight into how work is being done, and more importantly, how it should be sourced.

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.

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DEX and the Harnessing of Digital Tools

One of the defining characteristics of the Future of Work is digitization. With the growth of automation, generative AI, and large language models, it’s even clearer how technology is imperative to a cohesive and efficient workforce. What this means for the individual employee is more daily immersion in various technological platforms and solutions. For that to occur, upskilling will be a critical aspect for workers as they harness more advanced technologies to communicate, collaborate, and execute their roles. A term that continues to grow in importance is digital employee experience (DEX).

DEX is a term that describes worker effectiveness in using digital tools. DEX is a growing area as companies adopt more digital tools to augment their dispersed workforces. Companies want to ensure the tools they have integrated into the workplace are intuitive and enhance worker productivity.

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.

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Millennials and Gen Z Transforming Frontline Work, Part 3

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

read more

Millennials and Gen Z Transforming Frontline Work, Part 2

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

read more

Millennials and Gen Z Transforming Frontline Work, Part 1

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

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The Extended Workforce Continues to Drive Value

The Future of Work is many things: technology, transformation, work optimization, innovation, collaboration, and, of course, talent. Depending on who you’re talking to, the Future of Work movement’s nexus could be defined as any of those previous attributes, and rightfully so: technology and innovation drive the optimization of how work is done, while the transformation of business leadership translates into an enhanced ability to retain top talent while attracting new skillsets and expertise.

The extended workforce has long been a critical realm within the concept of the Future of Work, fueling a strategic approach towards talent management that has a variety of key benefits ranging from shorter-term engagement, more focused projects and initiatives, access to the world’s deepest skillsets, and the traditional cost savings that have long been associated with this type of labor.

And, speaking of the “traditional” aspects of the extended workforce: the Future of Work Exchange defines this talent as the natural evolution of the contingent workforce, meaning that, at its core, this workforce is still comprised of non-employee talent, however, its impact, value, flexibility, purpose, and accessibility have all progressed to become key elements of the Future of Work movement (even more so than ever before).

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.

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Optimize Your CWM Strategy with AI

Artificial intelligence is becoming a permanent fixture as part of today’s enterprise operations and talent management approaches, serving as an essential technology for contingent workforce management (CWM) strategies that streamline candidate pairings with operational needs while increasing transparency of available skillsets and workforce contributions. Whether shoring up talent gaps or scaling needs, AI provides external workforce insights invaluable to HR and recruitment professionals and business leaders. The evolution of artificial intelligence will mean the emergence of more CWM opportunities.

Enterprises and HR executives who are not at least exploring the possibilities of AI’s impact on CWM will find themselves at a competitive disadvantage when sourcing talent and executing extended workforce strategies. Beeline stated that the “effects of AI in extended workforce management are just beginning and can be seen shaping how jobs are described, how candidates are evaluated, and how contracts are written. AI will soon be employed for more strategic outcomes like workforce planning, workforce optimization, and total workforce management.”

AI Paves Several Paths for CWM 

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.

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Develop Your Soft Skills with AI-Powered Training

The Future of Work encompasses many characteristics. However, attributes like communication, collaboration, and community contribute greatly to enterprise success. There is an elicited sense of interconnectedness between leaders and their workforce and among employees themselves. At the heart of those dynamics is soft skills that help drive workforce interactions and business outcomes. In today’s world where artificial intelligence permeates nearly every area of the workplace, AI is coming into its own as a tool to enhance soft skill development.

Think soft skills are only a recent workforce concentration? Not quite. In 1918, the Carnegie Foundation published Charles Riborg Mann’s A Study of Engineering Education, which cited that 85% of a person’s job success is a product of soft skills and that only 15% of success is based on technical knowledge. Even more than 100 years ago, the criticality of workplace soft skills was being emphasized. However, the pandemic helped bring soft skills into sharper focus as other Future of Work elements (e.g., flexibility, remote work, empathetic leadership) became mainstream concepts and areas of importance.

Now with artificial intelligence leading the way in technology utilization, enterprises have an opportunity to leverage AI for greater workforce enablement — particularly around soft skills.

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.

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AI Redefines Talent Upskilling

The Future of Work paradigm is being redefined by technologies complementing talent acquisition and workforce strategies. Undoubtedly, artificial intelligence (AI) is the driving technology most enterprises are trying to harness. While AI and its subsets, such as machine learning (ML) and natural language processing (NLP), are utilized across industry sectors, what does this mean for the current and future workforce? Undoubtedly, the automation derived from AI has created employee apprehension, when, in fact, there lies an opportunity to leverage the technology for strengthening workforce skillsets through upskilling. Most experts agree that automation will transform some jobs, leading to a greater focus on upskilling as workers strive to remain relevant and competitive in their career fields.

Upskilling is akin to learning new skills to better perform your job — not to be confused with reskilling, which is investing in skills for a different job. This leads to a key question: How critical is upskilling? According to the World Economic Forum, the U.S. could add $800 billion to its GDP by 2030 through upskilling efforts alone. Artificial intelligence can help execute upskilling initiatives and deliver on those economic estimates.

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.

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