No other industry is as impacted by the developments in the technology space as much as talent acquisition and workforce management. The advent and rapid deployment of artificial intelligence has absolutely transformed so many facets of both ordinary life and the business spectrum, however, its impact is ever-present in a world in which its many automated arms have the ability to revolutionize so many organizational attributes.

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At its core, digital staffing technology represents solutions that empower enterprises to hire freelance, independent, and contingent talent without the need for intermediary systems or suppliers. These solutions traverse beyond just the recruitment process; they encompass end-to-end workforce management, encompassing vital components such as project management, worker tracking, worker classification, compliance, and risk mitigation.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

One of the most significant drivers behind the rapid adoption of digital staffing technology is the pressing need for organizations to be more agile and adaptive in an ever-changing business landscape. The Gig Economy, remote work trends, and the desire for flexible talent solutions have all converged to make digital staffing technology a paramount consideration for forward-thinking enterprises.

These platforms provide companies with the agility to scale their workforce up or down as needed, ensuring they can swiftly adapt to market shifts or unforeseen challenges. Moreover, they grant organizations the power to tap into a global talent pool, unlocking an unprecedented level of diversity and expertise. In an era where talent is a critical competitive advantage (and often an enterprise’s top differentiator), these solutions empower businesses to secure the best-fit talent, regardless of geographical constraints.

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Around the time the Future of Work Exchange was launched back in 2021, we coined a phrase that accurately reflects this movement: omni-channel talent acquisition. Omni-channel talent acquisition revolves around the concept of enterprises being enabled with a variety of candidate sources that can be converged to drive real-time skills alignment, on-demand hiring, and enhanced visibility into deeper attributes of candidates. While traditional staffing suppliers are still a critical piece of the contingent workforce, the “omni-channel experience” represents a new era in which enterprises can expand their talent searches through the advent of innovation, direct sourcing automation, new candidate channels, and next-generation and AI-fueled technology.

News broke this morning of a partnership between Beeline, a market leader in Vendor Management System (VMS) technology, and Upwork, a fellow market leader that is considered the world’s largest talent and work marketplace.

At the outset, this type of partnership is not just another notch in the talent technology ecosystem for either organization, but rather a powerful union between two industry powerhouses of talent innovation. The Upwork and Beeline partnership represents the latest shift in omni-channel talent acquisition, as well as a progression in workforce management.

“Managing a contingent workforce, inclusive of independent talent, presents complexities and challenges that can strain even the most sophisticated processes. These challenges include navigating compliance with local and international labor laws, ensuring visibility into the entire hiring lifecycle, and maintaining consistent hiring quality and efficiency across various departments,” said Zoë Diamadi, general manager of enterprise at Upwork. “Upwork’s partnerships with VMS and MSP platforms, such as Beeline, create a holistic solution to these challenges. We have integrated the modern, technology-fueled experience of Upwork’s platform and the world-class, independent talent on Upwork with the advanced technologies and solutions of VMS and MSP platforms.”

Here’s what the partnership means for the industry:

• It will optimize talent acquisition in a skills-based market. VMS has been a veritable “nexus” of extended workforce management for years, with ease-of-access to various channels of talent through staffing suppliers, private talent communities, and independent talent. The Beeline-Upwork integration will amp talent acquisition optimization to another level by providing contingent workforce programs with top-tier talent from the marketplace’s extensive network whilst enabling hiring managers with state-of-the-art, skills-centric candidate profiles and portfolios.
• “Agile hiring” creates more efficiencies for HR, procurement, and talent acquisition. Combining the dynamic power of two end-to-end, market-leading workforce solutions translates into truly flexible and agile hiring for recruiters, hiring managers, and HR and talent acquisition leaders, not to mention the executives running extended workforce programs. The age of real-time talent acquisition is here and the Beeline-Upwork represents the ability to hire faster, better, and smarter, creating a wealth of efficiencies for business functions.
• The partnership reinforces the strategic and technological advantages of omni-channel talent acquisition. As stated above, the Beeline-Upwork partnership is more than “digital staffing meets VMS.” The age of omni-channel talent acquisition is here and this union reflects both its strategic advantages (greater access to skilled talent, streamlined hiring, etc.) and technological advantages (skills-based hiring-fueled talent decisions, AI-enabled matching, end-to-end automation, etc.).

“Access to a large and diverse talent pool that is filled with candidates that hold a variety of skillsets is key to the success of any contingent workforce program,” said Brian Hoffmeyer, SVP of Market Strategies at Beeline. “I’m an Upwork user myself and I know first-hand how great their platform is. Those facts make me thrilled to launch this partnership, and, more importantly, excited about the benefits it will offer to our mutual clients.”

The post Shaping the Future of Work: Beeline and Upwork’s Omni-Channel Approach appeared first on The Future of Work Exchange.

Click to listen to the full interview. Note that this excerpt has been edited for readability.

Christopher Dwyer: Let’s begin with your general insights into the staffing industry, especially given your unique vantage point with High5. When you think of the evolution of staffing and the rise and continued growth of the extended workforce, where are we today?

Kara Kaplan: For starters, the evolution of staffing and the emergence of the extended workforce has ushered in this profound transformation that we’re seeing. It’s a fundamental shift in how companies view and engage with talent. The traditional employment model has been supplemented and, in some cases, supplanted by an extended workforce. Thus, you see many organizations today, if not most, embracing the extended workforce as an integral component of their talent strategy.

And when we look at the term “employee” in general, it’s really evolving with these new models. You have everything from full-time, part-time, contract, gig, remote, hybrid, shared and other terms emerging. Those organizations that rigidly stick to the traditional relationship are going to find themselves fighting an uphill battle. Conversely, enterprises that appreciate and use a mix of workforce models will ultimately be the ones that succeed and have access to more talent and better talent.

It’s more of an adaptation to the new global economy that we now live in and all the complexities and opportunities that are part and parcel of that global shift. At the end of the day, organizations need to embrace this evolution not as an option but more as a strategic imperative. The exciting thing is that organizations are starting to do that.

CD: There is definitely a talent revolution occurring and obviously companies like High 5 fit into that. However, how do you see companies like High5 and other digital staffing platforms fitting into this change in talent acquisition?

KK: Today’s talent revolution signifies a profound shift in how organizations acquire and engage talent. We’re seeing it become much more commoditized. Talent is more dynamic and diverse, as well as more digitally connected than ever before. With the rise of talent marketplaces and digital staffing solutions, they’ve been instrumental in reshaping talent acquisition strategies and truly enabling organizations to adapt and thrive in this global landscape.

At their core, talent marketplaces democratized new access to a global pool of talent. These platforms are empowering organizations to source talent with levels of speed and accuracy that were not possible just a short time ago. For example, in the recent past, when working with many staffing agencies, there was a significant amount of manual effort required in matching a worker with a shift — even if they had a robust ATS, it would only benefit them to a degree. However, today’s digital staffing solutions driven by artificial intelligence and automation have redefined the recruitment process and streamlined nearly everything from candidate sourcing to screening to onboarding and payrolling. It saves a vast amount of time and resources.

CD: In our industry when you think about digital staffing, what comes to mind is BMS, MSP, direct sourcing, total talent, workforce management technology, and artificial intelligence. AI has moved beyond hype and is generally accepted as table stakes in our industry. What are your views on AI and its impact?

KK: To your point, we can’t have this conversation without talking about generative AI and what it means. However, the idea that AI is table stakes for competitive differentiation may be overly simplistic. While AI can undoubtedly provide a significant edge, it’s not a cure-all as companies are seeing. Enterprises still have to remain focused on their core offerings and the human aspect of talent as well as customer relationships to build a sustainable competitive advantage. It’s certainly an exciting time for AI but also a scary one as well. AI is not going away and we’ll continue to hear frequently about the technology, but going forward we need to think about AI in the right way and in the smart way.

CD: Let’s pivot to direct sourcing which was gaining momentum even before the pandemic and is now another table-stakes strategy for businesses if they want to deepen their talent pool and scale their workforce. There’s so much more to direct sourcing than simply contingent recruitment process outsourcing (RPO). With that in mind, where do you see direct sourcing heading?

KK: So much has changed in just the year since I started High5. There’s no doubt that direct sourcing has emerged as a pivotal force in recruiting and is definitely here to stay. There are sessions at major conferences dedicated to direct sourcing with brands like Northern Trust, Toyota, and Meta espousing its benefits. When that starts to happen, the more prominence direct sourcing will have. Clearly, in terms of the future of direct sourcing, the benefits are there. However, its adoption will require an education process. Anytime an education process is involved, it’s going to slow things down, particularly from a sales cycle perspective, but that process plays a vital role in ensuring that organizations realize the efficacy of direct sourcing. To be successful means ensuring that best practices are being followed. When direct sourcing initiatives fail, it’s because they didn’t follow best practices. Again, I’m extremely bullish on the future of direct sourcing, but I do think it will take some time for that education to catch up.

CD: Before we wrap up, 2023 is quickly coming to an end. What do you see on the horizon in the year ahead?

KK: I wish I had a crystal ball. For us, 2024 is about strengthening our position in the market. Being known as the “tech first” company, we’re making heavy investments in our tech enablement, our marketplace, and our other platforms. We have a great deal of excitement around some of our recent tech acquisitions and the compelling value proposition that creates for us going forward.

The post Talent Experts on FOWX — Evolution of Staffing and Growth of Extended Workforce appeared first on The Future of Work Exchange.

The concept of “omni-channel talent acquisition” has become table stakes for businesses seeking to thrive in these uneven economic times that are compounded by fierce, global competition from enterprises across the world. No longer do traditional staffing strategies drive enough value for those organizations seeking top-tier talent; the very underlying attributes of omni-channel talent acquisition are threaded within a larger, more expansive approach towards talent engagement that traverses beyond archaic measures.

Platforms such as direct sourcing solutions, talent marketplaces, freelancer networks, and digital staffing outlets are the very foundation of omni-channel talent acquisition. However, leveraging these sources on top of everyday talent engagement methods is just one piece of a larger, more dynamic puzzle; in order for businesses to truly derive next-generation value from expanded talent sources, they require connections between both omni-channel sources and their core systems of record.

Work marketplace market leader Upwork, oft-considered the largest provider of digital staffing technology, recently announced two unique partnerships with major VMS players.

“We’re thrilled to have announced the first of many partnerships with leading VMS and MSPs, with the initial two being SAP Fieldglass and FlexTrack,” said Matt Ryan, Upwork’s VP of Enterprise Solutions. “The partnerships are truly strategic and offer significant advantages to our enterprise customers. Our integration with VMS ensures a highly efficient and effective hiring process and enables businesses to manage on-demand talent effortlessly within their existing workforce structures.”

The new collaborations with SAP Fieldglass and FlexTrack offer a holistic solution for seamlessly sourcing and hiring expert independent talent, and, by integrating Upwork’s global network of skilled professionals with these cutting-edge VMS platforms, enterprise customers can directly access a talent pool spanning over 10,000 skills in more than 180 countries. This integration centralizes workforce management, onboarding, and payments, simplifying processes within existing workflows. Furthermore, the VMS partnerships mitigate risks associated with hiring outside established procurement processes, providing comprehensive control and reducing redundant approvals and hiring workflows.

“Our customers and many leaders recognize the challenges and importance of navigating an intricate web of diverse tools and platforms. Our goal is to help them further engineer an agile, dynamic workforce strategy, providing an end-to-end solution to seamlessly integrate diverse talent, optimize operations, and stay ahead in today’s environment,” said Ryan.

The innovation behind Upwork’s partnerships (and integrations) with SAP Fieldglass and FlexTrack represent the veritable future of not just digital staffing, but talent acquisition, as well. As the extended workforce continues to grow in both size and prominence (Ardent Partners and Future of Work Exchange research peg the penetration of this labor at 49.5% of the overall workforce), enterprises will require real-time, dynamic tools to enhance the overall lifecycle of talent management.

“Navigating the path to enterprise success has become increasingly intricate, and the imperative to grow the top and bottom lines while keeping pace on the competitive landscape remains as urgent as ever,” said Zoë Diamadi, Upwork’s general manager of Enterprise. “This is just the beginning of the partnerships and powerful integration capabilities we plan to introduce, and we remain dedicated to providing solutions that our customers and businesses need in navigating the ever-evolving landscape of work.”

The post Upwork’s VMS Partnership Strategy and the Future of Digital Staffing appeared first on The Future of Work Exchange.

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.

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Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

The post A New Era of Innovation, Part VI: The The Future of Workforce Technology appeared first on The Future of Work Exchange.

At its core, digital staffing technology represents solutions that empower enterprises to hire freelance, independent, and contingent talent without the need for intermediary systems or suppliers. These solutions traverse beyond just the recruitment process; they encompass end-to-end workforce management, encompassing vital components such as project management, worker tracking, worker classification, compliance, and risk mitigation. In essence, digital staffing technology is a multifaceted approach that revolutionizes how companies access, engage, and manage their extended workforce (which, as FOWX research has found, comprises upwards of 49.5% of the average company’s total workforce).

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

The post Digital Staffing’s Impact on the Future of Work appeared first on The Future of Work Exchange.

Given the advancements in arenas such as direct sourcing, digital staffing, VMS, extended workforce management, total talent management, and MSP-led services, the workforce solutions arena stands out as a revolutionary force in today’s business world. Its agility allows companies to stay ahead of the curve, its flexibility adapts to the changing nature of work, and its pace of innovation continuously reshapes the landscape of talent acquisition and management.

As businesses continue to navigate an ever-evolving talent landscape, the workforce solutions industry remain a critical enabler of success, offering the tools and strategies needed to thrive in an increasingly competitive environment. Today, we feature four additional solutions that represent a new era of innovation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

The post A New Era of Innovation, Part V: The Transformative Solutions Landscape appeared first on The Future of Work Exchange.

The 2023 Digital Staffing Technology Advisor report serves as an evaluation of the global market for talent marketplaces, expert networks, digital staffing outlets, and encompasses direct sourcing platforms within its broader definition. In the current landscape, digital staffing technology represents far more than simple online talent portals for talent acquisition. Today’s digital staffing platforms resemble workforce management automation tools that not only facilitate candidate engagement but also streamline talent community development, talent pool creation, candidate experience management, and other innovative facets of extended workforce management.

Ardent and FOWX’s research underscores the significant evolution of digital staffing technology. The utilization of digital staffing solutions has surged by almost 800% over the past five years. This statistic serves as a testament to the profound impact these platforms wield within the Future of Work movement and the broader spheres of work and talent.

As we delve into the multifaceted landscape of digital staffing, it’s crucial to recognize the transformative role these technologies play. Beyond the surface-level notion of connecting talent with opportunities, digital staffing platforms now function as intricate orchestrators of the entire talent lifecycle. Their influence extends far beyond mere talent acquisition—they catalyze a paradigm shift in how enterprises interact with and manage their extended workforce.

Consider the dynamic functionalities that define today’s digital staffing platforms. They not only facilitate seamless candidate engagement but also cultivate thriving talent communities and dynamic talent pools. This speaks to a shift from transactional relationships to engagement models founded on genuine interaction and value exchange. Furthermore, the concept of candidate experience management takes center stage, reflecting the growing realization that each touchpoint with potential and existing talent shapes organizational perceptions and success.

What’s evident from the surging adoption of digital staffing solutions is their potential to reshape the way we work. These platforms empower businesses to navigate the intricate landscape of the extended workforce with agility, efficiency, and innovation. Their impact reverberates across industries, allowing enterprises to adapt and thrive in the rapidly evolving world of work.

As we navigate the evolving landscape of digital staffing, it’s imperative for organizations to grasp the holistic potential these technologies offer. Beyond their instrumental role in talent acquisition, they serve as catalysts for holistic workforce strategies. The interplay of talent acquisition, talent engagement, and talent management within these platforms creates a unified ecosystem that’s uniquely poised to drive success in the Future of Work.

To learn more, download the new Digital Staffing Technology Advisor report.

The post Redefining Talent Acquisition: The Age of Digital Staffing Solutions appeared first on The Future of Work Exchange.

While traditional staffing suppliers are still a critical piece of the extended workforce and everyday hiring, the “omni-channel experience” represents a new era in which enterprises can expand their talent searches through the advent of innovation, direct sourcing automation, new candidate channels, and next-generation and AI-fueled technology.

With this in mind, Ardent Partners and the Future of Work Exchange have developed the new Digital Staffing Technology Advisor report, which was designed to help HR, procurement, human capital, and talent acquisition executives navigate the digital staffing technology market. This report analyzes and assesses the primary solution providers in the marketplace today within the direct sourcing, talent marketplace, workforce management, and freelancer management technology industries.

The new Digital Staffing Technology Advisor analyzed and assessed 13 distinct providers of digital staffing, expert network, direct sourcing, talent marketplace, and freelancer management solutions, and is the ideal guide for those enterprises seeking to make an investment in these platforms in the months ahead.

Click here to download the new study, which is complimentary for qualified procurement, HR, talent acquisition, and talent management practitioners.

The post Announcing the 2023 Digital Staffing Technology Advisor Report appeared first on The Future of Work Exchange.