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Key Providers for 2021: Glider AI

Solution Providers Talent by Christopher J. Dwyer on 08/25/2021

[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: Glider AI.]

The Background:

Artificial intelligence has become a prevalent piece of the total talent management puzzle, with incremental upticks in adoption over the past several years. Specific pieces of digital recruitment, talent acquisition, and contingent workforce management have been augmented with predictive analytics, scenario-building, and candidate workflow management.

In the evolving world of talent and work, AI has gone from a “nice-to-have” enhancement to a clutch functionality that can drive a competitive advantage. “Talent” in and of itself is a viable differentiator, and businesses must ensure that the expertise they are hiring from various channels of staffing are truly “top-tier” from background, performance, and assessment perspectives.

Enter Glider AI.

Why They Were Selected:

Future of Work Exchange research finds that 62% of businesses will harness the power of AI for candidate assessment over the next 12-to-24 months, a figure which reinforces the need for better awareness, control, and visibility into pre-recruitment processes. Glider AI’s unique talent intelligence platform provides its users with fully-automated tools to boost candidate assessment and allow hiring managers (and other talent management executives) to remotely execute deep, skill-based recruitment strategies with a robust layer of strength and rigor.

The Future of Work Exchange was developed to help HR, talent acquisition, procurement, finance, and other key executive leaders understand how work and talent are changing and how they best optimize how work is done. Platforms like Glider AI prove that the “age of AI” is not just a phase, but a truly impactful spectrum of innovation that can effectively transform the way businesses structure their talent engagement and talent acquisition strategies.

In Their Own Words:

The Glider AI talent intelligence platform helps you put your hiring on autopilot with active screening, interactive assessments, and virtual interview tools. With Glider’s AI-based talent analytics, you can stack-rank candidates against their peers to hire top talent -every time! Our real-world assessments, coding simulators, auto-coding tests, and non-tech task simulators, empower you to hire for competency over credentials.

Glider’s auto proctoring and plagiarism checks take the guesswork out of hiring by ensuring high test integrity and candidate authenticity. With features like Diversity Toggle and Accommodation features for disabled candidates, Glider helps you create a recruitment process that is entirely skill-based, unbiased, and fully automated.

Glider helps enterprises, recruitment agencies, and Managed Service Providers create, execute, and manage their entire hiring process remotely for any role- full-time or contingent, tech or non-tech. Our skill-based hiring approach, helps you reduce your time to hire by 50%, improve your interview to offer ratio by 3X and helps you achieve 98% candidate satisfaction.

Employer branding, ATS/VMS integration, compliance, customized processes, pre-built test library, candidate report, talent analytics, data confidentiality, mobile optimization, 24/7 support – we go all the way to make quality talent your reality.

With Glider, you get – talent quality first, bias never, integrity always.

The Outlook:

It’s clear that the talent solutions landscape is changing; no longer can enterprises solely rely on “traditional” platforms alone to facilitate the ideal alignment between work and available talent. While core contingent workforce management technology and services have evolved in recent years and continue to drive the utmost value to their users, the stakes are too high today for businesses to not tap into dynamic platforms that can drive augmentative power.

In addition, the remote and hybrid workplace environment in which we live and work includes many workforce management processes that suffer from a lack of in-person execution. The Future of Work Exchange Report for 2021’s data indicates that 84% of businesses are essentially “reimagining” core workforce management processes, including recruitment, hiring, talent engagement, onboarding and offboarding, etc. A sizable chunk of that reimagined effort is digitally-transforming pieces of workforce management via artificial intelligence, RPA, and other facets of enterprise automation.

Glider’s unique offering blends true AI with the precision required to effectively generate deeper candidate assessments in a remote setting, while also providing a groundswell of talent intelligence to execute more informed recruitment and talent acquisition decisions.

Glider AI is exceptionally positioned to thrive in a talent solutions marketplace that craves next-generation intelligence and a richer gateway to top-tier talent and skillsets.

Talent Intelligence and the Future of Work: A Conversation With Joe Hanna, Chief Strategy Officer at Workforce Logiq

Contingent Workforce HR Solution Providers Talent Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 08/04/2021

In the world of talent and work, intelligence must be on every executive’s agenda. “Business intelligence” as a pure strategic asset has, for years, been a core objective for many an enterprise leader. In the workforce management arena, however, the realm of business intelligence traverses far beyond simple data and information regarding the organization’s current utilization of talent. The power of artificial intelligence, machine learning, predictive analytics, and other progress forms of business intelligence tools can support enterprises in their ultimate quest for true workforce agility.

Veteran Managed Service Provider (MSP) and Vendor Management System (VMS) provider Workforce Logiq has been one of the industry’s forerunners in regards to talent intelligence through its unique suite of offerings that power deeper workforce visibility. I had the opportunity to chat with the company’s Chief Strategy Officer, Joe Hanna, about the criticality of AI in the Future of Work, the strength of total talent intelligence, and the future of the agile workforce.

Christopher J. Dwyer: Joe, thanks for taking the time to speak with me. The last time you and I were in a public forum together, we were fresh off the heels of Workforce Logiq acquiring ENGAGE Talent. Safe to say that a lot has happened since then!

Joe Hanna: Thank you for having me, Chris. Workforce Logiq has certainly been busy since we last spoke, and we wouldn’t have it any other way! For starters, we’ve rolled out our proprietary Total Talent Intelligence platform® globally to the US, UK, Sweden, India, Germany, and France and have more geographic expansions planned throughout 2021. And, you should know our platform is powered by the analytics, benchmarks, and insights delivered by what the ENGAGE team developed prior to – and after the acquisition by Workforce Logiq.

We’ve also innovated and developed several new offerings to help employers attract and retain talent during this transformative time for the industry. We launched IQ Talent Diversity^SM, an AI-powered tool that enables organizations to build bigger pipelines of diverse talent faster by predicting candidates most likely to have diverse backgrounds. Employers can use the intelligence to drive progress toward their diversity and inclusion (D&I) goals and compare their company’s diversity hiring performance against industry, competitor, and national benchmarks.

To support companies through the shift to remote work and in making return to office decisions, we released our IQ Location Optimizer^SM last summer. The solution enables data-driven decisions on the best markets from which to source talent and whether remote arrangements make sense for a given role.

We also recently teamed up with LinkUp to offer the market’s first 360-degree predictive view of both talent supply and demand. We’re very excited about this partnership because the unique picture gives employers deep, strategic insight into the competitiveness of specific markets that they can use to gain a tangible edge, especially as we continue to navigate through this period of ‘Great Resignation.’

Other updates include the release of our IQ Supplier Optimizer^SM which marked our sixteenth patent filing, and IQ Rate Optimizer^SM which benchmarks how much an organization needs to pay to attract and win contingent and full-time talent based on unique, company-specific factors.

CJD: Workforce Logiq is known for their innovation within the talent intelligence arena, something that is critical in today’s evolving world of work. Why is this such a differentiator?

JH: Today’s labor market is incredibly dynamic – and hyper-uncertain. One day can look drastically different from the next, especially during global shocks like COVID. Proactivity and the ability to make confident, fast, data-based decisions about talent are what sets companies apart and helps them build an optimal workforce to navigate the uncertainty. Leveraging predictive intelligence is what creates that differentiator for organizations so that they stay one – or multiple steps ahead of their competitors.

At Workforce Logiq we’re committed to delivering those advanced and predictive capabilities and continuously innovating to help our clients solve both today and tomorrow’s workforce management challenges. We’re able to do this because of our talented and dedicated data science and talent economist team. This team designed our existing sixteen patented and patent-pending innovations and built our Total Talent Intelligence platform®, which is the most complete, modular, and integrated workforce management technology solution on the market.

CJD: Exciting news about the exclusive data partnership with LinkUp! Tell us a little more about it.

JH: Absolutely! LinkUp’s proprietary demand data and analytics, which are a perfect complement to Workforce Logiq’s patented supply intelligence, now integrate directly into our Total Talent Intelligence® platform. This means that clients get the first 360-degree predictive view of both talent supply and demand within the labor market.

The alliance gives clients deep insight into the competitiveness of specific markets, the full-time and contingent roles competitors are actively looking for, the skills most in-demand, and more. It’s a major development that enables employers to uncover their biggest talent-related risks and opportunities, and equips them with even more data-driven insight to win the talent they need for an optimal workforce.

The partnership is mutually beneficial. LinkUp’s insights enhance our algorithms and enable our clients to make impactful and cost-effective talent decisions. LinkUp’s financial and capital market customers get special access to our anonymized volatility, job, skills, and company-level data which are based on one billion data points, 40,000 sources, and analytics on over 19 million global companies. This puts them in an even better position to drive forward their environmental, social, and governance (ESG) strategies.

We chose to partner with LinkUp because their mission around predictive intelligence aligns very well with our own, and unlike other job search engines, LinkUp is the only to index jobs solely posted by companies on their own websites. This makes LinkUp the highest quality index of global job postings on the market.

CJD: “Workforce agility” has become paramount, especially in a business world that relies on on-demand data to make more educated, real-time talent decisions. How can Workforce Logiq clients tap into your multiple intelligence-led offerings to become more agile?

JH: All our offerings are built to give employers the real-time and forward-looking insight they need to be agile. Having predictive data and insights at your fingertips is key for making smart decisions quickly and acting confidently under pressure.

Consider the current ‘Great Resignation’ trend that is impacting all sectors. Navigating this dramatic increase in resignations means quickly winning over external candidates who are eager to make a move, while simultaneously identifying and getting out in front of internal retention issues.

From a talent acquisition perspective, our predictive tools identify the best markets to look for new talent and competitors’ employees open to jumping jobs so that employers can sustain a strong talent pipeline and fill future skills gaps. On the retention side, our algorithms surface insight on employees most at risk of quitting and why they might be inclined to resign by identifying the workplace attributes most important to these workers. This enables employers to proactively address attrition before it impacts the business.

This is just one powerful example of how technology can help organizations be agile, resilient, and equipped with an optimal workforce.

CJD: Do you feel that the LinkUp partnership is a seismic event for our industry? The Managed Service Provider (MSP) model has evolved so much over the past few years.

JH: Yes, we consider this partnership a significant industry development. The truly unique combination of predictive talent supply and demand intelligence gives Workforce Logiq expert advisors even better and more strategic insights to help clients with their recruitment and retention strategies.

The MSP-client relationship is significantly evolving. Providers are increasingly stepping up to help clients through the fundamentally changing talent landscape. Workforce Logiq is committed to developing our technology and service offerings in the ways that best support our global clients and help them meet their goals, whether that’s navigating the hybrid work transition, building rich and diverse talent pipelines, optimizing candidate searches, or another strategic imperative.

CJD: What does the Future of Work look like over the second half of 2021? What’s in store for the greater world of talent and work?

JH: We expect more workers to be receptive to changing jobs and unsolicited recruiting calls well into the Fall. Data from our recent benchmark flash report shows a nearly 70% quarterly increase in volatility (i.e., workers interested in exploring other job opportunities or unsolicited recruiting messages in the next 60-to-90 days) across the top 35 job categories that we track.

This high number isn’t surprising. Employees are actively looking for more flexibility, work/life balance, money, and career advancement opportunities. As talent continues to rethink job and career choices, employers also need to adapt and hone their workforce strategies, processes, and technology infrastructure to effectively attract and retain talent and foster appealing work environments.

Could NFTs Signal Another Future of Work Pathway for Blockchain?

Talent Technology and Innovation by Christopher J. Dwyer on 05/05/2021

The first time I learned about nonfungible tokens (NFTs) occurred while perusing Twitter last summer. Seeing that Topps, perhaps the most-revered name in collectable trading cards, was going “full blockchain” a little over a year ago sparked an interesting dive down a rabbit hole of blockchain, the evolution of e-commerce, and, perhaps, yet another link to the Future of Work movement. Will blockchain finally take its rightful place within the pantheon of Future of Work-era innovation, or will it be limited to the crypto-fueled world of NFTs?

NFTs, Explained…Quickly

Nonfungible tokens (NFTs) are, in essence, a digital record that confers ownership of a specific asset. This record does not bestow “rights” but rather ownership of the asset, details of which are permanently recorded in a public database.

The NFT is stored in a shared global database that runs on, yes, you guessed it…blockchain!

Decentralization is the Future of Work Key

The biggest claim to fame (besides cryptocurrency, of course) for blockchain’s impact within the greater world of business was always its decentralized means of permanently recording information and data in an unalterable way. Back in 2016, which now seems like forever ago (thank you, pandemic!), I wrote about blockchain’s near-limitless potential in transforming how business was done. Innovation, of course, is the pumping heart of the Future of Work movement; blockchain, then, represented a way for businesses to not only transform the way they record information (such as contracts, IP, SOWs, and impactful data), but could also help to streamline the human touchpoints inherent in finance, accounting, payment management, and contract management to permanently eliminate errors and inconsistencies. In the continuing crossover between personal and business worlds, “digital wallets” or “e-wallets” leverage blockchain as a storage device for funds, gift cards, personal information, and more, furthering the growth and impact of blockchain technology.

Even with a pandemic raging across the globe, blockchain still had moves to make in 2020. “Decentralized finance” was a big hit for the blockchain movement as more and more consumers and business leaders alike bought into peer-to-peer transactions that eschewed traditional measures (such as banks and standard payment outlets), and, digital wallets became a trusted means for consumers that wanted to shun cash as a safer payment option while shopping.

“Decentralized commerce,” also known as dCommerce or DeFi, has a simple goal in mind that traverses beyond decentralized banking or finance: untether commerce from monopolistic giants in retail and other major markets. Blockchain-driven dCommerce networks, such as the Worldwide Asset eXchange (WAX), which specializes in the creation and sales of NFTs and similar assets, in addition to the already-proven advantages of digital wallets, could be harbingers of the future of blockchain in other business realms…even in how talent is engaged in the years to come.

“Open Talent,” Frictionless Talent Acquisition, and the Next Great Era of Workforce Management

The concept of digital wallets could point to how talent is engaged and sourced in the very near future. John Healy, Vice President at the World Employment Confederation, believes that this technological progression could very well be the Future of Work movement’s most crucial pathway into connecting people with projects and work.

“Digital wallets are emerging as an essential asset to our personal privacy and safety, and as governments recognize the need to leverage such a tool as a way to have trusted access to verify vaccinations, the next question they are asking is, “What else should be in that digital wallet?” Healy said. “Information regarding your identity, eligibility to work, your education, employment history, certifications and licenses, any assessments, awards or achievements…all part of the solutions that are actively being deployed using blockchain technology. 100%, this is part of how we will reduce friction in the ways that people connect with work – speeding up the time from application to paycheck, and interview to productivity, while also helping improve wellness for individuals and communities.”

If NFTs are the hot tech attribute du jour and bring more attention to digital wallets and the decentralization of commerce and finance through the advent of blockchain, we could certainly soon live in a world that untethers traditional talent networks and places more emphasis on the unalterable permanent scale of information enabled by blockchain. The freeform sharing of ideas, projects, information, intelligence, and yes, even talent, could lead to a relatively frictionless “open talent movement” as a Future of Work undercurrent.

Vaccine records (a topic worth digging deeper into), portfolios of work, certifications, education, and assessments are all critical measures of the true impact and alignment of talent with work and business projects. As decentralization and blockchain continue to transform the world of work, as non-traditional/non-employee talent continues to grow in both size and prominence, and as business leaders continue to rely on talent clouds and talent communities for agile workforce needs, it’s not too difficult to think of an environment in which a peer-to-peer, frictionless, and “open” culture permeates into the next great era of workforce management.