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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.

Harness Direct Sourcing and Talent Pools for Workforce Agility

Direct Sourcing by John Yuva on 12/11/2023

Over the past few years, direct sourcing has emerged as perhaps the hottest talent-led strategy in the world of both talent acquisition and contingent workforce management. In pre-pandemic times, businesses understood that expanding their talent engagement efforts on building internal talent communities (via enterprise-led “agencies” that eschewed middle entities like staffing suppliers) was a powerful way to infuse new skillsets into the greater organization. During the pandemic, direct sourcing served as a robust means of keeping candidates engaged during uncertain times and augmenting workforce scalability. Today, direct sourcing represents the very future of talent acquisition.

With an ever-increasing number of talent channels, including digital staffing marketplaces, traditional staffing vendors, professional services, talent networks, and social media platforms, the ability to match project requirements with available skillsets has never been easier. However, it has also never been more competitive or difficult. Businesses that harness the power of direct sourcing and talent pools have the ability to develop an agile workforce which can be the key differentiator needed to advance and grow in a marketplace that rewards dynamic, talent-led responses to new business pressures and challenges…especially what could be ahead as 2023 unfolds.

With so many organizations yet to undertake this journey, it is imperative to revisit these guidelines for direct sourcing success:

A deep understanding of total enterprise skillsets is required. No matter the industry, each organization is comprised of a collection of skillsets that, in aggregate, contribute to how work is done. Direct sourcing programs thrive on “skillset intelligence;” without it, initiatives lose their flair. If hiring managers understand which skillsets are in abundance or in high demand and which will be needed in the near future, building initial talent attraction strategies will be much more effective.
Integrated procurement, HR, and talent acquisition competencies are necessary for early-stage direct sourcing. The capabilities of these three units are required for a direct sourcing program to succeed: 1) procurement’s influence will drive hard cost savings through talent channel optimization, 2) HR’s impact will guide hiring managers and stakeholders to engage the strongest candidates, and 3) talent acquisition will drive the strategic vision for how to source talent based upon current and expected needs.
Focus on both brand and experience. The employer brand can be powerful in today’s labor market; many candidates want to ensure that they work for organizations that share their cultural and societal values. Also, the omnipresent notion of the “candidate experience” should guide direct sourcing processes such that job recruits experience a positive journey no matter if they are merely sitting in a talent pool or actively engaged for an open position or project.
Segmentation is more valuable than it initially seems. Segmenting talent pools may seem like a basic strategy; however, it can pay incredible dividends. Talent pool segmentation, be it via geography, compensation, skill, remote or in-person, certification, etc., allows hiring managers to quickly focus in on the talent required for a highly-complex project or initiative. Taking the time during the front-end of the direct sourcing process to segment talent pools can be hugely impactful to the overall program.
In direct sourcing, selecting and utilizing the right solutions is job one. The inherent power of today’s contingent workforce, human capital, and digital staffing solutions provides enterprises with the ability to automate crucial aspects of talent pool development and integrate these sources into the business’ broader talent acquisition processes. MSP solutions, VMS technology, and direct sourcing platforms all contribute to create a human- and technology-led direct sourcing program, helping to launch the initiative and ensure that all hiring managers have the ability to quickly access available talent pools.

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).

How Next-Generation MSPs Will Transform Total Talent Management

Contingent Workforce Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 11/06/2023

For the past decade (plus), total talent management has often been akin to chasing a mirage in the business landscape—a tantalizing concept that’s been discussed widely, but rarely (very rarely) seen in its entirety within global organizations. While we’ve occasionally encountered fragments of total talent programs in a few enterprises, and observed specific facets of these endeavors, like total talent acquisition and procurement and HR collaboration, being embraced by forward-thinking workforce management solutions (and enterprise programs), the full realization of this concept has remained an elusive pursuit.

Total talent intelligence serves as the foundational bedrock of comprehensive talent management, drawing a wealth of invaluable insights from the combined workforce of both full-time employees and non-employees. This multifaceted approach hinges on the seamless integration of data originating from diverse sources, including Human Resources Information Systems (HRIS), Vendor Management Systems (VMS), Applicant Tracking Systems (ATS), Freelancer Management Systems (FMS), and an array of analogous platforms like direct sourcing, digital staffing, etc. This comprehensive data synthesis empowers organizations with unprecedented depth and clarity into their entire talent pool, ushering in a new era of data-driven workforce management.

In the current workforce landscape, a significant transformation is underway. With nearly half of the average organization’s workforce composed of contingent talent, the concept of total talent intelligence has emerged as an indispensable cornerstone in shaping workforce management strategies for 2024 and beyond. Among the driving forces of this evolution are Managed Service Providers (MSPs), poised to assume pivotal roles as the epicenters of total talent intelligence.

MSPs are uniquely positioned to harness the potential of total talent intelligence and, in doing so, offer enhanced value to their clients and contingent workforce management (CWM) programs. Equipped with an arsenal of capabilities including direct sourcing, services procurement, Statement of Work (SOW) management, and independent contractor administration, along with a nearly 25%-to-30% crossover for existing clients who utilize MSPs for Recruitment Process Outsourcing (RPO), today’s MSPs boast real-time access to rich data on the entirety of the workforce.

And, there’s an additional, critical attribute of today’s MSPs that position these solutions to make a greater push for total talent intelligence: many modern, leading Managed Service Providers have fully-integrated and self-service analytics portals that not only provide user programs with real-time data concerning contingent workforce utilization, labor market rates, talent utilization, skills gaps, etc., but also a next-generation swatch of intelligence that is pulled from myriad systems (aforementioned above) that can, yes, you guessed it…get us ever-so-closer to true total talent intelligence.

Leading MSPs, such as Magnit, Talent Solutions TAPFIN, Guidant Global, KellyOCG, AMS, HireGenics, Atrium, Randstad, and eTeam, represent the next generation of workforce management solutions that will reimagine and transform the very definition of total talent management.

As we steer towards the horizon of 2024, MSPs find themselves in a compelling juncture, standing at the precipice of the workforce management paradigm’s evolution. The time is ripe for them to grasp the essence of total talent management, and the gateway to this transformation is through the conduit of total talent intelligence.

The ultimate goal of total talent intelligence, and the true manifestation of total talent management, is the ability to respond with agility to ever-changing talent demands based on a profound understanding of the entire workforce.

MSPs are well-positioned to embody this essence and lead the charge as the linchpins of genuine total talent intelligence. By embracing this role, they become instrumental in shaping the future of workforce management, propelling organizations toward a new frontier of data-driven, agile, and highly effective talent acquisition and management. As the landscape continues to evolve, this evolution will be integral in defining the success and sustainability of organizations in the Future of Work era and beyond.

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.

Talent Sustainability and Workforce Scalability: The Hallmarks of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 10/25/2023

When we think of “sustainability,” it often brings to mind the idea of businesses operating in a way that benefits the environment, the broader community, and society at large. However, in the realm of the workforce, sustainability takes on a different meaning. It’s about a business’s capacity to maintain a self-sustaining ecosystem of talent by adeptly tapping into dynamic talent sources and channels. Direct sourcing, with its multifaceted intricacies, plays a pivotal role in this concept of talent sustainability.

Through the strategic application of direct sourcing methods and technology, along with the continuous upkeep of internal talent communities and talent pools, companies can construct a seamless pathway towards talent sustainability. By harnessing workforce solutions like extended workforce technology and Vendor Management Systems (VMS), by optimizing direct sourcing avenues, by tapping into next-generation innovations like artificial intelligence, and by fostering both private and public talent communities, organizations can establish self-replenishing reservoirs of talent that serve several critical purposes:

Adapt to the ever-changing skill requirements across the enterprise, in alignment with product development and the evolving needs of the organization.
Reflect the existing expertise and skill sets within the enterprise that can be harnessed for real-time deployment.
Empower hiring managers and other talent-focused leaders to employ nurturing and candidate experience strategies, ensuring that all networked workers remain open to reengagement for new or ongoing projects and initiatives.

In scenarios where significant skills gaps or a shortage of high-impact expertise occur, the concept of talent sustainability becomes a crucial ally for organizations. It enables them to create self-sustaining ecosystems of candidates who can be flexibly and promptly mobilized to address the ever-evolving demands of the global business landscape.

Scalability, much like sustainability, is a coveted objective for modern enterprise functions, offering businesses substantial rewards when they can expand their processes and strategies. In the realm of talent acquisition and human capital management, scalability assumes fresh importance, particularly in the wake of a global health crisis that thrust many organizations into the uncharted waters of aligning workforce depth with the unpredictable fluctuations of the market.

Within the context of direct sourcing, scalability encapsulates two distinct concepts:

Optimizing direct sourcing processes. This involves enhancing direct sourcing processes through seamless internal integration and end-to-end automation, allowing the strategy to be seamlessly applied to hiring initiatives across the entire organization.
Extending the value of direct sourcing. It also entails harnessing the undeniable value of direct sourcing to dynamically scale the workforce in response to internal and external factors.

When executed effectively, direct sourcing influences both FTE nd non-employee hiring. This means that enterprises can capitalize on talent communities, talent pools, and robust talent nurturing capabilities to swiftly expand their workforce in alignment with their specific needs…something is incredibly desired in today’s frenetic and evolving business landscape.

Digital Staffing’s Impact on the Future of Work

Contingent Workforce Direct Sourcing Talent Technology and Innovation by Christopher J. Dwyer on 10/23/2023

In the ever-evolving landscape of talent and work, the phrase “digital staffing” has emerged as a pervasive buzzword, encompassing a wide array of solutions designed to streamline the process of finding, engaging, and sourcing workers. This term has transcended its origins and evolved into a transformative force that is reshaping the way businesses access and manage their talent pools. Ardent Partners and the Future of Work Exchange (FOWX) have often discussed digital staffing technology as a game-changer in the greater world of work.

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).

As we inch closer and closer to 2024, it becomes abundantly clear that digital staffing technology is no longer confined to the basic online talent portals and freelancer networks that once characterized its typical candidate reach. Instead, today’s digital staffing platforms have morphed into full-fledged workforce management automation tools. They not only facilitate candidate engagement but also play pivotal roles in talent community development, talent pool creation, candidate experience management, and other progressive facets of extended workforce management. These platforms have transcended the boundaries of simple talent acquisition and have ushered in a new era of efficiency and innovation in workforce management.

Ardent Partners and the Future of Work Exchange recently discovered that utilization of digital staffing solutions has experienced an exponential growth of nearly 800% over the past five years. This statistic is nothing short of a testament to the profound impact these platforms have had on the Future of Work movement and the broader world of work and talent. It signifies a paradigm shift in how businesses approach talent acquisition and workforce management, reflecting an industry-wide recognition of the potential and benefits that digital staffing technology brings to the table.

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.

The Power of the Company Brand in Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 10/02/2023

One of the hallmarks of direct sourcing that is sometimes lost in the aura of its growth is the link between its strategic innerworkings and an organization’s corporate brand. In fact, leveraging company branding in external communications, job portal/job board development, and ongoing candidate communications is a crucial piece of a Best-in-Class direct sourcing program.

According to Ardent Partners and Future of Work Exchange research, nearly 75% of businesses state that the ability to leverage their brand has been a value-added aspect of direct sourcing. In a candidate-driven market (and with the candidate experience as a top-of-mind focus for talent acquisition, HR, and other leaders), an employer’s brand is often a first impression for potential workers. Companies that are socially, ethically, and environmentally responsible, and those that are known for positive effects on the community, can typically draw high-end talent to branded job portals/job boards (and other outlets) based solely on the power of their brand.

And, to boot, today’s direct sourcing platforms and solutions are not just conduits for end-to-end automation of talent pool development, talent nurture processes, back-end analytics, and Applicant Tracking System-enabled functionality, but also powerhouse marketing solutions that can revolutionize an enterprise’s brand (down to the colors and aesthetics of a company logo) and ensure that a job board or job portal reflects all the nuances of this brand.

Furthermore, these platforms empower organizations to craft a consistent and compelling narrative. They allow for the seamless integration of brand messaging, from mission statements and core values to visual elements like logos and color schemes. This unified brand presence across job portals and communications serves as a magnet for top-tier talent, as candidates are drawn to companies that not only offer promising career opportunities but also align with their own values and aspirations (and career goals).

Direct sourcing strategies have evolved into multifaceted programs that extend beyond recruitment and hiring. They function as potent instruments for enhancing and amplifying a company’s brand identity, ensuring that every touchpoint with potential candidates reinforces the organization’s values and mission. As the competition for talent intensifies, and as today’s labor market becomes even more volatile, harnessing the power of branding within direct sourcing becomes an indispensable strategy for attracting, engaging, and retaining the top-tier, Best-in-Class talent.

The Technology Revolution and its Impact on Talent Acquisition and Workforce Management

Contingent Workforce Direct Sourcing Solution Providers Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 09/25/2023

It almost seems like we are floating in a constant vacuum of evolution. The economy continues to spin, technology progresses at an unprecedented clip, businesses continue to optimize their operations in such a way that they no longer resemble the past, and, most critically, the talent arena remains in a state of perpetual growth and revolution.

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.

Moreover, the impact of these technological advancements extends well beyond the initial and traditional hiring and recruitment phases. Workforce management has become a finely-tuned symphony, where AI-driven tools optimize scheduling, employee engagement, and skill development (skills-based hiring, anyone?). The very concept of “work” is evolving, too, with the Gig Economy and remote work arrangements offering unprecedented flexibility and opportunity for businesses and candidates alike.

From talent engagement and talent matching to real-time project alignment and deeper total talent intelligence, the power of AI is omni-present in our world. Platforms like Opptly are changing the very fabric of talent acquisition through next-generation, AI-fueled functionality. Solutions such as HiredScore are powering a new era of talent intelligence through AI-led tools, while Glider’s AI Skill Intelligence Platform offers the ability to thoroughly assess skills, ensure suitability, and expand recruitment innovation.

The evolution doesn’t just stop at artificial intelligence, though. The technology revolution in the talent acquisition and workforce management arenas is ever-present in today’s forward-thinking VMS and direct sourcing platforms.

Beeline’s focus on the extended workforce and its wide-ranging confluence of progressive tools has positioned the industry’s largest independent VMS provider as a nexus of innovation. Platforms such as FlexTrack are also reinventing workforce management technology, considering the solution’s foundation of Salesforce Lightning integration and enterprise-wide ecosystem integration. Providers like Prosperix offer next-gen functionality that traverses the interesting line between new-age VMS and direct sourcing automation.

WorkLLama’s industry-unique blend of ATS, talent cloud, and digital recruitment functionality is a powerful convergence of direct sourcing technology. LiveHire, who has been offering direct sourcing tools for over a decade, continues to innovative around its total talent offerings and deep, end-to-end workforce management functionality.

HireGenics continues to advance the workforce management solutions arena by introducing its “Smarter Workforce Management” suite of offerings, which include direct sourcing, MSP services, workforce advisory, RPO tools, and more.

The “digital staffing” industry, which includes the aforementioned direct sourcing arena as well as talent marketplaces, expert networks, and freelancer management tools, is actively transforming the ways businesses address on-demand talent acquisition. Upwork’s continued innovation has reimagined the relationship between enterprises and its non-employee talent through end-to-end automation, a fine-tuned candidate experience, and AI-infused workforce management functionality. Toptal converges its “top 3% of talent” network with on-demand talent acquisition services and a human-led touch to balance next-generation hiring. High5 is one of the most innovative solutions in the total talent stratosphere, with its distinctive talent network, a true commitment to diverse hiring, and an online talent platform that embraces artificial intelligence within the fabric of its offerings.

Providers like Graphite continue to revolutionize the realm of expert network solutions, especially considering its deep commitment to artificial intelligence, real-time talent engagement, and a deep network of top-tier workers. Reflik is a cutting-edge talent network platform that blends crowdsourcing innovation with contemporary recruitment offerings that optimize hiring.

In this era of perpetual growth and revolution, the future of talent acquisition and workforce management is actively reflected in the myriad solutions that are paving the way for the future of how we work. The emergence of advanced technologies and innovative approaches is reshaping the very foundations of how we source, nurture, and retain talent in this ever-evolving landscape.

The Continued Impact of the Extended Workforce

Contingent Workforce by Christopher J. Dwyer on 09/19/2023

As the workforce adapted to remote and hybrid models over the past three-plus years, enterprises shifted their focus towards optimizing work strategies to ensure operational continuity in the face of the ongoing pandemic and global supply chain disruptions, as well as other enterprise challenges (such as today with rocky economic conditions). The concepts of operational agility and flexibility took on newfound importance, reshaping approaches to talent acquisition and management, especially in the realm of extended workforce.

One of the key competitive advantages during these challenging times has been scalability. Organizations found themselves evaluating how swiftly they could scale their operations up or down and secure top-notch talent during both times of survival and times of success. This was crucial not only for short-term projects and other needs (think warehouse fulfillment for verticals like light industrial), but also for longer-term employment needs. The contingent workforce became indispensable, with Future of Work Exchange research indicating that extended talent accounts for an average of 49.5% of a company’s total workforce, reflecting its significance in talent management strategies.

Effectively leveraging the extended workforce now demands a more comprehensive understanding of the current and future talent requirements of the enterprise. Organizations must consider their strategic direction, assess whether they possess the necessary skillsets to execute their plans, and pinpoint areas where talent alignment is essential. “Total talent intelligence” plays a pivotal role in assisting hiring managers (and contingent workforce program leaders) in answering these critical questions, ensuring the continued competitiveness of the business during both good times and bad.

To ensure organizations remain resilient in the face of ongoing changes, talent acquisition is continuing to evolve in the final months of 2023 and into 2024, with a noticeable shift towards external talent sources. With an intensely competitive labor market and the need to find top-tier expertise in near-real-time, businesses must reimagine their recruitment strategies.

Enterprises today are actively searching for Best-in-Class talent with the skillsets to deliver immediate value and retain their services in a sustainable manner (enter a popular term here at the Future of Work Exchange: talent sustainability). This shift towards external talent reflects a recognition that the talent pool extends beyond internal structures, allowing organizations to tap into a broader range of skills and expertise in their quest for success.

Hence, newer strategies (such as direct sourcing) have become indispensable in cultivating a talent pipeline and establishing an ongoing engagement strategy that places innovation and business execution at its core. When coupled with managed service providers, direct sourcing can create a sophisticated talent acquisition and management process. Leveraging talent communities and supplier networks helps align the workforce with enterprise needs, and technology platforms offer innovative solutions to meet evolving business demands.