Ardent Partners and the Future of Work Exchange are excited to team up with Guidant Global for an exclusive webcast on April 26 (11am ET) that will unveil the five key workforce trends that all businesses should prioritize as they look to thrive in 2023…and beyond. I’m excited to speak alongside Guidant’s SVP of Client Relationships, Sara Gordon, and the solution’s Client Solutions Director, Joel Forrester, for what will be a memorable live event. Register now!

The post The Future of Work is Now: Five Key Workforce Trends appeared first on The Future of Work Exchange.

However, in a vacuum, we have to look at the future (and, in this case, the very near future) and configure specific aspects of corporate operations in such a way that they align with the external forces now driving success…or failure.

Talent has become the top competitive differentiator in a market that is increasingly globalized, unpredictable, and disruptive. Businesses that source the best talent, utilize that talent to get work done effectively, and retain that talent are always going to be the ones that thrive in a business arena that is evolving at a breakneck clip.

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The post Candidate-Centricity Should Be the Nexus of 2023 Hiring appeared first on The Future of Work Exchange.

When the Future of Work is discussed, it is imperative to remember that external market pressures and global indicators are what influences the way workers work and the way businesses operate. And, that could not be more apropos than right now in 2023.

The Economic Factor

Call it a “soft recession” or a “light downturn,” but no matter what, there will be some economic challenges ahead for the global marketplace. That in and of itself will impact how businesses optimize their workforce and their workplace; in fact, Ardent Partners and Future of Work Exchange research finds that nearly 75% of enterprises believe that anxiety over recession fears is actively impacting the workplace.

Inflation and global economic uncertainty translates into shaky financial ground for both people and professionals. Cost-of-living factors shape the way workers think about their current roles, while specific industries will face the burden of layoffs and shrinking headcount in the months ahead. With this, a giant question remains: will it mean that “power” shifts back to the employer after two-plus years of historic “Great Resignation” quits?

No matter the outcome, this much is clear: there are dozens of scenarios that could result, including:

• Leaders having new leverage to force workers to return to the office.
• Great Resignation-era professionals rethinking their choices.
• A greater utilization of external talent and contingent labor, and;
• Business leaders pumping resources, time, and energy into retaining talent.

That last point is especially critical, as the candidate experience is a foundational element of the Future of Work in 2023, as no matter how many cost-cutting processes are in place to balance a recession, these leaders must still double-down on the workplace, workforce, and culture improvements they implemented over the past two years.

The Education Factor

On the surface, there may not seem to be a link between today’s youth, lasting COVID implications, and the workforce of the future, however, the changes in how regions invest in education has a butterfly-like effect on future skills gaps.

In the past, organizations such as the American Action Forum estimated that there could be nearly $1.2 trillion in lost economic output as a result of gaps and shortfalls in education across the country…and this was before COVID. Quarantines and lockdowns were a necessary measure to combat the spread of the nefarious virus in its first year; the remote learning/school that was forced to happen as a result was devastating for children and adolescents who experienced a dearth of consistent schooling well into 2021.

If over a trillion dollars could be lost in economic measures before this all happened, then losses directly related to COVID (regarding skills gaps) is easily double or triple that number when all is said and done. Early-age learning is a foundational element of how humans progress throughout their lives, and, the bumps experienced during the pandemic will certainly show later this decade (and into the 2030s) when workers are dealing with new challenges and issues in a world yet unknown.

The Future of Work impact here: will 2020 and 2021’s inconsistent schooling result in a global skills shortfall in a future age when new, digital, and advanced expertise is required?

The Environmental Factor

Although recent news that the earth’s ozone layer may recover to its natural state sometime in the 2040s globally, there is still incredible concern over human-led damage to the environment and its impact on climate change.

This has resulted in a renewed focus on “green energy” that is sustaining and healthier for the planet. To achieve this goal and eschew carbon emissions and traditional energy sources, however, there will be a great need for new and advanced skillsets well into the future. According to the International Renewable Energy Agency, 12.7 million people now work in the global renewable energy sector.

In this insightful piece from the World Economic Forum, this number could blossom to over 38 million within the next seven years. An additional 25 million or so jobs created within this evolving sector would mean that innovative positions that require new skillsets would be developed. Considering the exciting developments in the wind power, liquid biofuel, solar photovoltaic, and hydropower industries, this translates into fresh crop of roles that may not even exist today.

New jobs require new talent that can drive new technology. A blend of brand new skillsets will be needed, as well as the best talent that already maintain strong digital and personal skills. As governments around the globe invest more resources into renewable and sustainable energy, it will determine how this global industry opens new possibilities for the Future of Work movement.

The post The Factors Shaping the Future of the “Future of Work” appeared first on The Future of Work Exchange.

Sometimes it can be incredibly taxing on our minds to configure the many, many ways the Future of Work influences the way we live, the way we work, and the ways those two intersect. From new technology and innovative platforms to conscious leadership and overall business transformation, the very notion of the “future of how we work” involves so many intricacies that it can make our collective heads spin.

However, in a vacuum, we have to look at the future (and, in this case, the very near future) and configure specific aspects of corporate operations in such a way that they align with the external forces now driving success…or failure.

Talent has become the top competitive differentiator in a market that is increasingly globalized, unpredictable, and disruptive. Businesses that source the best talent, utilize that talent to get work done effectively, and retain that talent are always going to be the ones that thrive in a business arena that is evolving at a breakneck clip.

We’ve witnessed (and, more importantly, experienced) the highs and lows of talent engagement, hiring, and talent acquisition over the past two-plus years: pandemic-led layoffs, the rise of workforce agility, The Great Resignation, The Great Resettling, quiet quitting, quiet firing, and worker empowerment. It’s surely been a roller-coaster for talent acquisition execs, hiring managers, HR leaders, and other executives that hold some responsibility for workforce management within the typical organization.

At the end of the day, however, all of these talent-led transformations lead to one conclusion that should form the foundation of talent acquisition strategies in 2023: a candidate-centric model is the best path forward, considering the risks of an economic recession, continued global disruptions from war and supply chain issues, and, critically, the ramifications of the “talent revolution” that businesses have experienced since March 2020.

There are many reasons why running a candidate-centric hiring model makes sense in the year ahead:

• Workers are done with being overpowered by their managers and employers when it comes to poor working conditions and a lack of appreciation.
• Talented professionals have undergone a mental transformation during pandemic times that have forced them to reevaluate the impact of “work” and “career paths” on their personal lives as humans, leading to a desire for more purposeful work.
• Workers desire true flexibility, not just a free weekly lunch or a ping-pong table in the break room. The flexibility for personal care, child care, elder care, etc. is all-important in today’s workforce; professionals crave the ability to attend their children’s’ events or harness the real power of remote and hybrid work to ensure that they have a proper work-life integration.
• Candidates have more choices than ever before, regardless of the state of today’s economy. Businesses must stand out from the pack and offer a truly emotionally-engaging experience for their potential workers that leaves a real impression; will candidates gain a sense of trust, as well as an understanding of workplace and corporate culture?
• Building on the above attribute, candidates desire a seamless and frictionless experience when applying for a job, negotiating terms, and following through the onboarding process. These may seem like more tactical aspects than strategic, but they go a long way towards developing a positive candidate experience for potential workers.
• Diversity, equity, and inclusion (DE&I) is one of the most crucial elements of workforce management today. As frequently stated on the Future of Work Exchange Podcast, “A diverse talent pool is the deepest talent pool.” Candidates want to know that they will be part of a diverse workforce that also includes a truly inclusive workplace culture.

There’s more to developing a talent-oriented hiring strategy than just being committed to the candidate; enterprises must look to the aspects above and understand that, in a volatile labor market, they need to do so much more than they have ever done before to attract the best-fit, top-tier talent, skillsets, and expertise. The candidate experience is paramount and candidate-centricity hiring models are essential to thriving in 2023.

The post BEST OF 2022: Candidate-Centricity Should Be the Nexus of 2023 Hiring appeared first on The Future of Work Exchange.

2022 was another watershed year for the business arena. We grappled with Year Three of a pandemic, dealt with the fallout and reshuffling from The Great Resignation, tapped into the power of new and exciting technology, learned the meaning of humanity in how we work, and continued to experience the growth and impact of the extended workforce.

And this is the just the beginning of what is up ahead. 2023 will surely challenge us, with the specter of an economic downturn lingering overhead as well as continued uncertainty regarding the volatility of the labor market. However, as we have done over the past three years, we will persevere, we will thrive, and, most critically, we will innovate.

Today, on the Future of Work Exchange, we unveil four laser-focused predictions for the year ahead:

• Skills, skills, skills…talent acquisition and workforce management will revolve around skillsets and expertise. Globalization, digitization, flexibility, and agility, mixed with labor market volatility, equates to a brave new world of talent acquisition and talent engagement. Executives will seek cost-cutting measures to combat economic uncertainty, but in 2023, it won’t affect the overarching need for top-tier skillsets and expertise. Businesses have experienced a massive skills gap over the past several years and the only way to thrive (not just merely survive) in today’s business arena is to pump resources, innovation, focus, and technology into revamping talent engagement and talent acquisition strategies. Skills are the centerpiece of the Future of Work today.
• Intelligence becomes the nexus of the Future of Work. Businesses were living in a Big Data world long before the term was applicable. As machine learning infiltrated analytics and artificial intelligence became a foundation for workforce data, business leaders were enabled with the power to infuse real-time, on-demand insights into their core talent-led decision-making processes. Today, and into 2023, that concept will evolve as enterprises develop “skills catalogs,” seek to shift expertise where it is needed given changes in the market, and infuse AI into talent acquisition and recruitment approaches to maximize skillsets and eschew archaic talent engagement methods.
• Omni-channel talent acquisition is 2023’s gold standard for engagement. This is something that the Exchange discussed recently (especially during last week’s predictions-focused webcast). Direct sourcing, talent communities, talent marketplaces, digital staffing, and freelancer networks are all deep and viable outlets of candidates; thus, businesses can take an omni-channel approach and optimize their hiring by aligning their talent acquisition strategies with these sources of talent. And, the omni-channel approach traverses beyond this type of alignment: by maximizing various sources of talent (through VMS, ATS, direct sourcing, etc.), businesses are able to boost candidate engagement by providing a worker-specific experience to each prospect that is inclusive of assessment, opportunity, and clarity.
• Humanity shines through in every facet of how and why we work. The pandemic didn’t just result in Future of Work accelerants like remote/hybrid work and the shift to flexibility; it truly humanized the way we, as both professionals and people, perceived the role of work in our daily lives. The Future of Work should be predicated on humanity in such a way that it cascades into how leaders manage their people via empathy, understanding, appreciation, and transparency. Workers today face a variety of issues: economic uncertainty, burnout, poor mental wellbeing, challenges with workplace culture, etc. Leaders have a new role in 2023: continue managing towards organizational goals and objectives whilst focusing on the human side of business. ensuring that workers and candidates are provided the flexibility and emotional wellness that they require to succeed.

The post The Future is Now appeared first on The Future of Work Exchange.

• How “non-technological” strategies, such as diversity, equity, and inclusion (DE&I), will have a massive impact.
• Why direct sourcing and omni-channel talent acquisition will play major roles in 2023’s talent acquisition initiatives.
• How the transformation of business leadership (including conscious leadership styles) will be required for workforce management.
• The roles of extended workforce, VMS, direct sourcing, and MSP solutions on talent engagement and workforce management, and;
• How businesses can best prepare to thrive in 2023 by leveraging the power of their talent and talent strategies.

Check out the on-demand edition of the webcast below, and be sure to participate in our new research study to gain complete access to our entire research calendar, which will include studies, reports, and thought leadership pieces centered around direct sourcing, total talent management, DE&I, HR’s role in the Future of Work, extended workforce management, and much, much more.

The post The Six Trends That Will Shape The Future of Work in 2023 (On-Demand Webinar) appeared first on The Future of Work Exchange.

And tomorrow, join the Exchange again to learn which trends will shape the Future of Work in the year ahead:

The post Quick Reminder: Two Great Webinars This Week! appeared first on The Future of Work Exchange.

Next week, we’ll highlight the high-impact trends that promise to transform the way enterprises think about work, talent, leadership, and business operations. Tune into the webinar to learn:

• How “non-technological” strategies, such as diversity, equity, and inclusion (DE&I), will have a massive impact.
• Why direct sourcing and omni-channel talent acquisition will play major roles in 2023’s talent acquisition initiatives.
• How the transformation of business leadership (including conscious leadership styles) will be required for workforce management.
• The roles of extended workforce, VMS, direct sourcing, and MSP solutions on talent engagement and workforce management, and;
• How businesses can best prepare to thrive in 2023 by leveraging the power of their talent and talent strategies.

Click here to register for next week’s event and join us for an exciting webinar that will highlight the trends that will impact how we work in 2023. Tune in!

The post What Trends Will Shape the Future of Work in 2023? appeared first on The Future of Work Exchange.

However, in a vacuum, we have to look at the future (and, in this case, the very near future) and configure specific aspects of corporate operations in such a way that they align with the external forces now driving success…or failure.

Talent has become the top competitive differentiator in a market that is increasingly globalized, unpredictable, and disruptive. Businesses that source the best talent, utilize that talent to get work done effectively, and retain that talent are always going to be the ones that thrive in a business arena that is evolving at a breakneck clip.

We’ve witnessed (and, more importantly, experienced) the highs and lows of talent engagement, hiring, and talent acquisition over the past two-plus years: pandemic-led layoffs, the rise of workforce agility, The Great Resignation, The Great Resettling, quiet quitting, quiet firing, and worker empowerment. It’s surely been a roller-coaster for talent acquisition execs, hiring managers, HR leaders, and other executives that hold some responsibility for workforce management within the typical organization.

At the end of the day, however, all of these talent-led transformations lead to one conclusion that should form the foundation of talent acquisition strategies in 2023: a candidate-centric model is the best path forward, considering the risks of an economic recession, continued global disruptions from war and supply chain issues, and, critically, the ramifications of the “talent revolution” that businesses have experienced since March 2020.

There are many reasons why running a candidate-centric hiring model makes sense in the year ahead:

• Workers are done with being overpowered by their managers and employers when it comes to poor working conditions and a lack of appreciation.
• Talented professionals have undergone a mental transformation during pandemic times that have forced them to reevaluate the impact of “work” and “career paths” on their personal lives as humans, leading to a desire for more purposeful work.
• Workers desire true flexibility, not just a free weekly lunch or a ping-pong table in the break room. The flexibility for personal care, child care, elder care, etc. is all-important in today’s workforce; professionals crave the ability to attend their children’s’ events or harness the real power of remote and hybrid work to ensure that they have a proper work-life integration.
• Candidates have more choices than ever before, regardless of the state of today’s economy. Businesses must stand out from the pack and offer a truly emotionally-engaging experience for their potential workers that leaves a real impression; will candidates gain a sense of trust, as well as an understanding of workplace and corporate culture?
• Building on the above attribute, candidates desire a seamless and frictionless experience when applying for a job, negotiating terms, and following through the onboarding process. These may seem like more tactical aspects than strategic, but they go a long way towards developing a positive candidate experience for potential workers.
• Diversity, equity, and inclusion (DE&I) is one of the most crucial elements of workforce management today. As frequently stated on the Future of Work Exchange Podcast, “A diverse talent pool is the deepest talent pool.” Candidates want to know that they will be part of a diverse workforce that also includes a truly inclusive workplace culture.

There’s more to developing a talent-oriented hiring strategy than just being committed to the candidate; enterprises must look to the aspects above and understand that, in a volatile labor market, they need to do so much more than they have ever done before to attract the best-fit, top-tier talent, skillsets, and expertise. The candidate experience is paramount and candidate-centricity hiring models are essential to thriving in 2023.

The post Candidate-Centricity Should Be the Nexus of 2023 Hiring appeared first on The Future of Work Exchange.

Over the past three years, there may be no hotter topic in the world of talent and work than direct sourcing, and rightfully so: it was a top overall priority for enterprises heading into the pandemic, and, during it, these businesses realized the workforce scalability and candidate experience enhancement inherent in direct sourcing programs. Last week’s event discussed:

• Why the volatility of 2023 will be an ideal setting for direct sourcing strategies and programs to shine.
• The functionality required to digitize recruitment and catalyze direct sourcing success.
• How “Direct Sourcing 2.0” represents the next generation of direct sourcing via mobility, AI, and an enhanced hiring manager experience, and;
• The specific ways direct sourcing can impact hiring strategies, talent acquisition initiatives, and extended workforce programs in 2023.

If you happened to miss the live event, don’t worry, we’ve got you covered. Check out the on-demand edition of Scale Your 2023 Hiring Initiatives With Direct Sourcing below, and stay tuned to the Future of Work Exchange for our next exclusive live event.

The post The Impact of Direct Sourcing on 2023 Hiring Strategies appeared first on The Future of Work Exchange.