Happy Holidays from all us at Ardent Partners and the Future of Work Exchange!
Uncategorized
The Future of Work Exchange wishes our readers and community a Happy Thanksgiving! We’ll see you back here next week!
In part one of our two-part series exploring the pandemic’s effects on Generation Z in the workplace, several studies revealed Gen Z endured learning challenges and subsequent skills deficiencies. Soft skill inadequacies make it difficult to adjust to today’s workplace demands.
Today, we feature part two, exploring how enterprises can most attract and retain Gen Z employees. Not surprisingly, those strategies are closely tied to offering programs and services associated with the lasting emotional impacts of the pandemic.
The rest of this article is available by subscription only.
Introducing a New Subscription Model from the Future of Work Exchange.
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.
One of the main tenets of the Future of Work is employee engagement. It sets the tone for how to motivate, influence, and inspire workers to embrace their work and the culture of the enterprise. Since 2022 when the workplace began to normalize after two tumultuous years of the pandemic, employee engagement has become a cornerstone to achieving a productive and competitive organization.
What is the result when a lack of employee engagement exists? Two employee behaviors — “quiet quitting” and “loud quitting” — become prevalent. Current workforce statistics indicate that disengagement is more prominent than management probably realizes.
Quiet Quitting Proliferates
In early 2022, a term emerged describing workers who are disengaged from the workplace and generally apply the minimal amount of work necessary to complete their job — quiet quitters. When compared to the overall workforce, quiet quitters represent the majority of workers today, with most struggling with stress and burnout.
According to Gallup’s State of the Workplace 2023 report, 52% of US/Canadian workplace employees fall within the “disengaged” (quiet quitter) category. It also represents the largest group that HR and business managers can actively engage with positive results by listening to employee concerns and issues.
What changes are quiet quitters most looking for to thrive in the workplace?
The rest of this article is available by subscription only.
Introducing a New Subscription Model from the Future of Work Exchange.
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.
The Future of Work Exchange Podcast welcomes Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions, to discuss the implications of artificial intelligence in talent acquisition and workforce management, the evolution of the extended workforce, what’s ahead for the Future of Work movement, and much more.
This week’s all-new episode also highlights why a cooling labor market is beneficial for the overall sustainability of the workforce.
Happy Labor Day from all of us at Ardent Partners and the Future of Work Exchange. We’ll be back tomorrow with all-new content.
The term “digital staffing” has become a ubiquitous catch-all phrase in the realm of talent and work, encompassing technology that enables the discovery, engagement, and sourcing of workers. According to Ardent Partners and the Future of Work Exchange (“FOWX”), digital staffing technology comprises solutions that empower enterprises to hire freelance, independent, and contingent talent independently of Vendor Management Systems (VMS) or other workforce platforms (as well as traditional staffing suppliers). These solutions also manage various end-to-end processes integral to extended workforce management, including project oversight, worker tracking, classification, compliance, and risk mitigation.
The 2023 Digital Staffing Technology Advisor report serves as an evaluation of the global market for talent marketplaces, expert networks, digital staffing outlets, and encompasses direct sourcing platforms within its broader definition. In the current landscape, digital staffing technology represents far more than simple online talent portals for talent acquisition. Today’s digital staffing platforms resemble workforce management automation tools that not only facilitate candidate engagement but also streamline talent community development, talent pool creation, candidate experience management, and other innovative facets of extended workforce management.
Ardent and FOWX’s research underscores the significant evolution of digital staffing technology. The utilization of digital staffing solutions has surged by almost 800% over the past five years. This statistic serves as a testament to the profound impact these platforms wield within the Future of Work movement and the broader spheres of work and talent.
As we delve into the multifaceted landscape of digital staffing, it’s crucial to recognize the transformative role these technologies play. Beyond the surface-level notion of connecting talent with opportunities, digital staffing platforms now function as intricate orchestrators of the entire talent lifecycle. Their influence extends far beyond mere talent acquisition—they catalyze a paradigm shift in how enterprises interact with and manage their extended workforce.
Consider the dynamic functionalities that define today’s digital staffing platforms. They not only facilitate seamless candidate engagement but also cultivate thriving talent communities and dynamic talent pools. This speaks to a shift from transactional relationships to engagement models founded on genuine interaction and value exchange. Furthermore, the concept of candidate experience management takes center stage, reflecting the growing realization that each touchpoint with potential and existing talent shapes organizational perceptions and success.
What’s evident from the surging adoption of digital staffing solutions is their potential to reshape the way we work. These platforms empower businesses to navigate the intricate landscape of the extended workforce with agility, efficiency, and innovation. Their impact reverberates across industries, allowing enterprises to adapt and thrive in the rapidly evolving world of work.
As we navigate the evolving landscape of digital staffing, it’s imperative for organizations to grasp the holistic potential these technologies offer. Beyond their instrumental role in talent acquisition, they serve as catalysts for holistic workforce strategies. The interplay of talent acquisition, talent engagement, and talent management within these platforms creates a unified ecosystem that’s uniquely poised to drive success in the Future of Work.
To learn more, download the new Digital Staffing Technology Advisor report.
Years ago, the powerful strategy now known as “direct sourcing” persisted as a reliable, yet overlooked, element of talent acquisition. Initially known as “contingent RPO,” a concept wherein Recruitment Process Outsourcing principles were extended to encompass the engagement of the extended workforce, this approach has now evolved into a cornerstone of contemporary workforce programs. Ardent Partners and Future of Work Exchange research in 2023 reveals that the significance of direct sourcing as an effective talent acquisition and workforce strategy is finally being recognized and embraced within the post-pandemic business landscape.
Stepping back to the cusp of 2020, before the world was compelled to retreat into shelter due to a global health crisis, “direct sourcing strategies” and “talent pools” had emerged as the top two priorities for businesses seeking to fortify their contingent workforce and talent acquisition initiatives.
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.
Today concludes our three-part series exploring several contingent and workforce strategies to achieve a recession-proof enterprise.
We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market provides the Federal Reserve with the flexibility to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.
Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not.
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.