Technology and Innovation Archives - Page 4 of 13

Elevate Your Future of Work Processes with Blockchain

Business Leadership Contingent Workforce Direct Sourcing Technology and Innovation Uncategorized by John Yuva on 07/27/2023

One of blockchain’s chief benefits is the ability to authenticate and protect information. With today’s decentralized workforces, there is a variety of information possibly at risk, including payroll, insurance, health, and personnel data. Similarly, HR and enterprise recruiters want assurance that potential job candidates and their résumés are authentic and accurate. Blockchain technology has the potential to provide the necessary verification and protection of such sensitive workplace data.

Here are three Future of Work areas where blockchain technology could provide critical verifications and safeguards, particularly for the contingent and gig workforce — from the recruitment to the contracting and payment process.

Recruitment

As direct sourcing becomes more ubiquitous, the need for data verification grows because of the sheer volume of candidate information entering job portals. It can be time intensive for HR and enterprise recruiters to verify qualifications and references. Blockchain can help in the recruitment process.

A candidate’s digital identity on a personal blockchain can save tremendous time authenticating a résumé and associated work experience. It serves as a single source of truth for that individual.
Colleges and universities are now issuing digital degrees through blockchain that candidates can provide a direct link to on their résumés. This same concept of virtual credentials can apply to training certificates and performance reviews for future authentication.
Reduce opportunities for fraudulent candidate information while providing greater confidence in using search engines and other aggregate technologies to automate candidate recommendations and selection.

In a Datatechvibe article, the author states another reason to embrace blockchain for recruitment purposes, “HR managers may become more predictive in anticipating HRM developments by embracing blockchain. They can replace vacant positions faster because the technology cuts the time it takes by leaps and bounds, and they can also improve the data’s legitimacy and dependability.

“Furthermore, they can scale quickly, resulting in a larger candidate pool and a larger data repository to collect data.”

Smart Contracts

When selection of job candidates for contracted or temporary work occurs, an enterprise can institute a smart contract on a blockchain. IBM describes smart contracts: “Smart contracts work by following simple ‘if/when…then…’ statements that are written into code on a blockchain. A network of computers executes the actions when predetermined conditions are met and verified.

“These actions could include releasing funds to the appropriate parties, registering a vehicle, sending notifications, or issuing a ticket. The blockchain is then updated when the transaction is completed. That means the transaction cannot be changed, and only parties who have been granted permission can see the results.”

Such employment contracts provide transparency and immutability for all parties and enable greater enforcement of their terms, conditions, and penalties. With a growing percentage of contingent labor, enterprises can initiate a smoother and more immediate payment system while also benefiting from a paperless process.

Payroll

With smart contracts in place, payroll is where blockchain can add immense value. Much of an enterprise’s most sensitive data resides in payroll — tax documents, pay stubs, benefits information, etc. Blockchain can protect these sensitive records from potential fraud and cybersecurity threats.

In terms of the payment process for contingent and gig workers, enterprises can establish a secure peer-to-peer network and use blockchain for near-instantaneous payment without the involvement of financial institutions. Thus, they can receive instant payment once their contractual obligations are met — without waiting for a pay period or invoice processing.

Blockchain is even more critical for international contractors and gig workers. The Future of Work is a global paradigm with accessible talent worldwide. However, some professionals cannot set up a bank account in their country. Blockchain and peer-to-peer networks solve that issue. In an article for Tech Target, Pam Baker, a technology and blockchain expert, says that with cross-border payments, “Traditional electronic payments (to the receiving country) can be stymied by local regulations and IT security schemes that blockchain payroll systems can overcome.”

Implementing blockchain technology into Future of Work processes will not occur overnight. Enterprises need to work with financial institutions, managed service providers, and other partners to adopt the technology and establish protocols. However, blockchain holds great promise as more organizations pursue digital transformations. The foundation exists to bring blockchain into HR process design. Like many things in business, communication and collaboration will be essential to blockchain’s implementation and realization.

A New Era of Innovation: Inside the Workforce Technology Revolution (Part Two)

Contingent Workforce Solution Providers Technology and Innovation by Christopher J. Dwyer on 07/26/2023

Last week, the Future of Work Exchange featured a discussion about the technological revolution happening within the greater world of talent and work. In a world combining economic uncertainty, a candidate-centric focus, and continued evolutionary change in a post-pandemic business landscape, an organization’s workforce solution reliance is often what sets it apart from the competition.

Today, we focus on perhaps the most mature of all workforce solutions: Managed Service Providers (MSPs).

Expansive MSP Offerings

The MSP model has experienced it all: the beginnings of contingent workforce management, the economic ups and downs, several “great recessions,” a pandemic, and so much more. If there was a workforce solution best suited for a topsy-turvy business arena based on knowledge and experience alone, it would be the Managed Service Provider.

While MSPs have long held the throne of maturity regarding services-oriented workforce offerings, today’s providers barely resemble their humble beginnings decades ago. Let’s explore four of them.

Magnit

Providers like Magnit represent an ideal evolution of the MSP model. The organization, formerly known as PRO Unlimited, underwent a progression over the past several years that not only saw the firm update its name and brand, but also turbocharge its offerings to reflect the dynamic world of work and talent. Over the past three years specifically, Magnit revolutionized direct sourcing, introduced powerful and end-to-end workforce management concepts, reinvigorated services procurement, and adopted a “platform” approach towards extended workforce management through its innovative MSP and Vendor Management System (VMS) blend of technology.

Talent Solutions TAPFIN

Talent Solutions TAPFIN (part of the Manpower Group) has long delivered extensive value to the CWM arena via its continuous innovation and decades-long commitment to furthering the art of talent management. What sets Talent Solutions TAPFIN apart from its MSP brethren is its focus on “talent sustainability,” a concept that the Future of Work Exchange has trailblazed for several years. In a candidate-centric, talent-oriented business arena in which deep skillsets are table stakes, Talent Solutions TAPFIN’s delivery of “net-zero” strategies, ecosystem enablement, and self-sustaining sources of top-tier talent (via programs like direct sourcing and digital staffing) are must-haves in today’s post-pandemic world.

Pontoon

Although the MSP model has long been services-oriented, the technological realm should never be out of reach for these solutions given the Future of Work-led corporate market we work (and live) in today. Pontoon, part of the Adecco Group, is the rare MSP that places technology at the core of its principal offerings. Pontoon is known for its digitally-centric slew of managed services, RPO solutions (called “RXO” to reflect an experience-driven offering that is one of the strongest recruitment-led offerings in the MSP arena), and services procurement tools. And the solution backs up its total talent messaging with robust delivery models that blend direct sourcing, recruitment augmentation, and offerings that dynamically align contingent workforce and permanent hiring strategies.

Guidant Global

Guidant Global, part of the Impellam Group, is an end-to-end workforce solutions provider that has, for many years, driven excellence across the spectrum of contingent and traditional talent management via its reliance on a multifaceted array of services, tools, and unique strategic approaches. Guidant Global was an early pioneer in direct sourcing, owing its success to an elegance across its recruitment-led offerings, commitment to enhancing client brands, and true workforce scalability. In today’s frenetic, globalized, and Future of Work-led enterprise arena, Guidant continues to lead with powerful services procurement and SOW management solutions (one of the strongest in the MSP market), a commanding arrangement of contingent workforce solutions, a strong commitment to the candidate experience, and analytics-led total talent management offerings that effectively bridge the gap between spend management and people management.

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

Five Ways AI Can Transform Talent Management

Business Leadership Talent Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 07/18/2023

Artificial intelligence has the potential to transform the many ways businesses find, engage, source, and manage talent, as well as how they structure business operations in a candidate-centric world. Today on the Future of Work Exchange, we present another exclusive infographic, “Five Ways AI Can Transform Talent Management,” that reflects how AI is primed to not only disrupt talent acquisition, but also influence, impact, and revolutionize the Future of Work movement.

A New Era of Innovation: Inside the Workforce Technology Revolution (Part One)

Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 07/17/2023

It may be difficult to share this perception, given the fact that we’re still mired in an uncertain economic climate, but businesses today are in a rosier position than they ever were before regarding how they find and manage talent (and the ways they address how work is done). The Future of Work Exchange (and the nearly 17 years’ worth of research within its foundation) has often stated that talent is an enterprise’s top competitive differentiator. Throw in a global pandemic that ushered in a new era of work, along with a reimagining of the talent acquisition function, and what we have is a business market that will, probably forever, be laser-focused on the skillsets and expertise required to thrive on a truly global scale.

This, of course, places the utmost significance on a key arena within the typical enterprise: its utilization of workforce management technology, which includes extended workforce management, talent acquisition, talent intelligence, remote/hybrid workplace augmentation, direct sourcing, compliance and risk mitigation, and more.

Today’s workforce management platforms (a broad term, yes, but one that encompasses so many of the core functions addressed within contingent workforce or talent acquisition initiatives) look markedly different than just a few years ago, when an emerging virus upended life and business. In a post-pandemic world, one in which the Future of Work “movement” is nearly fully-realized from both enterprise and worker perspectives, it is these workforce-oriented platforms that will:

Revolutionize the art of direct sourcing. Platforms such as WorkLLama were battle-tested in staffing, which allowed them to plug-and-play directly into the contemporary needs of the modern business; WorkLLama’s provides a robust take on direct sourcing, via a slew of Best-in-Class technology oriented around ATS, candidate experience, referrals, and talent community development. LiveHire has been a market leader for over a decade for a reason: they have perfected the convergence of total talent management and direct sourcing with their unique approaches towards talent mobility, talent experience management, and enterprise-grade software that is integration-ready into greater HR and workforce systems.
Reimagine the massive applications of artificial intelligence. AI has become ubiquitous in its size, scope, and impact; every business, no matter the sector or region or size, has either implemented AI-fueled capabilities into its operations or has begun the process of doing so. Platforms like Opptly are actively reimagining the implications of AI in talent acquisition through next-level artificial intelligence tools that enhance talent matching, augment candidate engagement, and proactively prioritize “skills DNA.” Digital staffing giant Upwork recently integrated generative AI into its market-leading “work marketplace” offerings through new flexible AI work opportunities for candidates and a new “AI services hub” that is powered by OpenAI technologies. (The company also announced its collaboration with Jasper, a prominent generative AI content generation platform that will providing workers on the platform with cutting-edge generative AI tools to enhance productivity and elevate the quality of their work.)
Transform the ways businesses manage the extended workforce. Only a couple of years ago, the phrase “extended workforce” began to overcome the traditional uses of “contingent workforce”; this was not another buzzy, fad-driven shift in nomenclature but rather a reimagining of the non-employee workforce to encompass and reflect its true value and impact (especially since, as discovered via Ardent Partners and Future of Work Exchange research, the extended workforce comprises 49.% of all enterprise talent today). Beeline was a major force in this transition, transmuting Vendor Management System (VMS) functionality into technology that was more meaningful and deliberate. The platform has since unveiled forward-thinking offerings such as its Global Workforce Intelligence tool (a total talent intelligence-driven module that provides real-time insights into total talent), high-volume and shift management automation via its JoinedUp acquisition, and upgrading its Hiring Manager Experience (HMX) to better support the roles that are actively fighting the war for talent. Worksome is actively making waves through its agile, flexible, and end-to-end offering that focuses on the contractor experience while also being built for digital talent engagement and frictionless contingent workforce management. The solution represents a new and exciting crop of providers that blend freelancer management functionality with powerful technology that has the potential to disrupt the extended workforce solutions market.

Stay tuned for Part Two of this article series, in which we’ll highlight other innovative workforce management platforms that are actively reconceptualizing the Future of Work and the many ways businesses find, engage, and manage talent.

Making Sense of Artificial Intelligence in Talent Acquisition

Talent Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 07/10/2023

The current deluge of artificial intelligence news and coverage in the wake of ChatGPT’s meteoric rise in utilization over the past eight months has resulted in many, many businesses pondering the relative future of their overall operations.

Will AI become the de-facto technology that all processes revolve around? Will AI replace the vast majority of human-led positions over the next several years? Does generative AI, like ChatGPT, signal the apocalypse?

Well, the answers here are “probably,” “possibly but probably not,” and, “no, we won’t live in a Terminator-styled future in which robots control the world.” Artificial intelligence is a powerful range of technologies that were designed (and continue to evolve) to mimic human thinking, automate redundant processes, and transform business operations into hyper-efficient layers that are harmoniously entwined.

AI generates buzz unlike any other corporate technology for two main reasons: 1) it’s become ubiquitous given its presence in our personal lives (and our consumer lives), and, 2) it has the potential to transform nearly every facet of the contemporary enterprise. And it’s not just ChatGPT that represents a veritable technological revolution; AI is becoming omni-present in enterprise technology in such a way that every business understands that it needs to adapt to an AI-led world…or fail to thrive.

The world of talent acquisition has always been a hotbed of innovation. Today, TA executives (and the function at-large) operate with forward-thinking strategies in the ever-evolving war for talent, choosing to adopt new solutions, utilize fresh technology, and tap into Future of Work-era concepts to effectively solidify the notion of “talent as the top enterprise differentiator.” There’s an interesting dance at hand here, however, when artificial intelligence meets the world of talent acquisition. Does it have the potential to replace…or disrupt? Is AI a harbinger for a revolutionary transformation in talent acquisition, or is it an enhancer and enabler?

The truth lies somewhere in the middle, of course. While artificial intelligence will certainly exceed its own hype and become the #1 Future of Work-era innovation (especially in the talent acquisition arena), there are specific ideas that point to AI as having limitations and requiring human intervention:

Parameters within AI are limited (and require human intervention to exceed these limitations). Much of the criticisms surrounding the utilization of AI revolves around its difficulties in grasping complex contextual nuances, hence requiring human intervention (or, human-driven guidelines) to effectively process context within mass volumes of data and information. Efficient usage of artificial intelligence, then, requires human enhancement to refine and reshape parameters to solve the lack of nuanced understanding within AI-based technology.
Artificial intelligence is not social intelligence. AI is the kingmaker when it comes to data-processing and information transformation. However, it cannot be confused for “social intelligence,” which is the backbone of human interaction and collaboration. Artificial intelligence cannot navigate intricate, socially-conscious aspects such as empathy, human emotions, and deeper communication. The Black Mirror episode “Be Right Back” comes to mind here, as even a 100% lifelike version of a human (borne from AI) never fully hits the mark in terms of a traditional human relationship. The essential qualities of social intelligence are just not woven into today’s AI-based functionality.
Talent acquisition is a “people business” and it will always be a “people business.” Make no mistake about it: recruiters and hiring managers armed with artificial intelligence have the edge. AI can significantly enhance talent-matching, boost diversity intelligence, determine potential fit and alignment, and rule out candidate fraud (while also automating deep screening processes, particularly assessments). However, there’s a “human edge” to talent acquisition that will always position the function as a people-based business that requires emotional connections, hardwired human “DNA” within technology, and the unique touch of human capital professionals.
Humans have an innate ability to be agile, flexibility, and to innovate when needed. AI is a novel swatch of technology that has revolutionized the Future of Work movement, however, it cannot be novel in how it approaches creativity and innovation. Artificial intelligence is founded on principles that have clear boundaries and parameters, whereas the human mind is near-limitless in how it can generate new ideas and concepts. AI will be even more clutch than it is today as the business arena continues to evolve; being “fed” tremendous amounts of data will allow it to boost critical decision-making at every corporate level, helping executive leaders develop major strategies that are founded on real-time data regarding economics, politics, supply chains, etc. However, the human mind always has an edge due to its propensity for agility and flexibility in the wake of changing times, as well as the natural, human consistency towards true innovation when and where it is needed.

There is a delicate balance at stake here, though, as AI becomes more entwined with business operations and evolves in how it enhances various enterprise functions. Artificial intelligence may have specific limitations, but it is undoubtedly a powerful tool that has the potential to disrupt, transform, and enhance nearly every facet of talent acquisition. Where do we draw the line, though? What is the proper mindset here, especially as generative AI (like ChatGPT) changes the ways businesses operate?

During last month’s Future of Work Exchange LIVE event in Boston, Opptly’s Rebecca Valladares put it quite profoundly, stating, “Ultimately, recruiters who use AI will replace recruiters who do not use AI.” The devil is in the quick details of Valladares’ idea: success comes to those who embrace it and meld it with the human mind. In the realm of talent acquisition, while AI holds immense potential to streamline processes and enhance efficiency, its true power lies in complementing and fusing it with human thinking, creating a harmonious synergy that combines the best of both worlds.

Leverage Digital Staffing Expert Networks

Business Leadership General Insights HR Solution Providers Talent Acquisition Technology and Innovation by John Yuva on 07/05/2023

Many times, it’s been said that having the right talent in the right place at the right time is paramount to a successful workforce strategy. While enterprises have often used traditional staffing firms to source candidates, this is no longer a viable option in today’s competitive labor marketplace. Instead, organizations are turning to digital staffing expert networks to recruit and hire candidates quickly, efficiently, and cost-effectively.

Transformative Shift to Digital Staffing

The focus on skills-based hiring is helping drive the transformation toward digital staffing. The ability to gain access to candidates with specific skills, competencies, and experience on a global scale is game-changing for many enterprises.

According to a blog post from Upwork, a global digital staffing provider connecting businesses with independent professionals and agencies, says, “As the internet has become a staple in the lives of people around the world, it has also become a central component in the modern job search.

“With the ability to match independent professionals with the skills and experience to perform excellent work to companies looking for the talent that will fit their needs, digital staffing should be a central component in the talent search for companies of all sizes.”

Leverage Digital Staffing Expert Network Offerings

As more enterprises incorporate digital staffing into their workforce strategies, they can leverage certain benefits unattainable with traditional staffing approaches. Several digital staffing providers from Upwork to Jombone, a Canadian digital staffing agency, and others cited a few of the major advantages digital staffing brings.

Cost Efficiency

Traditional talent acquisition methods can be time-consuming and expensive. Digital staffing puts pre-vetted experts from extensive databases into the hands of HR and business managers, streamlining the hiring process. According to Jombone, “Finding the right candidates for your business is critical to success, but paying too much to source them can drain your bottom line before they’ve even worked a single day. This is where a staffing platform can offer a more affordable solution.”

Specialized Expertise

One of the leading benefits of utilizing a digital staffing expert network is access to an often-extensive database of specialized professionals. Project managing a critical initiative and need certain expertise to solve a business challenge? Is there a new role for an expanding department where specific experience is required? Expert networks allow organizations to tap into their expertise to enhance problem-solving capabilities or ramp up departmental knowledge.

Networking and Relationship Building

An overlooked benefit of using digital staffing networks is corporate networking and relationship building. Engage with experienced professionals within expert networks to not only connect on immediate projects and job openings but also future collaborations, partnerships, or mentorship opportunities. Organizations can expand their professional network and tap into a broader ecosystem of experts.

Global Recruitment Pool

As Upwork stated previously, online digital staffing databases have revolutionized talent recruitment and talent acquisition processes. The access to a global pool of talent enables organizations to engage experts from different geographical locations, leveraging international expertise and diverse markets and cultures. Not only does this provide a global reach for talent needs but also broadens the possibilities for collaboration, market expansion, and cross-border projects.

Use of a digital staffing platform and an expert network database is table stakes in today’s quest for talent. It not only streamlines talent acquisition but also generates bottom-line savings. Regardless of organizational size, utilization of expert networks can be a competitive differentiator.

Strategic Workforce Planning Impacts MSP Effectiveness

Business Leadership Contingent Workforce General Insights HR Solution Providers Talent Acquisition Technology and Innovation by John Yuva on 06/27/2023

The Future of Work is an all-encompassing paradigm that transcends any one area of talent acquisition and talent management. Thus, when developing a workforce planning strategy, it must comprise every department and role in the enterprise. Yet, few organizations approach such a strategy from a holistic perspective. This can be detrimental to an organization’s skills development initiatives, talent retention efforts, and overall collaborative effectiveness with MSP and VMS partners.

Lack of Enterprise-Wide Approach to SWP

A study released by eQ8, which provides a dedicated end-to-end SaaS solution for strategic workforce planning (SWP), revealed the criticality of having an enterprise-wide approach toward SWP. Here are a few of the major takeaways from the study:

While all areas surveyed saw a greater increase in meeting their objectives using an SWP provider, the relative difference in forecasting future skills between those leveraging SWP technology and those who did not was 135%.
While one in two companies report focusing on upskilling and reskilling their current workforce, only 18% report having an excellent view into skill gaps through workforce planning to achieve future success.
Despite the increase in investment in the Future of Work with 72% of companies reporting increased investment, 60% of companies do not feel prepared.
While 85% of companies reported increased investment in SWP, only 52% are creating a consistent, company-wide approach, and only 14% of companies take a strategic, long-term approach to their workforce planning initiatives.

According to Alicia Roach, CEO and co-founder of eQ8, “Strategic workforce planning is all about driving a fundamental shift where organizations see their workforce as an asset,” she said.

“When we treat our workforce as something that creates value, achieves strategic and operational imperatives, and delights customers, we are better situated to meet our long-term goals for success. There is an innate knowing that the organization cannot get where it needs to go without its people.”

SWP for Effective Partnership Execution

Employees are a critical piece to workforce planning execution, as are managed service providers and vendor management system partners. These external partners rely on an effective workforce planning strategy to meet the talent needs of the organization. The following are several ways a holistic SWP initiative is not only necessary but essential to MSP and VMS partner effectiveness.

First, workforce planning helps MSPs and VMS providers align the demand for contingent workers with the available supply. By analyzing historical data, market trends, and client requirements, these partners can anticipate the need for specific skills and adjust their talent pool accordingly. This ensures a quick response to client demands and delivers the right talent at the right time.

Second, MSPs and VMS providers can better optimize talent acquisition and management costs through an effective and enterprise-wide strategic workforce plan. By forecasting demand and analyzing labor market conditions, they can identify cost-effective sourcing strategies, negotiate favorable rates, and avoid excessive labor oversupply or shortages — leading to controlled expenses and consistent service quality.

Third, SWP leads to the development of a diverse talent pool. MSPs can identify skill gaps, assess future talent needs, and implement strategies to attract, recruit, and retain skilled professionals. By nurturing relationships with candidates, they can build a strong talent pipeline, ensuring a steady supply of qualified workers to meet client requirements.

Lastly, workforce planning plays a vital role in ensuring compliance with labor laws, regulations, and client-specific requirements. MSPs and VMS providers need to navigate complex legal and regulatory landscapes, such as employment contracts, tax obligations, and worker classification. Integrating compliance considerations into their planning process can mitigate risks and avoid potential legal and financial consequences.

While on the surface, workforce planning can appear as a step within the Future of Work paradigm. However, it goes much deeper than that. Enterprise-wide SWP is foundational for Future of Work execution. Without it, organizations and their MSP and VMS partners are throwing darts in the dark to decide what skills exist, where talent resides, and how best to deploy it. Gain control and a proactive approach to SWP with a holistic mindset that includes input and sharing of information with MSP and VMS partners.

Data Delivers…But With Privacy Controls

Business Leadership Direct Sourcing General Insights HR Technology and Innovation Uncategorized by John Yuva on 06/06/2023

The innovative technologies available to enterprises for talent acquisition and talent management are growing exponentially. Along with the growth in HR technology is the vast amount of data that comes with it. Direct sourcing solutions, for example, collect an enormous volume of data about potential candidates. Now with the power of artificial intelligence (AI), an even deeper analysis of employee data can be accomplished. While these insights can be game-changing for workforce productivity and employee engagement strategies, there remains a question about employee privacy.

Technology Pushes Privacy Boundaries

HR is the keeper of the most sensitive employee data in the enterprise from social security numbers to performance reviews to salary information. This standard information has always been under lock and key. However, technology is now extending data into more delicate areas, leading to privacy and security concerns. Consider wearables technology that enterprises are now experimenting with. Used extensively in retail and logistics environments, organizations can now track employee behaviors and health metrics, such as blood pressure, sleep patterns, and daily steps to monitor well-being and engagement.

While HR technologies can help with employee and organizational engagement, enhance efficiencies, streamline processes, and improve executive and managerial decision-making, what are the privacy and security issues of such advancements?

Data monitoring protections. The collection of data through monitoring or surveillance technologies opens the door to sensitive employee information. Whether it’s work habits and behaviors, such as productivity or attendance metrics, or more general health-related information, enterprises should establish clear policies and communicate transparently about the purpose and extent of monitoring to address privacy concerns. In the case of wearables, what are the objectives of using these devices? How will the information be stored? And who has access to it?
Data access controls. One of the biggest issues is simply the access and sharing of candidate and/or employee information. More HR data is now accessible by a larger stakeholder pool. HR personnel, managers, executives, and external service providers are privy to employee data. It is essential to establish strict access controls and protocols to ensure that only authorized individuals can access the data. Moreover, the sharing of employee data with external vendors or partners should be governed by clear policies and data protection agreements to protect employee privacy.
Data ethics guidelines and processes. How data is used by enterprises can come under great scrutiny if ethical guidelines are not instituted to prevent misuse or discrimination. Guidelines should begin with obtaining consent from employees to collect, use, and store their personal information. Similarly, enterprises should allow employees access to their information for review and correcting inaccuracies. As organizations integrate artificial intelligence tools into their HR solutions, an audit of algorithms should occur to prevent any biases.

HR technology is ushering in innovations that can truly transform and revolutionize the workplace and workforce strategies. However, the immense data generated can erode employee trust if not properly shared and protected. Compliance with privacy laws and regulations both in the U.S. and abroad is absolute. Equally critical is transparency with contingent and permanent employees around the collection, usage, and storage of data. Communicate that data privacy and individual rights are extremely important to the enterprise, as are cybersecurity measures.

Workforce analytics alongside other forms of intellectual property are competitive differentiators that enterprises must protect. Complacency is not an option in today’s data-driven world.

Technology Adoption an Accelerant for Future of Work

Direct Sourcing General Insights HR Solution Providers Talent Technology and Innovation by John Yuva on 05/23/2023

Within the last few months, coverage of technologies like artificial intelligence (AI) and augmented reality have heated up. With apps such as ChatGTP, anyone can test the AI waters and its relevancy to workplace efficiencies. Recent Ardent Partners and Future of Work Exchange research indicated the adoption of new workforce technology and solutions is an enterprise imperative for 68% of survey respondents.

One of the defining characteristics of the Future of Work is digitization. Enterprises are now operating with more remote and hybrid workplaces. Thus, 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. Upskilling will be a critical aspect for workers as they harness more advanced technologies to communicate, collaborate, and execute their roles.

Digital employee experience (DEX) is a term that describes how effective workers are in using digital tools. DEX is a growing area of interest as companies adopt a plethora of 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.

Tom Haak, director at the HR Trend Institute, says, “Technology offers enormous opportunities to improve the life of people in and around organizations. In HR, the focus is still too much on control and process improvement, not enough on really improving the employee experience.”

Today, with remote and in-person workers, enterprises must bridge those two environments and focus on technologies that both attract and retain workers regardless of where they work. Technology that supports the Future of Work comes in a variety of forms. Often, artificial intelligence (AI) permeates many digital solutions, providing automated processes and data outputs for better workforce decision-making.

Throughout the remainder of the year, the Future of Work Exchange will be highlighting several technologies from blockchain to e-wallets, and how they impact Future of Work strategies. However, the following are technologies that business leaders and employees are using now and, in the future, to enhance the DEX and drive workplace efficiency and community.

Communication and Collaboration

The COVID-19 pandemic put communication and collaboration to the ultimate test. Enterprises and employees experienced first-hand the potential of digital communication as they grew accustomed to using Zoom, Slack, and Microsoft Teams. These platforms proved that remote work could, in fact, be accomplished with the same productive and strategic outcomes as in-person work models. It is one of the major reasons why remote and hybrid workforce options were embraced by enterprises post-pandemic.

There are several communication and collaborative tools to serve the enterprise and its remote and in-person workforce. Basecamp provides both a communication and collaborative platform to keep projects on schedule and lines of communication open. Trello also makes project management run smoothly regardless of where an employee is based.

Beyond these more common collaborative solutions, companies are utilizing chatbots for internal use for collaborative purposes and employee support. ServiceNOW, for example, offers its Virtual Agent solution to bring people to the same collaborative workspace or provide answers to employee questions.

Another evolving collaborative offering is the virtual whiteboard for use during company and team meetings. Companies such as Miro, MURAL, and Stormboard provide effective tools for diagramming and presenting in real time.

Big Data (Predictive and People Analytics)

Volumes of data flood enterprises from a variety of sources. For HR and other business leaders, big data is crucial to their Future of Work strategies, generating analytics across the talent acquisition and talent management landscape. Predictive analytics, for example, will grow as a key component of direct sourcing initiatives to curate a pipeline of potential job candidates.

According to a post on the Future of Work Exchange (FOWX), “While predictive analytics are not commonplace today, soon, a majority of enterprises will look to scenario-building as a way to enhance overall talent intelligence. Predictive analytics, in this realm, will augment the organization’s overall knowledge of its in-house skills as well as the expertise available externally (across all talent communities, including talent pools).”

Where predictive analytics will help prepare the enterprise for its future talent needs, people analytics are necessary to understand how employees are embracing digital tools and applications. Are shared applications being utilized by the workforce? Is there participation in virtual workspaces? What are employee sentiments around an enterprise’s digital transformation? People analytics help answer these questions and provide key insights into employee productivity, well-being, and digital adoption.

Virtual Reality

In a previous post, FOWX explored the possibilities of the metaverse. Virtual reality will stretch the limits of employee interaction and community. Virtual workspaces where employee avatars can converse and strategize are likely to come to fruition in the coming years. It levels the playing field for remote and in-person employees by creating a setting for everyone regardless of location.

Artificial intelligence is also a major piece of the virtual reality offering. Currently, employees can create an avatar to complete repetitive tasks using AI or communicate with customers to answer product questions. As technology advances, the potential influence of virtual reality on the Future of Work will only increase. Today’s chatbots are just the beginning of how enterprises can leverage the virtual world and bridge humans with AI.

Just as the Future of Work evolves, so too will the technologies that support it. There are dozens of software applications on the horizon to benefit business leaders and their employees. Explore the options and how they align with your workforce strategy.

Chatbots and Direct Sourcing — A Natural Fit?

Business Leadership Contingent Workforce Direct Sourcing General Insights HR Talent Acquisition Technology and Innovation by John Yuva on 05/16/2023

The dial on artificial intelligence (AI) has been turned up to such a degree that anyone can now experiment with the technology. AI tools from ChatGTP to Lensa are putting the power of AI into the hands of everyday folks — with some stunning results. While the consumer side of AI is gaining attention, it’s important not to overlook the applicability and possibility of the technology for direct sourcing and contingent workforce needs.

Today, there are several providers of AI-based tools for optimizing the direct sourcing of contingent workers. One of the most recognizable and popular tools is chatbots. This technology has evolved significantly over the years from a more scripted application to one of conversational AI realization. Through developments in natural language processing, users have a difficult time recognizing whether it’s a human or a bot they’re interacting with.

How are chatbots contributing to efficiencies in direct sourcing efforts? It’s occurring in several ways, allowing HR, business managers, and recruiters to focus on more strategic aspects of total talent management initiatives.

Screening Candidates

Candidate screening can be time intensive. Thus, chatbots are assisting in this process by asking a set of pre-defined questions to candidates and identifying those who meet the required qualifications. This can save HR and recruiters significant time and resources by filtering out unqualified candidates and moving forward only those who will speak directly with hiring managers.

Scheduling Interviews

With dozens of potential candidates, chatbots can assist in coordinating interviews, ensuring that HR and hiring managers have appropriate time blocked out for other tasks. Streamlining this workflow process allows a quick and efficient means of interview scheduling. While this is a more tactical task, it’s an essential one that automation can complete.

Pooling Talent

A major element of direct sourcing is the curation and storage of candidate data. Chatbots can help build and maintain a database talent pool. This information can be used to match candidates with future job openings, streamlining the candidate selection process. The next level of this process is using AI to slice data further based on skills and competencies, which seems a natural progression as enterprises transition to skills-based hiring.

Engaging Candidates

One of the tenets of Future of Work is engagement, beginning at the candidate stage. Not surprisingly, chatbots can engage with candidates throughout the recruitment process by answering their questions, providing updates on the status of their application, and offering personalized support. According to HybridChat, a chatbot solution provider, 74% of job seekers stall in the application process. Chatbots can engage with the candidate and answer questions that lead to a completed application. This all contributes to improving the candidate experience and increases the likelihood of a successful hire.

While this only touches the surface of the capabilities of chatbots, such AI technology can play a valuable role in direct sourcing processes helping HR, recruiters, and managers automate time-consuming tasks, improve candidate engagement, and ultimately identify the best candidates for a given position. Recruitment automation using AI and machine learning will only increase with time. What this means is the potential for more enterprises to adopt direct sourcing strategies to leverage the technology and the efficiencies that come with it. With digital transformations leading many organizational objectives, the integration of automated recruiting tools like chatbots and other AI applications brings value add to workforce strategies.