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Talent Acquisition

The Incredible Potential of the Modern Talent Tech Ecosystem

Contingent WorkforceSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

There are perhaps dozens of various attributes that sets apart the talent and work technology arena apart from others. Think of the inherent relationships between solutions, staffing suppliers, talent acquisition leaders, hiring managers, and tech platforms. Think of the numerous collaborations between talent management solutions and workforce intelligence providers.

And, now, think of another thing that sets this space apart: the integrations, the coordination, the nuances, and the ultimate power of the talent technology ecosystem.

Many other industries rely on core integrations between integral systems for the sake of operational efficiency; think ERP and financial planning, or maybe spend management and accounts payable. The partnerships in those arenas are certainly robust and provide its millions of users with necessary information, data, and intelligence, as well as contemporary process orientation, to effectively manage hundreds of enterprise tactics.

The difference between these “other” industries and the human capital world is this: there are substantially more expansive outlets of value from the technology ecosystem in talent solutions, ranging from higher-quality candidates, a better overall ROI on talent strategies, deeper visibility into talent intelligence, and, most importantly, the ability to truly transform the realm of innovation within the greater enterprise through next-generation skills and expertise.

So, this is so much more than “Solution A” integrates with “Platform B,” and it’s more expansive than a handful of technology systems working together in such a way to improve processes or drive efficiency.

We’re not talking just cost efficiency or improvements in operations. This is about the total transformation of how we address how work is done. This is about the ways businesses harness the true power of technology, automation, relationships, and innovation to become truly and formally agile.

This is the Future of Work.

What makes this ecosystem truly revolutionary is how…

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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

Contingent WorkforceEventsTalentTalent AcquisitionTechnology and Innovation by John Yuva on

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.

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Millennials and Gen Z Transforming Frontline Work, Part 2

Contingent WorkforceEventsTalentTalent AcquisitionTechnology and Innovation by John Yuva on

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.

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Millennials and Gen Z Transforming Frontline Work, Part 1

Contingent WorkforceEventsTalentTalent AcquisitionTechnology and Innovation by John Yuva on

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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Optimize Your CWM Strategy with AI

Contingent WorkforceDirect SourcingSolution ProvidersTalentTalent AcquisitionTechnology and Innovation by John Yuva on

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 

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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.

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Business Lessons from Super Bowl LIX

Business LeadershipGeneral InsightsTalent Acquisition by Christopher J. Dwyer on

Is it just me or does the NFL season go by too fast? Seems like just a few weeks ago that we were all huddled in our respective war rooms with cheat sheets preparing for fantasy football drafts. The 2024 NFL season is in the books after the Philadelphia Eagles thrashed the Kansas City Chief’s bid for a three-peat Super Bowl win (and stopping them from becoming the first team to do so in the modern era) with a 40-22 dismantling of the reigning champs in New Orleans.

The big game offers a unique, Future of Work-oriented lens for business insights, transforming the world’s biggest sport evening into a masterclass of strategic planning, leadership dynamics, and operational innovation.

So, some business lessons from Super Bowl LIX:

  • Homegrown talent is still critical to enterprise objectives. The Super Bowl MVP, Jalen Hurts, was drafted in the second round of the 2019 NFL Draft. Landon Dickerson and Cam Jurgens comprise 80% of the Eagles’ stout offensive line that was drafted…

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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.

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Reimagining Contingent Workforce Management: A Strategic Imperative for 2025

Contingent WorkforceDirect SourcingHRSolution ProvidersTalent Acquisition by Christopher J. Dwyer on

If I ever want to show my age, all I need to say is this:

I’ve been in the contingent workforce and HR tech space for nearly 20 years.

Now, like most of the folks in our amazing industry, I got here by accident. While I love the CWM space and the many, many friends I’ve made along the way, I didn’t set out to be an in analyst in this arena when I was college. (No, I aspired to be a journalist, a conversation for another day…)

So, I say this seeing so many market-shifting events, including the “perfect storm” of the contingent workforce’s growth spike in 2008-2009, a “reawakening” during the pandemic, and today’s AI-driven, skills-based hiring arena:

The CW programs of today aren’t built for tomorrow….

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.

thods within extended workforce management.

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The New Reality of Total Talent Management

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

Before you begin to scream, give me a few minutes here. I promise it’s worth it.

There are several phrases that send our industry into huffy-puffy overdrive and cause undue stress. However, no concept, idea, phrase, or whatever draws more scrutiny and frustration than “total talent management.”

Way back in 2012 (which seems like forever ago), I co-authored the industry’s very first paper on total talent management. Back then, with wide eyes and a dreamy attitude, I concluded that “total talent management should not just be a pipe dream for enterprises, but rather an accepted future state that will eventually become the foundation of all recruitment and talent acquisition strategies.”

Yeah, that “eventually” in there…let’s ignore it for a second.

Back then, the extended workforce comprised, on average, 25% of the average company’s total talent pool. Back then, solutions like RPO, MSP, VMS, etc. weren’t evolving or innovating as quickly as they are today. And, back then, we weren’t awash in new and exciting talent acquisition strategies (like skills-based hiring) that are representative of the changing times of a post-pandemic labor market.

So, flash-forward to 2025.

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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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The NPS Fallacy and Why We Need To Continue to Embrace the MSP and VMS Models

Contingent WorkforceTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The past five years have brought unprecedented change to the greater world of work. The COVID-19 pandemic forced businesses across the globe to reevaluated business operations in the face of critical change. Too, the ramifications of the virus itself on human lives (both physical and emotional) sparked people to reimagine how they approached the very concept of “life.”

The unimagine toll of the pandemic was, of course, heartbreaking. Talk to anyone who lost someone from COVID, or, speak to someone who is still suffering from the devastating effects of long COVID. Don’t ever forget how unemployment sparked to 15% in those early, scary months.

I’ve often said (many times on the Future of Work Exchange Podcast) that it’s incredibly difficult to find a “silver lining” amongst the destruction. However, what occurred in the direct wake of the pandemic and throughout the years that followed was a new sense of “thinking” that cascaded from reevaluating business processes into questioning just exactly how we got work done.

So, we head into 2025 with a sharp sense of wonder unlike any other year before. We are free to question anything and everything, free to desire innovation, and, of course, free to pursue the change that we need to experience in order to evolve.

The world of work and talent has long been buoyed by several key solutions, particularly MSP and VMS, that have anchored many of the world’s foremost extended workforce and talent acquisition programs. Now, you may be wondering: “Chris, what the hell is going on? What do MSP and VMS have to do with “change” and “desire” and “evolution” and the pandemic and such?”

Good question. It has become commonplace to push back on ordinary conventions both in our personal and professional lives. We are free to question and ask “Why?” in the face of continued change in business operations, daily life, etc.

I’ve spent nearly 20 years in the extended workforce, HR tech, and talent technology industries. I’ve seen monumental change, I’ve seen transformation first-hand, and I’ve experienced the so-called “evolution” that we all like to believe occurs as technology and innovation continue to expand.

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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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Future of Work 2025: Predictions for the Year Ahead (Part III)

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

2024 was another watershed year for the world of work and talent…and 2025 promises to be another transformational period in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a series of predictions over the next few weeks from industry thought leaders.

“In 2025, mid-market companies will increasingly rely on their external workforce to achieve their objectives. This will be the catalyst for staffing’s rebound, with these organizations embracing technology to automate and streamline their processes. For these mid-market companies, speed-to-value is paramount, driving them toward comprehensive technology solutions that offer modern, user-friendly interfaces, and simplified implementation.”

– David Barthel, SVP, Global Sales, Beeline

“We’re going to see a demand increase in skilled labor in the early part of 2025. Industries like manufacturing, LI, and similar verticals are going to peak shortly (some have already have due to seasonal attributes). For IT, engineering, and professional skills, we may not see demand increase until the dust settles on a new presidential administration…possibly in Q3 2025.

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.

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