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Talent Sustainability Through Direct Sourcing

Business LeadershipDirect SourcingGeneral InsightsTalent by John Yuva on

In 2023, direct sourcing is more than the sum of its parts; rather, it represents near alignment with the direction of business now and in the relative future. The labor market is still unsettled, while economic uncertainty (unfortunately) still rules the day. Businesses are in a continued war for talent, as unemployment sinks to historic lows and millions of job openings remain.

In addition, the Future of Work movement and resulting transformations actively dictate that businesses shift their hiring strategies. All of these facets together represent both a new challenge and a new opportunity for direct sourcing: helping enterprises cultivate a flexible and scalable workforce that drives true talent sustainability.

Direct Sourcing Evolves

Enterprises need sustainable talent most to remain competitive and enable future agility. Direct sourcing can help enterprises achieve talent sustainability through several means.

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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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FOWX Quotable: Leveraging the Non-Employee Workforce

Contingent WorkforceTalentTalent AcquisitionUncategorized by Andrew Bartolini on

The Future of Work is rapidly changing, and organizations that want to thrive must adapt to this new landscape. As companies look to compete in an increasingly complex and unpredictable business environment, the non-employee workforce is emerging as a key source of competitive advantage. The rise of the gig economy, coupled with technological advancements that enable remote work and collaboration, has made it easier than ever before to tap into a vast pool of highly skilled and flexible workers.

By effectively leveraging the non-employee workforce, organizations can gain access to specialized talent and capabilities that may not be available in-house. This can help them stay ahead of the curve in terms of innovation, as well as improve operational efficiency and reduce costs. In today’s fast-paced business environment, where speed and agility are critical, the non-employee workforce can provide the flexibility and adaptability that companies need to stay competitive.

However, in order to effectively harness the power of the non-employee workforce, organizations must have the right tools and strategies in place. This includes everything from robust talent management systems to streamlined procurement processes that enable seamless engagement with external talent. It also requires a shift in mindset, as companies must move away from traditional notions of employment and embrace new models of work that are more flexible, dynamic, and inclusive. Ultimately, those organizations that are able to successfully navigate this new landscape will be the ones that emerge as winners in the future of work.

In sum:

“Tomorrow’s business landscape will be shaped by those organizations that understand the power of leveraging the non-employee workforce as a competitive advantage. The ability to effectively tap into this vast and agile pool of talent will be the key to unlocking innovation, driving growth, and staying ahead of the curve in the ever-evolving Future of Work.”

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The Impact of Contingent Workforce Management Analytics

Business LeadershipContingent WorkforceGeneral InsightsTalent by John Yuva on

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

CWM Analytics for Insights

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

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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

What’s Ahead for Extended Workforce Management?

Contingent WorkforceTalent by Christopher J. Dwyer on

Ardent Partners and Future of Work Exchange research has recently discovered that the extended workforce (also known as the contingent workforce) now comprises 49% of all enterprise talent. This astounding figure represents nearly 15 straight years of growth and represents the agility, flexibility, and value of non-employee talent. Today, we present an exclusive infographic that not only highlights the future of extended workforce management, but also includes new Ardent and FOWX research, as well.

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An Ode to the Future of Work

Business LeadershipHRTalentTechnology and Innovation by Andrew Bartolini on

The Future of Work is a topic that has been discussed for by Ardent Partners for many years, particularly with technology rapidly evolving and transforming industries. Today, we offer a poem that takes a creative and fun approach to imagining what the future of how we work might look like.

With rhyming couplets and vivid imagery, we’ve tried to paint a picture of a world where AI machines take on mundane tasks, leaving more time for worker creativity and exploration. The idea of virtual offices and collaboration without borders adds a sense of excitement and wonder to the future of work as we envision a world where the limitations of physical space and language barriers no longer exist. Ultimately, the poem encourages us to embrace the future with open arms, as it holds endless possibilities for growth and innovation.

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The Talent Supply Chain Is Evolving…It’s Time to Rethink How We Approach It

Contingent WorkforceDirect SourcingEventsTalentTalent Acquisition by Christopher J. Dwyer on

Earlier this month, I had the pleasure of joining Prosperix‘s CEO, Sunil Bagai, and Defiant Solutions’ Bryan Pena for a spirited discussion on the evolution of the talent supply chain. Everything You Know About The Talent Supply Chain Is Wrong featured some new Ardent Partners and Future of Work Exchange research, as well as a high-energy roundtable chat focused on how businesses can balance the power of today’s progressive labor market with the proper strategies for thriving in the months ahead.

If you missed the live event, we have you covered. Check out an on-demand edition below.

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The Core Tenets of the Skills-Based Organization

TalentTalent Acquisition by Christopher J. Dwyer on

The foundational elements of the skills-based organization revolve around the concepts of rethinking the parallels between talent and work; thus, the very future of the skills-based organization depends on forward-thinking strategies, ideas, and, of course technology. Businesses are more likely to thrive in the months and years ahead by adopting a candidate-centric approach to hiring that is skills-based rather than job-based.

The exclusive Future of Work Exchange infographic below, The Core Tenets of the Skills-Based Organization, unveils the six key elements of skills-based organizations and how they impact the greater business (and its staffing, recruitment, and hiring efforts).

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The Top Talent Challenges of 2023 (So Far)

Business LeadershipContingent WorkforceDirect SourcingTalentTalent Acquisition by Christopher J. Dwyer on

The business arena is shrouded in disruption and uncertainty, given the volatility of the labor market, supply chain risks, and economic challenges that are plaguing a variety of industries across the globe. With talent as the modern enterprise’s top competitive differentiator, it is no wonder that these external factors are placing pressure on talent-specific operations within the average organization, particularly workforce oversight, extended and contingent workforce management, skills analysis, talent engagement, talent acquisition, services procurement, etc.

In another exclusive Future of Work Exchange infographic, we highlight some brand new Ardent Partners research and unveil the top talent-oriented challenges for businesses (thus far) in 2023.

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Getting Started With Skills-Based Hiring

EventsTalentTalent Acquisition by Christopher J. Dwyer on

The Future of Work Exchange has frequently discussed the advent of the skills-based organization, and rightfully so: Ardent Partners and Future of Work Exchange research finds that 73% of businesses currently face a critical challenge in the months ahead: a lack of candidates with the required skillsets for open positions. This is yet another representation of why the skills-based organization (SBO) is a true opportunity to, essentially, reimagine the ways they think about talent acquisition and the role of talent in getting work done.

The foundational elements of the skills-based organization revolve around the concepts of rethinking the parallels between talent and work; thus, the very future of the skills-based organization depends on forward-thinking strategies, ideas, and, of course, technology. And it all begins with skills-based hiring.

I’m excited to join my friend and fellow Future of Work expert Mark Brodsky on an exclusive Q&A panel discussion on Wednesday, March 15 at 11am ET. The staffing and recruitment expert panel, hosted by innovative skills intelligence platform Glider AI, will address:

  • Migrating from a job-based to a skills-based hiring strategy.
  • How to identify the required skills.
  • How to assess candidate skills.
  • Evaluating skills-based hiring tools and AI.
  • Uncovering hidden skills from current employees.
  • Securing executive and finance stakeholder alignment.

Next week’s event will also feature some brand new Future of Work Exchange research and statistics that will illuminate the criticality of the skills-based organization and its role in the evolving world of talent and work. Join us!

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Remote Work and Employee Engagement Are Inherently Linked

Business LeadershipTalent by Christopher J. Dwyer on

It seems that everywhere we turn, there are new return-to-office (RTO) mandates making headlines. Amazon’s CEO, Andy Jassy, recently mandated employees return to the office three days a week beginning in the spring. The same day of the mandate, over 14,000 employees joined a newly-created Slack channel to voice their displeasure with the ruling.

Disney’s executives followed a similar path, only much earlier in January, and, with four mandated days-in-office rather than the three dictated by Amazon. Salesforce CEO Marc Benioff mandated three days in office in the midst of the company sunsetting its Future Forum consortium, which, SOMETHING enough, found that flexible working environment were incredibly conducive to productivity and employee engagement.

And, yeah, we all know Elon Musk’s feelings on remote work during his tumultuous time thus far at Twitter. There’s also this nugget from a recent Fortune article:

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more
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