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Technology and Innovation

Procurement 2023: Big Trends and Predictions

Business LeadershipEventsProcurementTechnology and Innovation by John Yuva on

For the past decade, Ardent Partners analysts Andrew Bartolini (Chief Research Officer) and Christopher J. Dwyer (SVP of Research and Managing Director of the Future of Work Exchange) have taken executives on a late January ride through the big trends shaping the business arena and the predictions that could come as a result.

2023 will be no different, as Bartolini and Dwyer will join Beeline and iValua for a lively discussion on Thursday, January 26 (10am ET) regarding the big trends impacting both the procurement arena and Future of Work movement right now…and what’s just up ahead for these two distinct areas in the year ahead. Join us as we discuss:

  • How economic factors will impact the procurement function in both the short- and long-term.
  • Why the extended workforce will play a pivotal role in business agility.
  • How next-generation technology and innovation are driving enhanced value to the modern enterprise, and;
  • The big Future of Work predictions that will shape enterprises operations in the year ahead.

Click here to register for this exclusive webcast. Hope to see you there!

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A Time for Workforce Management Innovation

Direct SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

Humans are what drive the Future of Work today. What it all comes down to, in essence, is that a business relies on its people to get work done, to survive, and to thrive. The workforce has undergone some seismic shifts over the past several years, from the rise of the extended workforce to non-employee talent becoming a source of real enterprise agility.

Ardent Partners and Future of Work Exchange research has discovered that 82% of businesses leveraged more contingent workers and sources of external talent in 2022 than in 2021, a powerful statistic that represents the relative power of the extended workforce, its overall value, and its impact on enterprise operations.

Considering that the specter of an economic recession lingers, as well as Year Four of the Pandemic That Will Not End, this means that now, more than ever before, businesses will require Best-in-Class strategies and solutions for engaging the best-fit, best-aligned talent, and, of course, managing it in a frictionless way.

What this means, of course, is that the workforce solutions market is what will set the tone for enterprises as they reimagine their outlook for 2023 and ensure that talent-fueled agility is the foundation for success in the year ahead.

The great news, though, is that this technology industry is abound with innovation. Heavyweight platforms like Beeline bring cutting-edge workforce management functionality and a talent-centric focus that will assist enterprises in achieving true total workforce management, while solutions such as Magnit seamlessly connect top-tier direct sourcing, services procurement, DE&I, total talent intelligence, and VMS technology under a frictionless platform approach. SAP Fieldglass continues to innovate around its idyllic blend of VMS, services procurement, and candidate management functionality, all of which are built on a foundation of high-powered analytics and intelligence offerings. Prosperix brings a truly unique “VMS network” vision to life through its next-generation solution, and VNDLY (a Workday company) converges procurement-centric solutions with the HR bliss of the Workday suite of technology. Coupa Software’s contingent workforce tool is an exemplary confluence of VMS technology, business spend management automation, and real-time talent visibility.

Technologies like Opptly are redefining talent acquisition via artificial intelligence-fueled functionality and dynamic candidate matching tools. LiveHire represents the convergence of deep direct sourcing, ATS, and CRM technology and real total talent management solutions. WorkLLama is a strong reflection of “Direct Sourcing 2.0,” in which robust, end-to-end workforce management technology catalyzes progressive candidate-focused functionality. HireGenics brings the power of enterprise brand management, “MSP 4.0” innovation, and diversity-led solutions to the direct sourcing arena. Worksuite (formerly Shortlist) continues to provide enterprises with an all-in-one, flexible platform that combines the power of VMS, digital staffing, and services procurement. HireArt’s unique approach converges workforce management functionality with forward-thinking talent curation, direct sourcing, and compliance management tools.

The realm of digital staffing is also actively contributing to the workforce innovation arena. Upwork, a giant in the talent marketplace solutions landscape, offers wide-scoping workforce management technology that is built on perhaps the world’s largest talent community. Toptal continues to revolutionize what “workforce agility” means to the modern business by enabling development of fully-scalable teams of top-tier, remote talent. The Mom Project’s continued evolution reflects their commitment to diverse talent acquisition, streamlined talent engagement operations, and Best-in-Class enterprise technology. Talmix leverages global talent intelligence and next-level automation to revamp the talent acquisition process.

Catalant‘s Expert Marketplace is more than a digital staffing solution, offering 80,000+ experts and freelancers in an enterprise platform that facilitates project-scoping, team management, payments, and compliance and risk management. GR8 People‘s innovative “Everyone Platform” is a stout, end-to-end tool that encompasses the best of recruitment technology, direct sourcing, ATS, and CRM that enables total talent management and a revolutionary candidate experience.

Artificial intelligence and next-level analytics are now front-and-center in the world of workforce management technology. HiredScore is an AI-fueled platform with “talent orchestration” technology that is perfectly-aligned with the evolving world of work’s need for real-time talent intelligence. Glider.ai continues to revolutionize candidate intelligence through assessment, interviewing, and engagement innovation.

With talent as the very nexus of the contemporary enterprise in 2023 and a linchpin to true business and workforce agility, organizations have access to the dynamic solutions that can transform talent acquisition, reimagine talent engagement, and spark next-generation workforce management.

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The Power of Digital Workspaces in 2023

Business LeadershipTechnology and Innovation by Christopher J. Dwyer on

Digital workspaces are increasingly becoming powerful additions to the realm of remote and hybrid work. In the simplest of terms, these digital spaces allow employees to work remotely or from anywhere with an internet connection, rather than being tied to a specific physical location.

In recent years, the adoption of digital workspaces has been accelerated by the COVID-19 pandemic, which has forced many companies to adopt remote work policies. However, even before the pandemic, the trend towards digital workspaces was already on the rise, driven by factors such as the increasing availability of advanced communication and collaboration technologies, the rising costs of real estate, and the desire for greater flexibility and work-life balance.

Ardent Partners and Future of Work Exchange research in 2023 finds that nearly 80% of businesses across the globe experienced a greater number of remote and hybrid workers in 2022, a stat that represents something deeper about this type of work model: it’s now permanent, no matter how many executives believe they can ignore the spectrum of flexibility that has become synonymous with post-pandemic working.

The adoption of digital workspaces has not been without its challenges, however. One of the biggest challenges has been the need to adapt to new technologies and ways of working, especially as many executive leaders continue to push for return-to-office initiatives. For many workers, the transition to remote work has required a significant learning curve, as they have had to figure out how to stay connected and collaborate with their colleagues without the benefit of face-to-face interactions.

Another challenge has been the need to balance the demands of work with the demands of home life, as many people have had to set up makeshift offices in their homes. This can be especially difficult for those with children or other family responsibilities, who may struggle to find the time and space to focus on their work. Thus, the elements of work-life integration will continue to be a critical issue for enterprises that enable a flexible working environment for their talent.

Despite these issues, there are many benefits to digital workspaces. One of the most obvious advantages is the ability to work from anywhere, which can be especially appealing to people who live in high-cost cities like New York, Chicago, Boston, etc. Digital workspaces also offer greater flexibility and autonomy, as employees are not tied to a specific schedule or location. This can lead to increased productivity and job satisfaction (two factors that play vital roles in talent retention efforts), as employees are able to customize their work environments to fit their needs and preferences.

And, with innovation at play, digital workspaces can offer so much more than a flexible, automated, and collaborative environment for remote and hybrid employees. As seen with Vista Equity Partners and Evergreen Coast Capital’s acquisition of digital workspace leader Citrix last year, the convergence of virtual desktop technology and advanced, real-time intelligence (as well as other forms of automation) can provide business users with an additional layer of value. The Citrix deal proved that (with TIBCO (a Vista portfolio company)), digital workspaces can be seamlessly integrated with various applications and data across the enterprise technology infrastructure of the contemporary enterprise…meaning that businesses have the ability to shift a true office environment onto a remote infrastructure without losing control over intellectual property and data whilst giving flexible workers the same strength of access to enterprise systems that they would have in the office.

Overall, it is clear that digital workspaces are here to stay. As more and more companies adopt remote work policies, it is important for employees and employers to find ways to adapt to this new way of working. This may require a rethinking of traditional work practices and the use of new technologies, but the benefits of digital workspaces – including greater flexibility, cost savings, and, with a push from next generation automation, frictionless integration of applications and intelligence – prove that their power is critical for success in 2023.

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Welcome to the Future of Work in 2023

Business LeadershipContingent WorkforceTechnology and Innovation by Andrew Bartolini on

Happy New Year!

At the behest of our rock star analyst, Christopher Dwyer (also our SVP of Research), Ardent Partners launched this site in the summer of 2021 to help HR, talent acquisition, procurement, IT, and finance executives understand the critical convergence of talent and innovation and the impact that the extended workforce has had and will have on business operations and bottom-line performance. I would argue that as we kick off the new year, nothing is more important to a business than understanding the Future of Work in 2023 and having the right strategies, tools, and approaches to manage it well.

The Future of Work in 2023 already looks very different from just a few years ago, driven by a few large trends that are discussed below.

AUTOMATION

One of the biggest drivers of change in the Future of Work is automation and the tools used to perform tasks that were previously done by humans. This can include everything from manufacturing and assembly line work to data entry and customer service. As automation is adopted and becomes more prevalent within the enterprise, efficiencies and perhaps more importantly, effectiveness, increase as staffers can spend more time on deeper strategic elements of their work.

With today’s growing extended workforce, enterprises need flexibility and scalability. Automation can bridge the various data points related to recruitment, onboarding, and payroll, allowing HR to focus on strategic workforce development and management planning. Through direct sourcing initiatives and automation, an enterprise can flex its extended workforce requirements quickly and efficiently, providing the necessary support before ramping down.

AI

Another significant trend in the Future of Work is the increasing use of artificial intelligence (AI). AI refers to the development of computer systems that can perform tasks that normally require human intelligence, such as learning, problem-solving, and decision-making. AI is already being used in a variety of industries, including healthcare, finance, and retail. We are in the early stages of an AI revolution, but this technology is almost certainly going to play an even larger role in the way we work, potentially leading to the creation of new job roles and a better understanding of how to staff the most successful teams and projects.

Of all the technologies available to enterprises that help automate key workforce processes, AI is the pure representation of the Future of Work. However, there are different shades of artificial intelligence helping organizations optimize the way they get work done and how they think about talent. It’s more than having an artificial persona to help figure things out and make decisions — instead, it’s enabling smarter decisions.

If bias can be removed from decision-making and technology, and AI is set up in such a way that there is no unconscious bias, then it is possible to understand how diverse the workforce truly is. The Future of Work Exchange has long said (including many years ago) that a diverse workforce is the deepest workforce. Being able to bring in different voices from different cultures allows businesses to be more innovative and think outside the box. And AI is a perfect conduit for that.

THE HYBRID WORKFORCE

In addition to automation and AI, the Future of Work is also likely to be influenced by the increasing popularity of remote work and flexible scheduling. With the advancement of communication technologies such as video conferencing and project management software, it is becoming easier for employees to work from anywhere in the world. This trend is being driven by a variety of factors, including the desire for work-life balance, the need for companies to access a global talent pool, and the cost savings associated with remote work.

Progressive companies realize the importance of hybrid work options for employees. While compensation remains a major factor when accepting a job offer, it is benefits such as hybrid work that are attracting more job candidates. Hybrid work models are also contributing to healthy employee well-being and mental health — both of which can have a significant impact on the bottom line. A hybrid workforce makes healthy sense to workers and fiscal sense to the enterprise.

SUMMARY

As technology continues to advance at an unprecedented pace, Ardent Partners expects to see significant changes to the way we will work in the coming years. Whether it is through upskilling and retraining or embracing new technologies, the key to success in the Future of Work will be adaptability and a willingness to embrace change — namely automation, artificial intelligence, remote work, and flexible scheduling.

And, as the Future of Work continues to evolve, it is important for both individuals and companies to stay abreast of these trends and to be proactive in preparing for the changes that are likely to come. That’s where THE FUTURE OF WORK EXCHANGE site comes into the picture — if you haven’t already, bookmark this site and make it a regular stop as you pursue your workforce goals and objectives in 2023 and drive to become a Best-in-Class operation.

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The Recession-Ready Enterprise

Business LeadershipContingent WorkforceDirect SourcingGeneral InsightsTalent AcquisitionTechnology and Innovation by John Yuva on

There has been great debate in recent months about a recession. Are we already in a recession? If a recession occurs, will it be light or something more impactful? Or will the economy be resilient and avoid a recession entirely? Enterprises in technology and media industries are already reacting to recession fears by laying off tens of thousands of workers. As we move through the first quarter of 2023, how could a recession impact the extended workforce?

Business As Usual

There’s no doubt we’re experiencing challenging economic times. However, businesses must continue with mission-critical projects and initiatives that often require specialized expertise. The skills gap remains inherent in many enterprises, leading to continued demand for contingent workers. And as the Future of Work Exchange research indicates, 47.5% of the enterprise workforce is comprised of extended workers. That figure cannot be ignored, especially during times of economic distress.

Digitization Evolution and Workforce Mercenaries

Despite the recessionary climate, there is an enterprise evolution occurring: digitization. Whether it’s talent acquisition platforms, accounts payable solutions, or larger enterprise resource planning systems, businesses are transforming from tactical (manual) to strategic (digital) strategies across the operational landscape. And with digitization comes the extended workforce.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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

Click here to learn more.

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Managing the Extended Workforce Requires Agile Automation

Solution ProvidersTalentTechnology and Innovation by Christopher J. Dwyer on

A few weeks ago, I had the pleasure of joining VMS and extended workforce platform Beeline for an exclusive webcast focused on transformative technology’s role in the Future of Work movement. Alongside Lesley Walsh, the solution provider’s VP of Client Relationship Management, the event discussed how the new world of work and talent requires agile automation to navigate an uncertain 2023, as well as the role of extended workforce technology in supercharging contingent workforce management (CWM) programs and initiatives.

Lesley and I not only chatted all things Future of Work (including the state of work today, the volatile labor market, etc.) and “human”-led concepts (such as empathy-driven leadership and more flexible, human-focused enterprise thinking), but also revealed some brand-new research findings from the Ardent Partners/Future of Work Exchange research study, Why the Extended Workforce (and Future of Work) Requires Agile Automation…which can be accessed here. And, enjoy an excerpt below:

The Future of Work Exchange frequently states: “Flexibility is the Future of Work.” The ultimate state of “work optimization” is more than reimagining specific facets of enterprise operations. In essence, there are three main tenets of the Future of Work movement: 1) the evolution of talent engagement and talent acquisition, 2) the impact of new technology and innovation, and 3) the transformation of business leadership.

The extended workforce of 2023 comprises nearly half of the average company’s total talent (47.5%); the growing size and strategic impact of this workforce requires that businesses leverage tactical and strategic efficiencies to get work done effectively and adeptly. Extended workforce management, much like typical CWM, requires end-to-end efficiencies and high flexibility. These operational elements allow executive leaders to shift, scale, and re-form their workforce initiatives as shifts in economic and global markets arise.

In 2023, the fluid and evolving nature of the extended workforce means that businesses must navigate uncertainty while ensuring that top-tier talent is engaged and sourced effectively. While more mature CWM programs can withstand these new, converged pressures, all businesses must move from tactical to strategic when engaging and managing their extended workforce to drive the most value from these unique skillsets and expertise.

“Traditional” elements such as cost savings and time-to-fill rates are obviously crucial attributes to any extended workforce management program. However, it is the way enterprises blend contemporary nuances of today’s evolving talent architecture that determines how they will thrive in 2023.

Download the new research study here, and, if you missed last month’s webcast with Beeline, check out an on-demand replay here.

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Employee Engagement Still Lacks Execution

Business LeadershipContingent WorkforceGeneral InsightsHRTechnology and Innovation by John Yuva on

Today’s enterprises can be characterized as fast-paced, ever-evolving to effectively respond to a more dynamic marketplace. Within the hustle and bustle lies a critical workforce need that is often overlooked: employee engagement. The concept can be confused with simply offering employees certain monthly perks identified from a quick survey. However, it goes much deeper than that and reaches beyond permanent, full-time employees to those in the extended workforce, as well.

A well-rounded definition of employee engagement comes from Engage For Success: “Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give of their best each day, committed to their organization’s goals and values, motivated to contribute to organizational success, with an enhanced sense of their own well-being.”

Powerful, Yet Underutilized

It is that commitment toward oneself and the enterprise that makes employee engagement such a powerful workforce approach. Yet, as a Gallup survey indicates, only 36% of U.S. employees are engaged in their work and workplace. The number is even lower on a global scale, with only 20% of employees engaged at work.

However, for those enterprises with a fully entrenched employee engagement system, the results speak for themselves. According to Gallup, those leading organizations are experiencing the following benefits:

  • An increase of 18% in productivity (sales)
  • An increase of 23% in profitability
  • A decline of 40% in quality issues (defects)

Achieving these results requires engagement with every worker. With nearly half (nearly 48%) of today’s enterprises comprised of contingent workers (per Ardent Partners and Future of Work Exchange research), employee engagement must include this critical workforce segment. When faced with the possibility of losing extended talent following a project or other initiative, employee engagement could be the competitive differentiator to retain them.

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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Future of Work Predictions for 2023 (Part IV)

Business LeadershipDirect SourcingDiversity and InclusionGeneral InsightsTechnology and Innovation by Christopher J. Dwyer on

Welcome to an exclusive series here at the Future of Work Exchange that will feature predictions, insights, and trends for 2023 that will shape the Future of Work in the months ahead. We polled technology and solution provider executives and asked them how they believe the world of work and talent will continue to evolve in 2023 and beyond:

Christy Forest, CEO and Executive Director, LiveHire

“It’s the greatest talent reshuffle in recent history and it isn’t over yet. Companies will respond to the fierce competition for talent alongside their looming concerns of recession with one critical capability: agility. We will see a very welcome shift…from what was a lot of talk and not a lot of action, a lot of dabbling and not enough commitment to finally creating a truly agile approach to optimize the mix of permanent and contingent workers to meet fluid business needs. This requires internal collaboration and a mindset shift but it will happen because…

We will see more and more power in the hands of candidates and employees, a higher bar set by them for transparency, inclusion and experience, and only the best companies will earn their engagement and their time. So the most progressive companies will take more ownership of their brand, start their journeys in earnest to direct sourcing programs and total workforce management solutions that enable them to meet the market where it is and move ahead of the competition.”

Pam Cohen, Chief Research and Analytics Officer, Werklabs/The Mom Project

“The Future of Work is fluid; success will depend on an intricate alliance between employers and talent that embraces life outside of work and allows for the existence of both woven into each day. From this, employers will find enhanced loyalty and retention of all types of workers, and talent will find the opportunity to grow within their jobs without feeling the need to leave in order to experience other aspects of their life.”

Nancy Miller, , Atrium

“Lines will start to blur in types of work just like lines have blurred in categories of HR tech for temporary/independent talent markets. Workers want to do work that excites them and where they can add value…they want to leave a mark. Technologies should make it easy for those workers to find this work regardless of what labor category it “places” them in, i.e., temporary worker, contractor, independent contractor, full-time employee, flexible talent, etc. Another trend I predict is that talent acquisition platforms are expanding to be more versatile regarding the labor categories they cater to. In example, platforms originally built for direct hire/perm placements will continue to productize and launch modules for contract work. Vice versa – we are seeing many platforms built for contract hiring to now also offer direct hire recruiting solutions. HR tech as a whole will move toward omni-channel solutions to engage people through all channels.”

Morten Bruun, Managing Director, North America, Worksome

“The push for a more agile workforce will drastically expand in 2023. We’re coming on the back off a large number of layoffs in the tech industry. Any technology will say a) innovation is the key for their success, and b) people are what create innovation. This leaves you in a dilemma: How can I continue to innovate in an environment where we’re reducing headcount growth? You essentially want to make sure that you have an agile workforce that you quickly can scale up and down and move to the areas where you need innovation the most.

The Great Resignation, Great Reshuffling, quiet quitting, and some of the other 2022 trends we’ve been seeing—will those stick around? I actually don’t think it matters whether they will continue or not. The interesting aspect of the Great Resignation is not that a bunch of people quit their job; the interesting aspect is why they quit their job. People are sick and tired of a traditional working model with no flexibility, that’s why they quit. It’s not unlikely that we won’t see the same volume of people quitting their job during a recession, but it’s important to realize that the sentiment isn’t gone. The sickness is still there, even though the symptoms are gone.

It’s abundantly clear that legacy tech in the workplace/people space isn’t solving the problem for companies. This is particularly true in the contingent workforce space. Around 90% of large enterprises have a VMS in place, but more than 50% of them are citing the lack of efficiency in their contingent workforce program as their #1 challenge.”

Connor Heaney, Managing Director, CXC Global EMEA

My predictions for the Future of Work are:

  • An increased interest in Africa as a remote talent pool to combat talent scarcity in Western economies.
  • As organizations seek to solve the talent supply issue, they will start to become more willing to employ and engage workers from diverse backgrounds: non-university educated, disabled, neurodiverse, veterans, and folks with minor criminal records.
  • Increased regulation in the Gig and Open Talent Economy as a result of the EU directive on platform workers. This has the potential to be hugely disruptive to the sector.”

Marlon Rosenzweig, CEO and Co-Founder, WorkGenius

“We expect 2023 to be a year of growth for freelance even if the economy shrinks. Demographic change and lack of immigration built up a talent shortage that will persist. “

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Future of Work Predictions for 2023 (Part II)

Business LeadershipDirect SourcingGeneral InsightsHRTalentTechnology and Innovation by Christopher J. Dwyer on

Welcome to an exclusive series here at the Future of Work Exchange that will feature predictions, insights, and trends for 2023 that will shape the Future of Work in the months ahead. We polled technology and solution provider executives and asked them how they believe the world of work and talent will continue to evolve in 2023 and beyond:

Kevin Akeroyd, CEO, Magnit

“2023 will mark the year when the three largest opportunities within contingent workforce management stop being ‘discussions’ and ‘buzz words’ and start gaining real adoption and driving real value for companies. The C-suite is finally paying attention and necessary corrections are coming fast in these critical areas:

  1. Direct Sourcing. In the current economic environment, saving $300-$400 million out of every $1 billion in staff augmentation contingent spend that goes to the disintermediary vs. to the talent or the enterprise’s bottom line is simply too much to continue to ignore.  
  2. SOW. This another area where $300-$400 million out of every $1 billion in professional services procurement contingent spend in known/acknowledged waste is simply too much to continue to ignore.
  3. Data/Analytics. The industry spends billions on annual survey data to edify FTE salaries, which is 50% of their workforce. They spend virtually nothing to edify Contingent Labor rates, which is the other 50% of their workforce. That has to, and will, change, starting in 2023.”

Amy Doyle, and Global Leader, Talent Solutions TAPFIN

“Talent practices and strategies will need to keep better pace with increasingly rapid evolution of work. What worked to get us here is quickly losing impact.  Mere execution – driven by growth of our ecosystems is not enough; organizations and solution partners alike are prioritizing the value of strategic partnerships in enabling agility and collaborative innovation.”

Kevin Poll, SVP of Strategy and Business Development, WorkLLama

“I think a big trend for 2023 will center around how companies are branding themselves to all talent and delivering similar experiences to candidates, regardless of how a person engages with the company (full-time, SOW, contractor, freelancer). As companies move towards an omni-channel talent acquisition strategy, a consistent candidate experience is critical. Not only does it increase engagement and referrals, but a positive candidate experience can also turn even rejected candidates into brand ambassadors, increasing the quality of future candidates and lowering cost-to-acquire. Without a total talent approach to finding, attracting, and nurturing candidates, companies lack a holistic talent strategy, which can hurt their bottom line.”

Sunil Bagai, CEO, Prosperix

“2023 will be about volatility as some companies downsize and others ramp up. Amidst this chaos, businesses will be seeking to increase workforce productivity in lieu of financial constraints, improve visibility and insights into their entire workforce, and find a balance between local, remote and offshore teams. 

A few tenets will remain strong in 2023, including the intentionality of remote work so it is flexible and meets the social and performance needs of the business. Additionally, the pursuit of meaningful work will be more prevalent as bad managers, lack of business transparency and poor culture drive individuals into new work environments that are more aligned and enriching.”

Jessica “JJ” Reeder,

“Productivity is passé. As the world faces a global crisis in employee engagement (Gallup reports only 20% of workers are engaged) and as many companies tighten their budgets, the question to ask is not “How much are we producing?” but “Are we producing the most effective outcomes?”

Organizations with people-first organizational cultures are attracting the world’s best talent by promising healthier work-life integration, flexible schedules, and an investment in professional development. What that translates to is employees exerting a greater sense of control over when, how, and where they work, but with a higher quality of output and higher probability of long-term retention.

In 2023, companies that want the best people doing their best work will understand the importance of planning, goal-setting, and focus on shared objectives. Rather than overworking people to the point of burnout, we’ll see more great leaders steering their teams toward a vision, and empowering them to reach it.”

Steve Dern, EVP of Talent Solutions, Evaluent

“Direct sourcing will include not only technology implementation, but the strategic inclusion of diversity EOR/AOR suppliers who can provide curation services, allowing traditional talent acquisition teams to focus on the internal hires that remain mission critical.  As direct sourcing yields benefits to evergreen hiring needs, these solutions will expand their reach across the enterprise.  A key component of this success will rely on the proactive marketing of the brand and culture of the organization, positioning itself as a destination of choice for both potential employees and contingent workers alike.”

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Future of Work Predictions for 2023 (Part I)

Business LeadershipGeneral InsightsTalentTechnology and Innovation by Christopher J. Dwyer on

Welcome to an exclusive series here at the Future of Work Exchange that will feature predictions, insights, and trends for 2023 that will shape the Future of Work in the months ahead. We polled technology and solution provider executives and asked them how they believe the world of work and talent will continue to evolve in 2023 and beyond:

Brian Hoffmeyer, SVP of Market Strategies, Beeline

“The extended workforce industry has spent years talking about total talent management. In 2023, due to new technologies and service offerings, we will see more and more enterprises truly implement it, capturing all of their workforces in one place and using that data to make better tactical and strategic decisions.”

Brian Salkowski, COO, Guidant Global

“Throughout 2023 we expect a slower pace of growth across the workforce solutions industry and the US jobs market will become increasingly uncertain as the year progresses. ​Many organizations are concerned about what ​lies ahead for the next ​12 months and the possible impact on business growth, profitability and shape. Customers are therefore likely to focus on cost-saving and value-driving measures, for example, supply chain consolidation, increased focus on internal skills mapping, upskilling and mobility, and the expansion of MSP remits to include uncontrolled and costly services procurement spend. There will be greater scrutiny on how work gets done and by whom, to optimize business innovation, productivity and fulfillment. Finally employers will continue to dial up their focus on driving social value through DE&I and ESG measures. The most successful organizations are likely to be ​those that think differently ​and act boldly.”

Sean Ring, VP of On-Demand Talent Solutions, People 2.0

“2023 will be the tipping point for Enterprise adoption for both Direct Sourcing Technology/Programs as well as Global Freelance Marketplaces. This will be driven by the need to find cost savings in a period of economic contraction in tandem with the desire to find high quality talent that can be deployed in agile/flexible/On-Demand models which reduce fixed costs generally associated with acquiring and retaining full-time employees.”

Darren Topping, Director of Solutions and Insight, Lorien

“It has been an interesting couple of years from a people and hiring perspective to say the least, and now all eyes turn to what 2023 has in store. Could we see a genuine great resignation? As the cost-of-living crisis in the UK pushes workers to look for higher salaries and with organizations not having the means to meet them, could we finally see record-breaking numbers of movement? Or, as an alternative view, could the slowdown of hiring and potential redundancies cause candidates to decide to stick in their current position and ride things out until the economy recovers?

As our thoughts turn to 2023, one prediction from me is that demand for technology talent will remain high, and will still outstrip the availability of candidates in the market. Organizations will need to continue to focus on both a compelling Employee and Contractor Value Proposition to appeal to the broader market, as well as continuing to invest in environmental objectives as part of an overall CSR strategy if they are to be successful in growing and maintaining their tech teams. Discussions around hybrid working haven’t gone away, and I also expect to see further clashes in 2023 between organizations attempting to adopt a full-time office position and those candidates who have been comfortable in a mostly remote culture.”

Stay tuned for the next edition of this insightful series!

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