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The Symbiotic Link Between Digitization, Talent, and the Future of Work

Business LeadershipTalentTechnology and Innovation by Christopher J. Dwyer on

The very concept of “digital transformation” is limited in its scope: move to a digital infrastructure that creates value and optimizes enterprise processes. While a digital transformation effort is much better than leveraging age-old manual strategies, there is a fundamental flaw in how today’s businesses are approaching this increasing digitization and parlaying its benefits into the ultimate success of the greater enterprise.

Digital transformation depends on the evolving talent ecosystem, and businesses must embrace this symbiotic link to truly optimize how work is done.

For the past decade, I’ve defined the Future of Work in both simplistic and more intricate manners; the simple definition is “how enterprises optimize how work gets done through the advancements in talent acquisition, the advent of new technology and innovation, and the transformation of business leadership/business thinking.” The more complex version follows a cascading revolution of reimagining the very elements of work, including talent, diversity, workplace structure, technology and innovation, collaboration, etc.

It’s much more complicated than simply automating facets of the business. And it’s so much more than shooting for the “digital enterprise” goal. We’re at an inflection point when it comes to work, talent, and technology: embrace the linkage between these elements, or, lose the agility and flexibility afforded by the power of this convergence.

Businesses learned a harsh lesson in 2020: those that could not adapt to the major shifts in work optimization were the ones that could not survive months of extreme disruption. While we are now nine months into 2021 (wow…time flies, doesn’t it?), another new year is on the horizon, and businesses must prepare for perhaps the most critical year of their history given the direction of the economy and the labor market. The shift towards “flexibility as the Future of Work” means that enterprises must execute in a more dynamic manner. The companies that thrived and continue to thrive are the organizations that understand and embrace 1) how they want to get work done, 2) the talent and technology needed to get that work done across both the short- and long-term, and 3) the proper balance between human and automation. In addition:

  • It’s not just about remote work, but rather the way remote workers collaborate, improve their productivity, and share intelligence. Digitization isn’t just for the office. With upwards of 44% of all workers telecommuting today (according to new Future of Work Exchange research), these critical professionals require the proper tools, technology, and software to be productive and connective with the greater organization. So much of the focus on hybrid work models has been on trust, communication, and productivity, when it should rightfully be on priming these workers for success.
  • Businesses must tap into the full ecosystem of talent-led technology, including AI-led candidate assessment, digital staffing, talent marketplaces, etc., to drive a better alignment between work and skillsets. Using one outlet of talent technology won’t cut it moving forward. With so many job openings and “The Great Resignation” hopefully receding as we move into 2022, businesses are nonetheless faced with continued pressure to deepen human capital and future-proof skillsets within their total workforce. The only way to solve this incredible challenge is to invest in reskilling and upskilling, validate skills through AI-fused assessment tools, augment the total workforce by tapping into on-demand talent marketplaces, and developing a long-term digital staffing roadmap that ensures all talent gaps can be addressed from both internal and external channels of expertise.
  • And, speaking of skillsets: “talent sustainability” is developed through data science, next-gen analytics, artificial intelligence, and data oceans that provide executives with real-time snapshots of their total talent. Talent sustainability is a keystone of the Future of Work moving further, as businesses require the ability to plug-and-play talent across a hypothetical future whilst maintaining, developing, and retaining the necessary skillsets to thrive. This is only possible through a thorough mix of talent management, skills assessments, next-gen solutions (like AI), and a commitment to harnessing data science to uncover core expertise gaps in both the general workforce and the leadership behind it.
  • Digital recruitment depends on automated marketing, seamless referral campaigns, and full linkage of talent acquisition systems. “Digital recruitment” differs from “digital staffing” in that the former relies on more elegance and strategic capabilities rather than an external channel or talent network. As such, businesses must develop a positive and seamless “hiring manager experience” that allows these leaders to build pipelines of talent through automated referral campaigns, digital marketing initiatives that promote the company culture and brand, and full linkage of these efforts into greater talent acquisition strategies (and associated talent engagement, ATS, VMS, etc. platforms).
  • Direct sourcing must move from “strategy” to “embedded architecture.” A straightforward notion: move direct sourcing from being a bolted-on workforce management strategy to one that is embedded in the digital architecture of the greater organization. Talent pools should be segmented and available on-demand in enterprise recruitment streams, while talent pipelines should be contributed to and accessed by any hiring manager across the organization for total visibility and proactive planning. Talent nurture should be a natural series of seamless processes that are automatically designed to facilitate open communication with candidates to foster engagement and continually reflect the strength of the enterprise brand.

And, finally, a fundamental shift in the role of digitization: technology should not be the total linchpin to organizational success, but rather a realm of interconnected functionality, data, and intelligence that reinforces true business agility and workforce flexibility. Problem-solving has long been the gateway for businesses to invest in, adopt, and leverage next-generation technology; the Future of Work dictates that businesses execute more forward-thinking strategies in the vein of innovation. The symbiotic link between digitization, talent, and the Future of Work is what will allow business to be more proactive as they build a dynamic infrastructure that is built on elements of new technology platforms, real-time data and intelligence, and an overarching desire to develop a truly agile workplace culture.

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Key Providers for 2021: Talmix

Solution Providers by Christopher J. Dwyer on

The Background:

The global talent acquisition and HR markets have collectively experienced a near-700% increase in the adoption of digital and on-demand staffing solutions over the past five years, a direct response to the evolution of talent engagement, shifts in how businesses view their contingent workforce, and the overall transformation of how work is addressed and done.

For today’s businesses that crave true workforce agility and aim to engage top-tier talent in an on-demand manner, talent marketplace and digital staffing solutions have emerged as go-to platforms. However, while these solutions offer deep networks of vetted talent, businesses also require functionality that can ensure alignment with key projects, roles, and positions while developing true collaboration between independent talent and enterprise hiring managers.

Enter Talmix.

Why They Were Selected:

Talmix offers one of the deepest channels of strategic talent across the globe and is primed for fast growth in the years ahead due to its robust candidate-matching functionality (fueled by true artificial intelligence), robust analytics and reporting, and commitment to direct sourcing. The solution’s “Talent Passport” offering is a unique module that automatically updates each candidate’s core skillsets (including soft skills) based on the evolution of career paths, projects completed, and answers to dynamic screening questions.

The Talmix solution is one of few platforms that provides a deep service-layer offering on top of a robust technology system and global marketplace of top-tier, in-demand skillsets and expertise.

In Their Own Words:

It’s five years since Talmix launched and our purpose is unchanged – we want to unlock the power of the extended workforce. We have built a talent marketplace and global talent network focused on Business Talent. Companies use Talmix to create an extended workforce which can address skills and operational requirements, and get critical work done.

Our platform automates the heavy lifting for both the client and the talent, so they benefit from a first-class experience in terms of using the platform, and because this is high-end business talent and high-value projects, we don’t forget the service layer to enhance that experience.  Being global provides more flexibility to our clients and talent – the opportunity to have the best talent working on projects, regardless of location.

As more companies turn to the extended workforce, we want to make sure that our platform continues to develop and support those companies with the fastest and most precise way to reach that workforce. For example, this week we’re launching tagging capabilities, meaning more data points on the Talent Passport for talent, and easier ways of defining projects for client.

And our name tells it all –  we believe that with the right mix of talent, anything is possible.

The Outlook:

The Talmix solution enables a deeper understanding of worker demographics, micro-experiences, soft skills, feedback, work style preferences, and other key worker attributes, which are dynamically updated as candidates complete new jobs and projects. This innovative approach towards talent marketplace functionality, especially in a business world that is evolving seemingly overnight, can be incredibly crucial for those HR and talent acquisition executives that require a specific level of expertise for mission-critical projects and initiatives.

And, with its direct sourcing and talent pool functionality, Talmix will be positioned to help global businesses engage, build, and develop a truly agile workforce in the face of massive transformation within the greater world of work.

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Key Providers for 2021: The Mom Project

Diversity and InclusionSolution ProvidersTalentTechnology and Innovation by Christopher J. Dwyer on

[Editor’s Note: Over the next several weeks, the Future of Work Exchange will unveil its “21 for 2021” list of key solution providers that are shaping the Future of Work through innovative technology, progressive functionality, and overall impact on the evolving world of talent and work. On deck for today: The Mom Project.]

The Background:

In the world of “digital staffing,” which is a wide-encompassing industry that includes talent marketplaces, talent clouds, talent communities, on-demand staffing outlets, freelancer management systems (even though “FMS” as an acronym is seemingly defunct), as well as direct sourcing technology, it’s not often that businesses have access to an end-to-end workforce management platform that also prioritizes talent engagement with a deep community of gender- and ethnically-diverse professionals.

Future of Work Exchange research finds that 62% of businesses expect more focus on diversity, equity, and inclusion (DE&I) initiatives over the next year, proving that the technology spectrum within workforce management needs to evolve to meet this expected shift moving forward.

Enter The Mom Project.

Why They Were Selected:

The world for working parents has dynamically shifted…again. The Mom Project’s Greg Robinson (COO and co-founder), who appeared on the Contingent Workforce Weekly podcast earlier this year, said that he and his team fear that we will see another mass exodus of women from the workforce due to the pandemic and its wide-sweeping ramifications. The Mom Project is looking to change that through its unique ability to connect enterprises with qualified and diverse candidates in a nimble, agile, and on-demand manner. That alone warrants selection as a solution that is shaping the Future of Work, but there’s more to the story.

On top of its 500,000+ (and growing) network of diverse candidates, The Mom Project also offers progressive workforce management technology such as true total talent management functionality, an AI neural network learning engine (that incorporates customer culture and DE&I attributes) that helps users identify key DE&I trends and patterns, and automation that assists enterprises in building ready-to-engage, pre-vetted talent from both non-employee/contingent and direct hire/FTE perspectives.

The Mom Project is one of the most progressive and innovative workforce/talent solutions in today’s evolving technology landscape.

In Their Own Words:

More than one million American women will become parents this year, joining the ranks of the working parenthood — a vital segment of the workforce. Simultaneously, businesses are challenged to retain talented employees as they navigate through this period of life, and struggle to find the experienced talent they need to grow.

The Mom Project is the expert partner helping companies create stronger, more diverse workforces that are well-prepared for the Future of Work. These are the big picture problems that C-suites, boards, investors and hiring managers across the country are focused on. We’re proud to be the consultative, action-oriented partner working hand-in-hand with our customers to drive lasting change.

  • Our platform drives community engagement and trust, driving a premium pipeline of over 500,000 members, growing by 20,000 members a month.
  • Our thought leadership and hands-on collaboration with hiring managers and recruiters ensures talent doesn’t get stuck mid-way, and that mom is primed to thrive in her new role.
  • Giving back to our 501.3(c) nonprofit, RISE, ensures that we’re continuously preparing the candidates of the future.
  • Co-branding drives talent perception and pipeline, and each hire becomes a story to further elevate partners as employers of choice for working families.

Women staying engaged in the workforce on their terms is good for families. It’s good for business. It’s good for everyone. .

The Outlook:

Over the next two years, 62% of businesses expect to address DE&I objectives and initiatives with workforce management technology and similar automation, according to Future of Work Exchange research. This statistic reflects just how critical diversity, equity, and inclusion truly is within the digital staffing solutions arena and its crucial place as part of greater talent management strategies.

The Mom Project is uniquely positioned to continue its rampant growth in the market from three perspectives: 1) it is one of the most visible workforce management platforms that is actively prioritizing and truly aligning DE&I within the very fabric of its functionality, 2) it offers one of the industry’s deepest communities of gender- and ethnically-diverse skillsets and talent, and, 3) its progressive technology platform enables a spectrum of innovative talent acquisition, talent engagement, and workforce management solutions that harness the incredible power of artificial intelligence and machine learning while forming a foundation of total talent management automation.

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Contingent Workforce Weekly, Episode 604: A Conversation with Matt Pietsch, Chief Strategy Officer at High5

Podcast by Christopher J. Dwyer on

An all-new edition of the Contingent Workforce Weekly episode, sponsored by DZConneX, a Yoh company, features a discussion with Matt Pietsch, Chief Strategy Officer at High5. Matt and I chat about the digital staffing industry, the evolution of direct sourcing, the outlook for the Future of Work movement, and much more.

Tune into Episode 604 of Contingent Workforce Weekly below, or subscribe on Apple Music, Spotify, Stitcher, or iHeartRadio.

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The Agile Workforce Runs on Talent Marketplaces and Talent Communities

Direct SourcingTalentTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

Last year, Ardent Partners predicted that the global business landscape would experience a sharp uptick in the utilization of non-employee labor as a direct result of the pandemic’s sweeping impact on business and human interaction. Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” In 2021, that number sits at nearly 47% and there are strong indications that this percentage will grow as the transformation of talent and work continues forward.

Additionally, 82% of all businesses state that the challenging times of 2020 created a bigger need for extended and non-employee talent. The past 12 months have clearly revealed that workforce scalability is an essential link to economic survival in the now-chaotic, hyper-competitive world of global business. Operationalizing that scalability is the very root of workforce agility, from which businesses can tap into talent pools, marketplaces, clouds, and communities to enhance the work done by the trusted FTE workers, and a range of services and other recruitment streams to build, in real time, a dynamic response to a crucial enterprise initiative. The contingent workforce has become the foundation of workforce scalability, and rightfully so: businesses that survived 2020 and look forward to thriving in the second half of 2021 are actively harnessing the dynamic power of the agile workforce to get work done.

In its upcoming Future of Work Exchange Report for 2021 research study, we discovered that Best-in-Class organizations (top-performing enterprises based on a series of key workforce, quality, visibility, etc. metrics) are 32% more likely to tap into digital staffing outlets for talent acquisition needs. These solutions, which typically include talent marketplaces and talent communities/clouds, offer vetted and high-quality talent for either general positions or specific verticals (such as light industrial, engineering, graphic design, coding, etc.). These offerings are often considered enterprise-grade solutions that facilitate real-time and on-demand talent engagement with independent, freelance, or contract workers via a web-based network or portal.

Talent marketplaces typically offer “white-glove” or high-touch talent management services (akin to Managed Service Providers) to help their clients source the best-fit talent for their project requirements as well as the automation of core workforce management processes (such as requisition management, talent pool development, and back-end financial operations). The utilization of talent marketplaces and digital staffing outlets has increased by over 700% over the past six years, according to our research.

Ardent Partners recently published a definitive guide to the digital staffing and talent marketplace solutions arena, the 2021 Digital Staffing Marketplaces Technology Advisor. Click here to register and download your copy today. This new report will assist executives and professionals understand this evolving solutions landscape and help them find, engage, and source top-tier talent and skillsets.

Download your copy of this critical new research study, and feel free to reach out if you have any questions regarding the new report, the digital staffing technology landscape, how to find the best-fit talent marketplace for your organization, etc.

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Welcome to the Future of Work Exchange (FOWX)!

General InsightsTalent by Christopher J. Dwyer on

Ladies and gentlemen, Welcome to the Future of Work Exchange!

This site is the culmination of decades of time spent researching and developing the strategies, tools, characteristics, and attributes that have come to define the Future of Work movement, including talent, technology, and business leadership. Powered by global research firm Ardent Partners, FOWX is a first-of-its-kind destination for HR, talent acquisition, procurement, IT, and finance executives focused on the convergence of talent and innovation and the impact that the extended workforce has on business operations and bottom-line performance. FOWX aims to help executive leaders across all enterprise functions optimize how work is done, build the best talent management strategies and programs, and understand the complex technology landscape.

Ardent Partners defines the Future of Work as the strategic optimization of how work gets done through 1) the evolution of talent engagement, 2) the advent of new technology and innovative tools, and 3) the transformation of business standards. Businesses across the globe believe that many significant Future of Work shifts will force them to reevaluate their current work standards, policies, and general practices. All aspects of the Future of Work Exchange will touch upon these ideas and assist business leaders become truly agile and dynamic organizations.

Over the coming years, community members can expect a non-stop stream of great content from our team (and guest contributors) on topics such as digital staffing, remote work and hybrid work models, contingent workforce management, blockchain, artificial intelligence, diversity and inclusion, empathy-led business leadership, direct sourcing, and much more. Our groundbreaking Contingent Workforce Weekly podcast will also be simulcast here on the FOWX.

This September, we will more formally launch the site and introduce a host multimedia assets on the “Exchange,” including exclusive research, conversations with HR, talent acquisition, procurement, etc. leaders that are challenging the status quo and advancing the Future of Work movement, as well as technology leaders that bring a wealth of insights to the evolving world of work.

The Future of Work Starts Here!

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The World is Nearing Normalcy, But Will the Workforce Ever Be the Same?

Business LeadershipTalentTalent Acquisition by Christopher J. Dwyer on

In mid-June, CNN’s collaboration with Moody Analytics (the “Back-to-Normal Index”) indicated that the United States economy is “90% of the way back to where it was before the pandemic began over a year ago,” a stark contrast to the heartbreaking days of last spring and summer. Air travel and transportation are actively reaching pre-pandemic levels, while some markets indicate that the global economy could mirror February 2020 by the very end of the year.

Consumers are certainly taking advantage of the COVID-19 vaccine boom, spending more and more of their funds on the goods and services that were mainly out of the question less than a year ago. This activity, perhaps, is the strongest indicator that we are, albeit slowly, getting things back to some level of what we could call “normalcy.”

However, the pandemic and its ramifications left an indelible mark on the workforce; the below shifts represent the fact that even though some elements of the world and businesses may return to normal, the workforce will never be the same:

  • The next mass exodus of women from the workforce is happening right now. Back in March on the Contingent Workforce Weekly podcast, The Mom Project’s co-founder and COO, Greg Robinson, predicted that we may see another mass exodus of caretakers from the workforce, especially moms. And a Washington Post article found that after the early COVID shutdowns, nearly 11.3 million jobs held by women “vanished almost immediately, as women are over-represented in the retail, restaurant, travel and hospitality sectors.” Add in the need to be home without proper, in-person schooling, and this is a recipe for disaster for women in the workforce…something that could take upwards of two-to-three years to return to pre-pandemic levels. Companies like The Mom Project are certainly helping to alleviate this issue (check out our conversation this past week with the solution’s Donna Yelmokas), and the advent of digital staffing solutions and talent marketplaces are enabling moms and other caretakers access to roles that fit within their schedules. However, it is also incumbent on today’s business leaders to cultivate a culture that is founded on flexibility and empathy to get back to those pre-pandemic points even faster and allow women, moms, and caretakers to bring their incredibly valuable skills back to the workplace.
  • And, speaking of flexibility and empathy, business leadership will never be the same. As the world evolves into a “new normal” (or whatever you want to call it), both longtime FTEs and extended/contingent workers are going to place evermore emphasis on the overall “talent experience,” a concept borne from an application of employee engagement and employee experience attributes applied to both employee and non-employee workers. Aspects like remote work, flexible hours, and an inclusive culture are all critical concepts for talented individuals seeking their next role (be it a full-time or contingent project). Business leaders must look to a “culture of flexibility” as the foundation to how they lead. Ardent’s upcoming State of Contingent Workforce Management 2021 research study also finds that 82% of businesses will provide more flexibility regarding worker lifestyle issues, including childcare/daycare, schooling, etc., in the year ahead.
  • “Alternative” channels of talent become primary means of talent engagement. Even though direct sourcing and talent pools were high-priority strategies going into 2020 (and before a worldwide pandemic), they became even more crucial when traditional means of talent acquisition (such as proper interviewing) weren’t possible. Today, direct sourcing represents an ideal means of converging top-tier skillsets and expertise and on-demand talent engagement in the same package, allowing businesses to funnel the best-of-the-best into segmented talent pools and talent communities. Too, the talent nurture aspects of direct sourcing enable businesses to foster strong communication with their candidates, ensuring a positive candidate experience even before these workers are engaged for a particular role or project. The “next normal” will see an exponential rise in the utilization of direct sourcing, for sure.
  • New and evolved work models form the foundation of the Future of Work movement. This all-encapsulating concept brings together the brightest of innovation from learnings over the past year, and the approach is multi-pronged: 1) understand which modes of talent engagement are best for the business based on the levels of skillsets required, 2) apply an analysis that can determine whether positions, roles, and entire divisions should be distributed/remote, 3) innovate around how productivity will be measured (with an edge towards outcomes rather than hours worked), 4) implement whichever new safety and health precautions that are required (which, yes, includes whether or not COVID-19 vaccinations are mandatory), 5) foster and cultivate a workplace environment of flexibility and empathy, and, finally, 6) determine the best possible alignment between digitization and human-led processes.
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Prosperity in the Future of Work: Interview with Sunil Bagai, CEO of Prosperix

Contingent WorkforceDirect SourcingSolution ProvidersTalent by Christopher J. Dwyer on

The Future of Work is founded on change, whether that change is natural evolution or innovative progression. The world of talent and work has been changing at a rapid clip with the advent of new talent acquisition strategies, shifts in how enterprises optimize how work gets done, and the overall transformation of global business.

Crowdstaffing, a longtime market leader in digital staffing and workforce management technology, was an early pioneer with its Future of Work-driven offerings. Just recently, the company rebranded as Prosperix, a solution that aims to “fuel human, workforce, and business prosperity.” I had the opportunity to chat with the provider’s CEO, Sunil Bagai, about the rebrand, the evolution of the platform, and his outlook on the Future of Work movement.

Christopher J. Dwyer: Sunil, thanks for chatting with us. For our readers, tell us a little bit about yourself and your background.

Sunil Bagai: I have over 25 years of tech experience at companies like IBM, Sun, and EMC, as well as multiple startups. I’ve been working in the talent acquisition space since 2005, and what I love most about it is the intersection between people and technology. Just like in the early days of the Internet, where hardware infrastructure was essential in providing everyone online access, I believe we are in the early stages of deploying similar infrastructure technology that will make it much easier to build and manage a workforce. We’re entering a very exciting time.

CJD: Let’s start with the big news first: Crowdstaffing has officially rebranded itself as Prosperix. Give us the lowdown on the evolution of the solution, the new brand, and what it all means.

SB: When we started Crowdstaffing, we wanted to emphasize the value of building network effects and how the power of the crowd can help in building scalable workforces. While that’s still core to what we do, we’re now inspired by a mission that’s even greater. We believe that hiring can play an instrumental role in helping businesses achieve their dreams and aspirations. Simultaneously, there is an opportunity to influence the design of the modern workforce so it can achieve a level of prosperity that hasn’t been possible in the past. With that in mind, we chose the name Prosperix to align with our long-term vision and mission of helping businesses build an extraordinary workforce and achieve outstanding outcomes.

The good news is that Crowdstaffing is not going away; It’s being transitioned into a product name for our Crowdstaffing Hiring Marketplace and Crowdstaffing VMS offerings. In addition to these core offerings, we have added new offerings to the Prosperix solutions suite, including Direct Sourcing, On-Demand Talent Pools, and a wide range of Workforce Services such as MSP, Payroll, and IC Compliance.

CJD: What strikes me as a major differentiator for Propserix is the sheer breadth of its offerings, from direct sourcing and talent pools to VMS technology.

SB: Our strategy has always been to solve the end-to-end problem of hiring and workforce management. Most clients have a very difficult time using multiple technologies. Not only does data end up living in different places, but you get a poor user experience and it’s very challenging to manage the entire workflow when you use different systems. We believe it’s better to provide a single solution that solves for all facets of workforce management, including talent branding and attraction, sourcing, candidate engagement and nurturing, applicant tracking, candidate assessments, vendor management, onboarding, and redeployment.

CJD: Why do you believe it’s so powerful to have a solution that can literally offer end-to-end workforce management functionality, from talent engagement to total workforce management?

SB: There are many advantages to an end-to-end workforce management solution. First, you simplify the hiring process substantially when you use a single technology rather than several disparate technologies. More fundamentally, you are able to access and utilize data far more effectively to achieve better hiring outcomes. For example, the best candidate can come from a supplier, an internal talent pool, or a variety of public talent pools. When you can see candidates across the entire ecosystem of hiring channels, whether it’s in your VMS, ATS, Talent Pools, etc., you can match candidates more effectively to open jobs, speeding up time to hire.

This is just the beginning. There are multiple other use cases that you can unlock, including large network effects, that are only possible when you impact the entire value chain.

CJD: We’re experiencing a much different summer than we did last year thanks to the business world somewhat returning to normalcy. How do you think the world of talent and work respond to the major shifts it experienced over the past year?

The new normal means that remote work is here to stay. Many businesses are hiring workers remotely even for core positions, especially if they are having a hard time finding talent in their local geography. To hire remote workers more effectively, businesses are requesting a more nuanced way to outline their needs, by specifying whether a position is Local Only, Remote with Local Access, Remote Only, or Offshore.

CJD: What’s the long-term vision for Prosperix?

SB: Our long-term vision is to fuel human, workforce, and business prosperity. We plan to accomplish this by developing innovative solutions that help businesses build and manage an extraordinary workforce.

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An Unlimited Future: Inside PRO Unlimited’s Technology Transformation

Business LeadershipTechnology and Innovation by Christopher J. Dwyer on

The world of talent and work seemingly reinvents itself frequently. Changes in the global economy amidst other major worldly events (including, of course, a pandemic) routinely force businesses to reimagine how they get work done. Over the past decade, the workforce management tech marketplace, which includes Vendor Management Systems (VMS), Managed Service Providers (MSP), digital staffing marketplaces, direct sourcing automation, etc. has undergone a seismic revolution alongside a shifting global talent economy. Throw in the major workforce management shifts accelerated due to a global pandemic and its economic, digital, and staffing ramifications, and, well, the position is clear: workforce management technology has to evolve just as quickly as the world around it.

Last year, veteran VMS/MSP hybrid PRO Unlimited announced that Kevin Akeroyd would join the solution as its new CEO, who immediately touted a transformative approach to the provider’s future: become a de-facto “platform” for contingent and agile workforce management.

“This workforce segment is becoming a large spend category and is now an enterprise valuation driver. Over the past 30 years, the industry has transformed from a small temp-staffing niche to a C-suite strategic priority. This shift not only includes changes within HR, talent acquisition and strategic procurement programs, but also highlights an explosion of innovation and new technology platforms like we have never seen before,” Akeroyd said. “Unfortunately, the established procurement/spend management and HCM platforms have not addressed the full contingent workforce management lifecycle. Furthermore, they are not capable of managing its complexity or harnessing the data to provide analytics and intelligence on companies’ contingent workforce segments that executives demand. The industry requires a comprehensive platform that can deliver the technology, data/analytics and managed services to optimize the full contingent workforce program. This is going to help organizations exceed both their contingent workforce goals and their broader organizational objectives. Being the platform that seamlessly interoperates with ERP, HCM, HRIS, P2P, and data and analytics systems will be paramount, and PRO Unlimited is uniquely positioned to become that holistic platform for the industry.”

Shortly after Kevin dropped by the Contingent Workforce Weekly podcast and spoke to us as part of our Future of Work Influencer series, PRO announced that it acquired rate management solution PeopleTicker, a global provider of comprehensive compensation data that relies on crowdsourced intelligent, machine learning, and data science resources. This acquisition helped burgeon PRO’s commitment to helping its users manage its workforce with a data-driven approach, allowing customers to tap into an “ocean of data.”

“To use an age-old analogy, even the best motorcycle, car, plane, rocket ship… simply is not effective if you don’t “fuel” it.  And the higher quality, higher octane the fuel is, the better performing the vehicle is. Data is today’s “fuel,” said Akeroyd. “Having the highest quality, highest coverage, most up-to-date data is a mission-critical component of the platform. It fuels the software, service, and analytics/intelligence offering the Enterprise relies on today. PRO not only has the largest, broadest, most accurate first-party asset in the world, we have augmented this with third-party data partnerships, including our acquisition of data assets like PeopleTicker, the industry’s one true provider of global contingent rate data for over 160 markets across thousands of job titles. Having exclusive data, packaged with PRO’s solutions and comprehensive platform, will enable and benefit our clients immensely. And competitively, it will further differentiate PRO from our point solution competitors. Finally, data is the fundamental underpinning of all machine-based learning (MBL) and artificial intelligence (AI). We are very excited to deliver MBL/AI applications in the near future as a result of having the best, most accurate and largest training data sets on the planet.”  

And, PRO Unlimited’s transformation continues today with an announcement that it has secured an exclusive partnership with Eightfold, an artificial intelligence solution that offers a multifaceted blend of technology, including talent experience management, candidate comparison and evaluation, bias prevention, and deep employee lifecycle management support via AI-led neural networks.

The new partnership has massive implications for the workforce management solutions landscape, as PRO’s exclusive union with Eightfold will allow the veteran provider the ability to “lift and shift” comprehensive total talent intelligence into its existing and forthcoming offerings. For example, Eightfold’s unique neural network-led skills data could be applied to direct sourcing initiatives to better target specific, high-expertise candidates for enterprise talent pools.

“Many organizations around the world will be hiring contingent workers ahead of the economic recovery while prioritizing areas within hiring, such as retention and D&I initiatives. However, many of these same companies do not have the technology and data in place to identify, engage and secure the best contingent talent in the world, while attaining diversity goals,” said Akeroyd. “This exclusive partnership with Eightfold aims to solve this problem with their advanced talent intelligence and our contingent workforce management platform, which also includes the world’s largest global market rate data repository. This partnership is truly a game changer for the industry as it will transform how our customers, which include some of the largest brands globally, source, develop, and redeploy their workforces while lowering costs as well as offer an unparalleled suite of diversity offerings for the contingent workforce.”

With PRO’s new Direct Sourcing and SOW Management tools on the horizon for later this quarter, the solution’s recent, aggressive moves prove that the provider is truly committed not only to its goal of being a centralized talent management platform, but also meeting the evolving requirements of the ever-changing world of talent and work.

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Why Diversity, Equity, and Inclusion Need to Be Core Future of Work Tenets, Part III

Business LeadershipTalent by Christopher J. Dwyer on

Over the past two weeks, we’ve discussed why diversity, equity, and inclusion (DE&I) should be considered core tenets of the Future of Work movement. Diversity, equity, and inclusion represent, perhaps, the most important of the strategy-led Future of Work tenets and deserve a rightful place in the pantheon of work optimization approaches. Diverse workforces, inclusive workplaces, and an overall environment of equity can pay massive dividends for businesses seeking to spark innovation within their total talent community.

Diversity, equity, and inclusion have become top-of-mind priorities for businesses in regard to their workforce. New and exclusive Ardent Partners research finds that:

  • 94% of businesses are focused on transforming their workplaces to be more flexible and inclusive.
  • 62% of businesses have injected DE&I and workforce culture into their plans for future innovation.
  • Nearly 65% of businesses plan to, over the next two years, create a “Chief Diversity Officer” role within their enterprise.

I once again spoke with several technology leaders across the contingent workforce, digital staffing, and HR arenas for their unique perspectives on DE&I as core Future of Work tenets:

Dan Beck, COO and Co-Founder, Utmost

“I’ll take this one step further: DEI needs to be more than just a future of work tenet, but it needs to be a core business strategy. In the same way that enterprises have focused on purchasing from diverse suppliers, we’re seeing a trend of enterprises looking at the DEI composition of the workers themselves. 

While HR certainly plays a role, DEI is an overall organizational initiative that requires investment from all teams and especially leadership. To truly reap the performance gains of an inclusive workplace, it needs widespread adoption and not just from the workforce management side of an enterprise.”

Saleem Khaja, COO and Co-Founder, WorkLLama

“When we have conversations about DE&I, I begin with questions, a lot of questions. First: “What is the core problem we trying to address?” Once an organization hones in on the problem statement, a plan can be developed to move forward. The most common problem statements include “How do we hire diverse talent, treat diverse talent equally, or ensure we are inclusive?”, “Is the new generation of workforce going to evaluate an organization based on the organization’s approach to DE&I?” Therefore, to be successful organizations must make DE&I core tenets of their culture and policy. Is awareness one of the problems to solve? Immersive training for all employees with scorecards to measure progress is key.

DE&I is more of a people, process, culture, and policy problem to solve as opposed to a technology problem if you exclude reporting, delivery, or training/measuring, and eliminating bias in AI.

From that standpoint, I am also having a lot of conversations around bridging the income gap.  Regardless, if it is this question or one I have already mentioned, I believe addressing the supply of diverse talent starting at ground zero is at the core. Building, nurturing, and growing a diverse talent pipeline should be a key pillar in an organization’s DE&I strategy. This means making investments in facilities and infrastructure; providing affordable access to education and training; etc. Hiring diverse talent contributes towards this, but at that point an organization is dealing with qualified talent – finished product, so to speak. Impactful DE&I strategies focus on talent at its origin and not just the finished product.”

Patrick Dunn, Chief People Officer, Bluecrew

“Diversity, equity, and inclusion remain an essential component of any elastic workforce strategy. These qualities reinforce a culture that attracts and retains quality talent, the foundational catalyst to drive forward looking innovation and strategy. For an elastic workforce, the diversity of perspectives that come from strong DEI initiatives can ensure the workforce prioritizes the right work and delivers productive results. The studies that offer compelling evidence that DEI improves team performance have reinforced personal experiences where monocultural teams suffered from blind spots and tone-deaf messaging. And because anti-diversity forces are so pernicious and self-reinforcing, you can’t make progress without conscientious commitment to DEI. Only prioritizing these goals with a core tenet encompassing empathy and DEI, will set an organization up to do the right thing and maximize opportunities.

It is also important to recognize that diverse hiring is impacted at every level by unconscious bias. Data-driven hiring practices, which de-emphasize traditional human-to-human interviews, put everyone on an even playing field and leverage the data that workers provide as part of their behavioral assessments and screening questions to evaluate their potential. Scientifically crafted assessments have proven to be better at determining worker performance than human interviews and using these techniques can remove bias and interference in the hiring process. In doing so, workers are judged only on their performance with the complete removal of factors like race, gender, or other protected class.  We are proud that Bluecrew is made up of Crew Members with a wide range of skills, experiences, cultures, and viewpoints. The diversity that they represent is a genuine strength that can only be leveraged when they can bring their authentic selves to work everyday.”

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