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The Four Trends That Will Shape the Way(s) We Work in 2024

Business Leadership Contingent Workforce Direct Sourcing Talent Talent Acquisition by Christopher J. Dwyer on 01/03/2024

By now, we’ve all heard the many elucidations on the year ahead. From predictions and financial outlooks to economic forecasts and market guesses, there are so many thoughts on how the next twelve months will unfold from business, talent, technology, and leadership perspectives.

So, essentially, we’re in for another year in which the Future of Work movement will continue to reshape and transform the very ways we think about how (and why) we work.

2023 was a watershed year. Artificial intelligence fully sped its hype train in circles around both business and consumer personas, while dire-then-rosy-then-dire-again-then-optimistic economic outlooks pushed all of us onto a nonstop financial rollercoaster. The labor market remained (and remains) a tad volatile, even though it’s showing signs of slowing steadily based on jobs data heading into the final five or six weeks of 2023 (with an approximate 12%-to-14% drop in job adds in December from November).

And then there’s cooling inflation, as well, which will (hopefully) contribute to a strong economic year as a better balance between supply and demand converges with a full year of economic and labor market consistency.

The Future of Work Exchange believes there are dozens of factors that will shape the foundation of 2024. Here are, however, four of the most critical trends:

The effects of artificial intelligence won’t be measured by its utilization, but rather its impact. Attempting to measure the adoption of AI-based technology is difficult (even though we’ve tried that here at the Exchange many times before) because artificial intelligence utilization isn’t always rooted in enterprise software nor is it fully-integrated into core operational systems. It will be critical for businesses to measure the true effects of AI via its impact rather than how many users or how broadly the technology is being leveraged, i.e., is AI contributing to better talent matches?, is AI augmenting core roles?, is AI enabling deeper and more educated talent decision-making?, etc.
The “human factor” is beyond crucial…it’s essential. The term “empathy” became omnipresent in the wake of the COVID-19 pandemic as more and more workers craved non-financial support from their leaders, mentors, and employers. The pandemic was more than a transformational event; it forced professionals to view their jobs and careers from a human perspective (“mortality” being a major factor in the face of death, loss, and disruption) and, consequently, resulted in a shift from leaders towards compassion and empathy. While some attributes of the human factor were lost when businesses declared “normalcy” back in fashion, the mantra still rings true: the Future of Work thrives on humanity. As talented workers have more choices than ever before, and as new jobs/roles are decided upon by candidates from more than just compensation (like charity, workplace culture, diversity, inclusion, etc.), the “human factor” is an essential piece of the Future of Work movement.
The next 12 months will shape the very future of business leadership. Are leaders made, or, are leaders born? This was always a fundamental question that unfortunately paved the career roads for many a professional for the past few decades. “Leadership” in and of itself is a nebulous concept given that every enterprise executive shares varied responsibilities, each with a tinge towards “strategic” or “tactical” that dictates how, when, and why they lead. The stakes have changed, though, and so has the very definition of leadership; it’s not just “management,” it’s mentorship, coaching, and conscious thinking that drives productivity, humanity, culture, and inclusion. Leaders have the potential to impact not just the financial or economic successes of their respective organizations, but also how the organization is perceived to future talent and how candidates determine its overall workplace environment. In 2024, business leadership hits a tipping point.
The blended workforce represents the future of talent acquisition. It’s no longer a question of how the extended workforce will impact the greater business arena…it’s how much value it will drive. Ardent Partners and Future of Work Exchange research pegs the contingent workforce at 49.5% of the average company’s total workforce, a figure that, ten years ago, Ardent predicted would become a reality given the trajectory of non-employee talent. It’s not just the overall size of the extended workforce, though, that makes it such a high-value Future of Work attribute, but rather the ecosystem around this workforce that represents so much innovation and evolution. AI-fueled talent acquisition, the continued growth of direct sourcing, the convergence of VMS and HR-led technology, massive shifts in how businesses find and engage talent, and the next great era of the Gig Economy all point to the extended workforce as a key Future of Work tenet in 2024 and beyond.

How Opptly Is Reimagining AI in Talent Acquisition

Direct Sourcing Solution Providers Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 12/13/2023

In the greater world of talent and work, there is a convergence at hand. The growing focus on skills-based hiring is merging with business-led utilization of artificial intelligence to present a refreshing means of talent engagement and talent acquisition that promises to cut through the ever-raging “war for talent” that has been encompassing the corporate arena for years.

Ardent Partners and Future of Work Exchange research has found that nearly 75% of enterprises currently struggle with finding the best-aligned skillsets for open positions, an alarming statistic that proves that businesses will continue to grapple with a volatile labor market. The application of AI within the business stratosphere (especially over the past 18 months) has served as a veritable catalyst for recruiters, hiring managers, HR, and talent acquisition leaders to thrive in this environment.

Amidst the sweeping changes of the Future of Work movement, it’s evident that talent curation needs a profound shift. Traditional approaches no longer suffice in a world where versatility and adaptability reign supreme. As automation, innovation, and next-generation technology redefine talent acquisition, the “art” of talent curation has been reimagined; this transformation in talent curation is vital to foster a dynamic workforce capable of thriving in the ever-evolving workplace of the future.

Opptly, a proprietary AI platform company providing direct sourcing solutions as well as custom AI models and applications for both the contingent and full-time workforce to enhance talent-matching, and next-generation talent acquisition, recently announced the launch of its “Opptly.Curate” application, which promises to reshape how artificial intelligence and talent curation intersect.

“Opptly.Curate was designed and developed to further our mission to remove friction between talent and work by putting the power of our AI directly in the hands of the curator,” said Lori Hock, CEO of Opptly. “With Opptly.Curate, we have achieved our goal to deliver an intuitive user experience for curators to accelerate the most accurate talent matches.”

Opptly.Curate’s purpose-built and agile curator interface facilitates advanced interactions with the platform’s robust AI capabilities, providing curators with a streamlined, efficient solution for aligning talent with work opportunities.

The platform aids recruiters and other talent leaders with enhanced efficiency and precision, ensuring that every connection made between job seekers and job recommendations possibilities is not just seamless, but optimized for success based on numerous factors, from which curators can leverage into decision-making, most critically, the alignment between skills and expertise. Opptly.Curate’s commitment to facilitating such precise and efficient matches is a testament to its dedication in revolutionizing the talent curation landscape with its robust, skills-centered AI functionality.

Opptly.Curate offers supercharged functionality that enables the use of a success profile to interpret the contextual nature of the use of skills required, talent matching, search and refine capabilities and more. Users can tailor job descriptions and search requirements, achieving direct and immediate results, enhancing the overall talent acquisition process. In a skills-based business environment, Opptly.Curate presents an idyllic platform that represents the future of hiring. With artificial intelligence as an agile backdrop, the solution enables enterprises with the ability to transform talent acquisition; the offering’s progressive, “skills DNA” analytical capabilities allow business leaders to configure next-level talent matches based on hundreds of variables.

Skills-based hiring has become a cornerstone of the Future of Work movement, along with the digital transformation inherent within the talent acquisition arena. Opptly’s commitment to the art of talent curation, along with a powerful array of AI-fueled functionality, represents a synergy of skills-based hiring, next-generation talent engagement, and Future of Work-era strategies.

FOWX Notes, December 1 Edition

Business Leadership Solution Providers Technology and Innovation by Christopher J. Dwyer on 12/01/2023

News and happenings from around the greater world of work and talent:

Industrial staffing platform Employbridge hires Chris Campbell as its new Chief Product Officer. The trailblazing workforce solution, which is powered by leading digital staffing platform Bluecrew, hired the former Angi and Workhuman executive as its latest high-profile addition. Campbell will oversee the company’s continued growth and evolution. “The HCM platform ecosystem has traditionally been considered the exclusive realm of pure-play technology companies, and we’re on a quest to turn that notion on its head,” Campbell told the Future of Work Exchange. “With the acquisition and integration of Bluecrew, and a Best-in-Class software engineering and product management team working together to advance our purpose, we have a massive opportunity to not only unlock potential for every constituency that we serve but also to redefine the future of work in a way that works for everyone. What happens when you combine thirty years of deeply entrenched and locally-led expertise, national scale and influence, and a fully extensible SaaS platform that materially improves the lives of talent and clients? Let’s find out.”
Extended workforce platform Beeline announces its innovative “Beeline Supplier Network.” The new offering is a forward-thinking solution designed to enhance collaboration, efficiency, and visibility in managing contingent labor across organizations, and was developed to serve as a marketplace and resource hub, providing tools for suppliers to showcase their capabilities, promote differentiators, and access valuable business tools, ultimately facilitating easier consideration for inclusion in extended workforce programs. “I am incredibly excited about the recent launch of our Supplier Network,” said Brian Hoffmeyer, the company’s SVP of Market Strategies. “It is a direct reflection of Beeline’s extended workforce platform strategy and will help buyers and suppliers better connect and collaborate to find and engage top-tier, high-quality talent.”
Multifaceted workforce management solution Ceipal adds new Chief Marketing Officer, Andy Weiss, to its team. The total talent management platform, which blends ATS, CRM, VMS, and DE&I functionality under a seamless umbrella of offerings, recently added Weiss to its executive team. “I’m thrilled to bring Ceipal’s innovative staffing and recruiting technology to our valued clients and potential customers,” said Weiss. “Our mission from the start has been simplifying the work of recruiters, staffing experts, system integrators, and MSPs. Now, we’re taking it a step further. Our AI isn’t just an add-on; it’s embedded into daily workflows, making routine tasks better, faster, and smarter. Ceipal is growing fast. I can’t wait to see what we bring to the market next.”
ServiceNow and AWS announce a strategic partnership to integrate artificial intelligence (AI) capabilities into business applications. This collaboration aims to leverage AWS’s machine learning services to enhance ServiceNow’s platform, offering users advanced AI-driven functionalities for improved business processes.
Former Paychex CFO Efrain Rivera joins Magnit’s Board of Directors. With his extensive experience in finance and strategic leadership, Rivera is expected to contribute significantly to Magnit’s growth and development initiatives as the industry giant continues to innovate around its array of extended workforce solutions.
While jobless claims increased slightly by 7,000 to 218,000 last week, the overall number of individuals in the U.S. collecting unemployment benefits reached its highest level in two years. Totaling 1.93 million in the week ending Nov. 18, the stat is the highest it has been since late 2021. The rise in continuing unemployment claims may indicate challenges for those already unemployed in finding new work, signaling some softness in the otherwise resilient labor market amid slowing hiring and fewer job openings.

The Future of Work 2024

Events by Christopher J. Dwyer on 11/29/2023

It’s that time of year when we begin to reflect on the year that was and look ahead. For the Future of Work movement, that means we have the opportunity to chat about some of the hard-hitting concepts that have revolutionized the ways we think about work…while anticipating the transformative trends that will shape 2024.

The Future of Work Exchange is incredibly excited to host our final webcast of the year, The Future of Work 2024: Transformative Trends That Will Shape The Year Ahead, featuring an all-star lineup of panelists. I’ll be joined by Lori Hock (CEO of Opptly), Teresa Creech (Chief Corporate Development Officer at Beeline), and Amy Doyle (Global Leader, SVP at Talent Solutions TAPFIN) for a fun and engaging discussion on the technologies, solutions, strategies, and innovations that impacted 2023 and how concepts such as direct sourcing, DE&I, artificial intelligence, digital recruitment, and extended workforce management will impact how businesses optimize talent and work in 2024 (and beyond).

The Convergence of Soft Skills and Skills-Based Hiring (and the [Near] Future of Recruitment)

Talent Acquisition by Christopher J. Dwyer on 11/15/2023

Over the past several years, there has been a raging debate around what is seemingly more important for a business’ overall success regarding its workforce: “hard skills” or “soft skills.” The longstanding argument for top-billing between hard skills and soft skills has been a defining narrative in the realms of talent acquisition, recruitment, talent management, and overall workforce planning.

An Evolving Workplace Shifts Traditional Skills Requirements

Historically, hard skills, encompassing specific technical proficiencies and measurable expertise, have often taken precedence in hiring decisions. These skills (think areas such as coding, data analysis, or engineering) were traditionally deemed as tangible indicators of overall alignment between pure job prerequisites and the ability (or potential) for a candidate to meet those requirements.

However, the evolving nature of workplaces, marked by globalization, automation, and the rise of innovative technology platforms and tools, has shifted the balance. The scales tipped even more dramatically during the COVID-19 pandemic, further altering how businesses planned around “work” given the pandemic’s tremendous, far-reaching implications and impacts. As the Future of Work Exchange has often written, the pure influence of humanity within the professional environment has become table stakes for business leaders who want to both manage effectively and drive real talent retention.

Skills-Based Hiring Offers Holistic Approach

Soft skills, comprising communication, collaborative abilities, emotional intelligence, and relationship management, are increasingly recognized as indispensable assets in fostering effective, functional teamwork and organizational success. The dichotomy between hard and soft skills is giving way to a more holistic perspective, acknowledging that a harmonious integration of both skill sets is essential for thriving in the contemporary professional landscape. The synergistic interplay between technical proficiency and interpersonal finesse is now understood as the key to unlocking individual and collective potential in a rapidly changing world…one that places the utmost emphasis on skills as the catch-all determinant for talent acquisition.

Skills-based hiring is not an entirely new concept, but rather one that has become more refined over the past two or three years for one major reason: it is crucial now due to rapid technological changes, remote work dynamics, talent shortages, and the need for diverse, adaptable candidates in an ever-evolving labor market.

Adaptability and the Future of Recruitment

Adaptability is one notion that cannot be overlooked heading into 2024. Talent and the world of work shift in near-real time, forcing global businesses to consistently reevaluate their workforce and staffing strategies to keep pace with the competition. In this dynamic environment, organizations that prioritize adaptability not only navigate technological advancements, but pivot to changing skill demands and diverse work arrangements more effectively, positioning themselves as industry leaders capable of seizing emerging opportunities and staying ahead in a rapidly-evolving marketplace.

How does this play into the concept of skills-based hiring? Businesses that view the whole picture of a candidate and take into account both hard expertise and soft skills are the ones that will ultimately thrive during times of enterprise evolution. This, essentially, is the very future of recruitment: a convergence at the crossroads of hard skills, soft skills, skills-based hiring, and, yes, adaptability. Beyond the traditional emphasis on hard skills, the recognition of soft skills — like flexibility, effective communication, and emotional intelligence — has gained prominence in shaping collaborative, effective, productive, and responsive workplaces.

Skills-based hiring strategies, which can pinpoint specific competencies across both the hard and soft skill arenas, empower organizations to align talent with the fluid demands of evolving roles, enhancing overall agility and competitiveness. This, too, is the perfect entry-point for artificial intelligence to transform the way businesses react to “skills DNA” and integrate the next generation of skills-based hiring into the greater recruitment strategies.

At the heart of this evolution is the paramount importance of malleability within the confines of skills-based hiring. As industries undergo rapid transformation and technological advances reshape job landscapes, successful recruitment hinges on candidates who embody a harmonious blend of hard and soft skills, as well as hiring initiatives that embrace the principles of skills-based hiring and possess the adaptive prowess essential to navigate the ever-changing workplace of the future.

The Reality (and Future) of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 11/01/2023

In the ever-evolving realm of workforce management, every “hot” topic comes with its fair share of buzz. Yet, amid the hype machine that often surrounds emerging strategies, the question arises: does direct sourcing fit the mold, or is its true significance more profound than the proclamations of technology providers, executive leaders, and industry pundits (like us!) over the past few years suggest?

One of the primary challenges in understanding the true impact of direct sourcing revolves around the complexities inherent in such a program and the precise definition of genuine direct sourcing. Do enterprises that meticulously curate their talent and channel candidates into a talent pool truly encompass direct sourcing within their core workforce strategies? Does a comprehensive approach to direct sourcing, encompassing segmentation, integration into primary recruitment streams, and the facilitation of talent nurture, necessitate automation to earn its place as a cornerstone program?

Direct sourcing, as it turns out, is unlike any other workforce strategy. Even its individual components, when harnessed effectively, can yield substantial benefits. Companies that prioritize in-depth talent curation and the optimization of talent communities frequently arm themselves with top-tier candidates in an era where experience and skillsets reign supreme. However, to propel attributes such as talent nurture, referrals, and skills-based hiring to the forefront of a global hiring strategy, more advanced capabilities—particularly those enabled by direct sourcing platforms and artificial intelligence—are essential.

Yet, challenges persist. Executive buy-in, functional collaboration, and recruitment disparities can impede the success of direct sourcing initiatives. Talent curation alone does not offer a panacea, nor does merely applying direct sourcing-like processes to existing talent acquisition capabilities. Enterprises must look to the driving forces behind direct sourcing adoption as motivation to implement the necessary end-to-end measures. Cost savings demand agile talent engagement and the direct integration of talent pool/community candidates into existing recruitment streams. Enhancing the candidate experience mandates that AI and related technologies, especially in a mobile context, are central to every candidate’s journey.

The Future of Direct Sourcing: A Transformational Shift

The world of work and talent has undergone a profound transformation. Outdated talent acquisition strategies are no longer sufficient in the pursuit of high-quality, deeply-aligned, and agile workers. In a business landscape characterized by flexibility and innovation, direct sourcing has emerged as a potent, multi-faceted initiative. It has the potential not only to revolutionize the way enterprises find the talent they need but also to redefine the very essence of talent engagement.

As we move into 2024, direct sourcing programs, bolstered by end-to-end automation, are set to flourish. This resurgence is driven by the impact of omni-channel talent acquisition, where enterprises leverage a variety of talent sources to create flexible talent communities. In an environment more open to total talent management than ever before, direct sourcing could be the transformative strategy that reshapes the talent acquisition landscape.

Direct sourcing has seen its share of hype in recent years, particularly in the aftermath of a global health crisis that forced enterprises to reevaluate their talent acquisition methods and seek real workforce scalability—something that direct sourcing delivered in abundance. As the future continues to unfold, with external factors influencing business operations, direct sourcing will demonstrate its enduring value as a foundational talent acquisition strategy that also serves as a talent sustainability engine, solidifying its role in the workforce management landscape of tomorrow.

The Future of AI Regulation Is Shaped By…Hollywood?

Business Leadership Technology and Innovation by Christopher J. Dwyer on 10/04/2023

There’s a reason why there were so many new documentaries and non-fiction content on streaming platforms over the summer (and now into the fall): if you hadn’t heard by now, a massive strike between Hollywood writers and studios shaped months of entertainment, with an impact that will be felt well into 2024. With writers on picket lines and unable (and, rightfully so, unwilling) to work within the Hollywood’s dizzying array of multimedia and content engines, streamers like Netflix filled binge-watch marathons with true crime documentaries and similar shows and films.

Of course, just last week, the writers and studios (finally) agreed to terms on a ratified agreement that will be voted on over the early weeks of October. While there aren’t many links between the entertainment industry and the contemporary business arena, there is something at play in the strike that speaks volumes about how we work…and how artificial intelligence will play a pivotal role.

One of the major bargaining points from the writers’ side was the addition of structured parameters over the utilization of AI in development of scripts and related content. Generative AI is many things to many processes, however, what it’s been known for since exploding in 2022 is the, well, auto-generation of text in near-real-time.

Given that generative AI platforms like ChatGPT pull from seemingly-endless and open sources of content (including books, scripts, etc.), there has been a concern that studios could easily build foundational writing in an automated fashion without human intervention, or, in a simpler sense: outright replace human writing, and, thus, put more money in their pockets by circumventing an age-old means of producing content.

The WGA’s deal with Hollywood is a landmark case that has long-reaching implications for every industry, not just multimedia and entertainment, for one major reason: a major centerpiece of the ratified agreement includes regulations around the usage of artificial intelligence.

The agreement includes this section, which seems to be a first of its kind:

We [the WGA] have established regulations for the use of artificial intelligence (“AI”) on MBA-covered projects in the following ways:

AI can’t write or rewrite literary material, and AI-generated material will not be considered source material under the MBA, meaning that AI-generated material can’t be used to undermine a writer’s credit or separated rights.
A writer can choose to use AI when performing writing services, if the company consents and provided that the writer follows applicable company policies, but the company can’t require the writer to use AI software (e.g., ChatGPT) when performing writing services.
The Company must disclose to the writer if any materials given to the writer have been generated by AI or incorporate AI-generated material.
The WGA reserves the right to assert that exploitation of writers’ material to train AI is prohibited by MBA or other law.

In a mainstream arena dominated by tech firms, who are often on the cusp of innovation, it is interesting to note that Hollywood will be the first major industry to truly ratify the utilization of AI. Artificial intelligence and generative AI tools can be leveraged by both sides (writers and studios) within the parameters of this new agreement; however, the hard details ensure honest disclosures of the limits of how these tools are utilized to develop content (by both sides).

All of this speaks one incredible truth about the future of this hot technology: AI will be leveraged as an augmentative force and a powerful enhancer rather than a straight-up replacement for human-led work. Artificial intelligence is an incredibly influential swath of automation that is already transforming the ways we think about how we work.

The explosion of AI-led tools, particularly ChatGPT, has ushered in a new era of the “robots vs. humans” (or, if we’re including decades of business history, “automation vs. humans”) debate that has raged for years given the utmost focus and criticality of digital transformation efforts. As the conversation shifted, and, as the permanence of AI-in-business notion became reality, the utilization of AI became equal parts “replacement” and “rights” in terms of how the technology could be leveraged in the corporate arena.

The WGA’s long push for AI ratification and regulation (as well as other much-deserved benefits) is a hallmark case for a very critical reason: it reflects the very future of how artificial intelligence will be regulated in the business realm, especially as enterprises continue to reimagine not only how work gets done, but also how AI and human convergence is structured in the months and years to come.

A New Era of Innovation, Part VI: The The Future of Workforce Technology

Solution Providers Technology and Innovation by Christopher J. Dwyer on 09/18/2023

Over the past several weeks, the Future of Work Exchange has showcased a series of articles dedicated to the latest wave of innovation in the realm of technology associated with the Future of Work movement. This special feature series shone a spotlight on trailblazing providers who are not only transforming the methods by which businesses discover, engage, acquire, and oversee talent but also on how they harness this talent to enhance their work processes.

With advancements in areas like direct talent acquisition, digital staffing, Vendor Management Systems (VMS), extended workforce management, total talent management, and Managed Service Provider (MSP)-led services, the field of workforce solutions has emerged as a revolutionary influence in the contemporary business landscape. Its nimbleness empowers companies to stay at the forefront of change, its adaptability aligns with the shifting nature of work, and its relentless pursuit of innovation consistently reshapes the terrain of talent acquisition and management.

As businesses continue to navigate the ever-evolving landscape of talent, the workforce solutions industry remains an essential catalyst for success, providing the essential tools and strategies necessary to thrive in an increasingly competitive environment. Today, we introduce four additional solutions that epitomize this new era of innovation.

Ceipal

It’s no secret that the dynamics of talent engagement, talent acquisition, and talent management are shifting alongside the greater world of work. Businesses that want to thrive during an age of true globalization must execute on deeper hiring strategies; simple technology alone will not support the omni-channel recruitment initiatives that are required to find, engage, and hire Best-in-Class talent and expertise.

Ceipal represents the future of total talent management in that the platforms offers a robust, real-time convergence of ATS, contingent workforce management, diversity automation, CRM, and traditional talent management. The arrival of the company’s proprietary VMS solution, ProcureWise, enables Ceipal to traverse into new and innovative territory; the organization’s forward-thinking vision includes a future that is paved with Future of Work-era digitization, seamless talent acquisition, and total talent management technology.

Mothership

The realm of digital staffing continues to transform the Future of Work arena. Years ago, that very phrase, “digital staffing,” was typically associated with automated staffing processes via digital outlets of freelancers and contractors (such as Freelancer Management Systems). Today, digital staffing represents a veritable talent revolution, with shifting functionality that is tailored for a volatile labor market and the progression of talent acquisition.

At its core, Mothership stands as an innovative digital staffing platform, seamlessly connecting users to a roster of elite talent by harnessing a dynamic fusion of total talent strategy, artificial intelligence, machine learning, and robust workforce management capabilities. Embodied as a true “ecosphere” of technology, Mothership transcends conventional talent acquisition paradigms, offering its clientele immediate access to a diverse spectrum of candidates, spanning the realms of creativity, professionalism, administration, and beyond.

ProHance Analytics

Data is the foundation of workforce management in today’s hyper-competitive, globalized market. As workforces become more diverse, distributed, and comprised of various channels of expertise, enterprises will require tools that streamline analytics and provide real-time guidance regarding productivity, performance, and a viewpoint into a “future state” of how the workforce will look given internal and external factors.

ProHance is an industry leader within the realm of enterprise workforce analytics, productivity intelligence, and operational empowerment, delivering an advanced, cloud-based platform tailored for the hybrid work environment and productivity enhancement. In an age when remote and hybrid work has become table stakes for the contemporary enterprise, solutions like ProHance enable businesses to track productivity beyond simple metrics and generate real-time workforce intelligence to the executive leaders that crave actionable insights.

VectorVMS

The extended workforce has only grown in its sheer impact and value during mid- and post-pandemic times, as Ardent Partners and Future of Work Exchange have discovered (fun fact: 49.% of the average company’s overall workforce is comprised of external talent). VMS technology has come a long way since its inception as “eProcurement for staffing,” with today’s vendor management platforms serving as the true nexus of extended workforce management.

VectorVMS is a progressive VMS platform that prioritizes not only the traditional elements of contingent workforce management, but also presents an agile, end-to-end suite of solutions that include innovative attributes, such as learning and development, deeper DE&I automation, robust flexibility for CWM programs that require nimble functionality, and a shared services offering that blends the power of its VMS platform with MSP-like offerings.

The Future of Work Exchange Podcast, Episode 711: A Conversation With Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions

Uncategorized by Christopher J. Dwyer on 09/06/2023

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.

The Rising Tide of AI in Talent Acquisition (On-Demand Webinar)

Events Talent Acquisition by Christopher J. Dwyer on 08/22/2023

It’s no secret that artificial intelligence is the veritable “rising tide” that shapes both businesses and personal arenas unlike any other technology before it. In the world of work, AI has become a formidable gamechanger in how enterprises find, engage, source, and manage talent…meaning that those businesses that have not yet embraced artificial intelligence will soon find that their tech-enabled brethren will maintain a critical advantage.

AI shapes industries, decisions, interactions, and opportunities, essentially impact everyone’s work and daily life.

If you missed last week’s exclusive webcast that featured Opptly and the Future of Work Exchange, don’t worry…we’ve got you covered. Check out an on-demand replay below and learn why Opptly’s Lori Hock and Rebecca Valladares (and, of course, the Future of Work Exchange) believe that AI will forever transform talent acquisition.