Direct Sourcing Archives - Page 6 of 15 - The Future of Work Exchange

Talent Sustainability Through Direct Sourcing

Business Leadership Direct Sourcing General Insights Talent by John Yuva on 04/17/2023

In 2023, direct sourcing is more than the sum of its parts; rather, it represents near alignment with the direction of business now and in the relative future. The labor market is still unsettled, while economic uncertainty (unfortunately) still rules the day. Businesses are in a continued war for talent, as unemployment sinks to historic lows and millions of job openings remain.

In addition, the Future of Work movement and resulting transformations actively dictate that businesses shift their hiring strategies. All of these facets together represent both a new challenge and a new opportunity for direct sourcing: helping enterprises cultivate a flexible and scalable workforce that drives true talent sustainability.

Direct Sourcing Evolves

Enterprises need sustainable talent most to remain competitive and enable future agility. Direct sourcing can help enterprises achieve talent sustainability through several means.

The rest of this article is available by subscription only.

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.

The Next Era of Direct Sourcing: A Future of Work Exchange Research Sneak Peek

Direct Sourcing by Christopher J. Dwyer on 04/10/2023

In just a few weeks, Ardent Partners and the Future of Work Exchange will publish the next edition of its landmark direct sourcing series, The Next Era of Direct Sourcing. Today, we present a sneak peek of the groundbreaking new research study. Stay tuned to the Exchange for more news about the new report (and maybe another sneak peek!).

Just a few years ago, the majority of direct sourcing programs revolved around a near-simplified core of processes and strategies meant to assist the overall organization in developing flexible talent pools and talent communities. Since then, direct sourcing has become synonymous with the continued evolution of talent; businesses that desire deep organizational and workforce agility are actively harnessing the power of talent pools (and placing top candidates into the recruiting process) as a viable means of reducing talent acquisition costs, ensuring top-tier skillsets and expertise, and structuring a truly dynamic workforce.

Historically, direct sourcing delivers value by enabling (1) deeper candidate pipelines, without the need for staffing suppliers or intermediaries, 2) more active recruiting and engagement of known talent, such as “silver medalists” and past contractors, and 3) more savings, both hard (reduced staffing markups, more competitive rates, etc.) and soft (higher-quality talent, faster fill rates, stronger performance, reduced risk of bad hires, etc.). In essence, direct sourcing entails several key “phases” that comprise a larger and dedicated program:

Talent curation. Talent curators (often consisting of business leaders well-versed in talent acquisition and hiring) are responsible for identifying top-tier workers and “collections” of expertise and skills that can be tapped in an on-demand manner.
Talent pool development. Talent pool development involves grouping various types of candidates into an on-demand channel of known workers, such as retirees, alumni, silver medalists, past freelancers/contractors, and new candidates that are engaged via branded job portals.
Talent pool segmentation. By segmenting talent pools, businesses can better align new job or project requirements with available candidates. Talent pool segmentation most often involves the cross-section of candidates by geography/region, skillsets and expertise, compensation, certifications, etc.
Integration with core enterprise recruitment streams. One of the most critical pieces to direct sourcing is placing talent pool candidates into the main recruiting streams that hiring managers leverage to source new workers. Talent pools should be integrated and readily accessible in Applicant Tracking Systems (ATS), Vendor Management Systems (VMS), and other key talent acquisition and contingent workforce management platforms.
Talent nurture and communication. This deeper element of direct sourcing involves frequent communication with candidates in talent pools to ensure that they are properly engaged and show interest in potential employment. Talent nurture has become a critical piece of today’s direct sourcing programs, as businesses contend with the “Great Resignation” and a higher number of disillusioned workers that prioritize communication, empathy, and other non-monetary benefits.
Repeatable candidate engagement through company branding and other marketing facets. One of the essential items of direct sourcing is simple on the surface: how do we engage candidates and encourage them to opt-into our talent network? Leveraging job boards and job portals that reflect the company’s overall brand (specifically its color schema and notable design elements) and culture (social responsibility, etc.) are the ideal means of driving candidates into a network from which can be curated into deep talent pools. On top of this is the art of referrals, which, when automated, can allow existing candidates to refer like-minded and similar-skilled workers to join a company’s talent community.

While the above attributes are the veritable core of any direct sourcing program, the truth is that the strategy as a whole has evolved since it began its meteoric rise several years ago. Although even the most intermediary of efforts drive tangible value, there is so much more at stake for direct sourcing than cutting costs and expanding the overall talent pipeline.

Direct sourcing in 2023 is more than just the sum of its parts; in fact, what it represents is a near-alignment with the direct of business now and in the relative future. The labor market is still unsettled, while economic uncertainty (unfortunately) still rules the day. Businesses are in a continued war for talent, as unemployment sinks to historic lows and millions of job openings remain.

Too, the transformations happening as part of the Future of Work movement actively dictate that businesses shift their hiring strategies. All of these facets together represent a new challenge, yet, a new opportunity for direct sourcing: help enterprises cultivate a flexible and scalable workforce that drives true talent sustainability.

What’s Ahead for Extended Workforce Management?

Contingent Workforce Talent by Christopher J. Dwyer on 04/05/2023

Ardent Partners and Future of Work Exchange research has recently discovered that the extended workforce (also known as the contingent workforce) now comprises 49% of all enterprise talent. This astounding figure represents nearly 15 straight years of growth and represents the agility, flexibility, and value of non-employee talent. Today, we present an exclusive infographic that not only highlights the future of extended workforce management, but also includes new Ardent and FOWX research, as well.

The Recession-Ready Enterprise

Business Leadership Contingent Workforce Direct Sourcing General Insights Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 04/03/2023

There has been great debate in recent months about a recession. Are we already in a recession? If a recession occurs, will it be light or something more impactful? Or will the economy be resilient and avoid a recession entirely? Enterprises in technology and media industries are already reacting to recession fears by laying off tens of thousands of workers. As we move further into 2023, how could a recession impact the extended workforce?

Business As Usual

There’s no doubt we’re experiencing challenging economic times. However, businesses must continue with mission-critical projects and initiatives that often require specialized expertise. The skills gap remains inherent in many enterprises, leading to continued demand for contingent workers. And as the Future of Work Exchange research indicates, 47.5% of the enterprise workforce is comprised of extended workers. That figure cannot be ignored, especially during times of economic distress.

Digitization Evolution and Workforce Mercenaries

Despite the recessionary climate, there is an enterprise evolution occurring: digitization. Whether it’s talent acquisition platforms, accounts payable solutions, or larger enterprise resource planning systems, businesses are transforming from tactical (manual) to strategic (digital) strategies across the operational landscape. And with digitization comes the extended workforce.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

Click here to learn more.

What WorkLLama’s $50M Funding Means for the Direct Sourcing Arena

Direct Sourcing Solution Providers Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 03/20/2023

Direct sourcing dominates many of the talent-oriented discussions in our wonderful industry today more so than ever before. Heading into the months before the pandemic began, Ardent Partners and Future of Work Exchange research found that direct sourcing strategies and talent pool development were the top two priorities heading into 2020.

The omniscience of those findings was on point: for the first 18 months or so of the pandemic, direct sourcing exploded due to its ability to drive real workforce scalability (in a time when it was needed most) and improve the candidate and hiring manager experiences. Now that the pandemic is waning and entering an endemic state, direct sourcing is still as vital as ever to businesses that focus on candidate centricity and a talent-led approach to workforce engagement.

Last week, WorkLLama, one of the industry’s leading direct sourcing technology platforms, announced that it had secured $50 million in funding (organized and facilitated by Fairpoint Partners). Now, funding in HR tech is not a rare event, however, within the direct sourcing space, this represents so much more than an innovative solution garnering significant funding.

WorkLLama’s suite of technology does not just fall under the greater “direct sourcing” banner, but rather reflects the “Direct Sourcing 2.0” model that Ardent Partners and the Future of Work Exchange pioneered 18 months ago to reflect the next generation of innovation that has contributed to the future of the direct sourcing technology industry.

“I’ve been lucky to have been involved first-hand since direct sourcing was introduced to the market many years ago,” said Kevin Poll, WorkLLama’s SVP of Strategy and Business Development. “Fast forward to today and seeing the market demand for next-gen direct sourcing technology, it’s exciting and validates the market opportunity and the belief in our innovation and growth. Not only will we help all talent connect to meaningful work, but I’m also personally looking forward to how this investment will allow us to continue advancing the platform to help underrepresented communities.”

WorkLLama has become a leading direct sourcing platform not just because of their overall commitment to the arena, which has been apparent since they entered the enterprise market back in 2016, but rather because the company has leveraged progressive thinking to fuel a new era of direct sourcing, ATS, and end-to-end talent management functionality. The WorkLLama platform, including its unique Sofi bot, offers users with advanced functionality, artificial intelligence, access to superior talent, an enhanced candidate experience, and the enablement of repeatable and scalable direct sourcing processes all contribute to a more advanced direct sourcing program.

“WorkLLama was established in 2016 to solve long-standing challenges within the talent attraction, engagement, nurturing, and retention space,” said Saleem Khaja, COO and co-founder. “Since our inception, we’ve led with the most robust, client-centric, and configurable solution available, with a central mission to provide the highest-level consumer-like experience to talent. This funding is an important milestone in our journey to enable both organizations and talent to become even more successful.”

The massive level of funding here speaks volumes about the direct sourcing technology industry for several reasons:

Direct sourcing has moved beyond the “peripheral platform” spectrum within the talent technology ecosystem. Just a few years ago, direct sourcing solutions were considered peripheral technology; that is, platforms that contributed to extended workforce management and talent acquisition without the standing of Vendor Management Systems and HRIS solutions. Today, that has changed. WorkLLama’s funding is a direct reflection of the criticality of these platforms in driving better candidate outcomes and optimizing talent engagement and recruitment.
Artificial intelligence is now table-stakes for any technology in the workforce solutions market. One of WorkLLama’s leading-edge innovations is the application of AI and machine learning throughout the platform, which shines in its candidate nurture functionality and particularly its Sofi conversational bot. Sofi harnesses the power of AI to automate and facilitate candidate communication and engagement; the WorkLLama platform also leverages AI to catalyze digital recruitment and referral management, two attributes of direct sourcing that are crucial for programmatic success.
The candidate experience and the hiring manager experience are paramount. One of the more interesting developments in the direct sourcing technology arena is the commitment to and focus on “experience-led” aspects of talent acquisition. With a volatile labor market, the candidate experience is, of course, critical (something that WorkLLama achieves through its deep nurture and engagement functionality). What has also become important, however, is the hiring manager experience by arming these professionals (and other talent acquisition leaders) with robust offerings that can facilitate skills assessment, develop deep talent communities, and streamline talent engagement and hiring.

“CEO, CHRO, and CPO leaders face unprecedented challenges as they evaluate new workforce strategies to find and engage talent in today’s market,” said WorkLLama’s CEO and co-founder, Sudhakar Maruvada. “WorkLLama’s growth, especially in direct sourcing, shows that these leaders are invested in innovative solutions to keep up with the changing landscape of work and workers. This investment will allow us to continue to build on our key differentiators and mission of treating candidates like customers.”

The Age of Omni-Channel Talent Acquisition Is Here

Uncategorized by Christopher J. Dwyer on 03/13/2023

Ardent Partners and the Future of Work Exchange have written extensively about the shifts happening in the greater world of work and talent. One such transformation, omni-channel talent acquisition, revolves around the concept of enterprises are 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.

Just a couple of weeks ago, the Exchange hosted an exclusive webcast focused on the evolution of the omni-channel talent acquisition experience and its expected impact in 2023 and beyond. If you happened to miss the live event, check out an on-demand edition of the webinar below.

The Top Talent Challenges of 2023 (So Far)

Business Leadership Contingent Workforce Direct Sourcing Talent Talent Acquisition by Christopher J. Dwyer on 03/07/2023

The business arena is shrouded in disruption and uncertainty, given the volatility of the labor market, supply chain risks, and economic challenges that are plaguing a variety of industries across the globe. With talent as the modern enterprise’s top competitive differentiator, it is no wonder that these external factors are placing pressure on talent-specific operations within the average organization, particularly workforce oversight, extended and contingent workforce management, skills analysis, talent engagement, talent acquisition, services procurement, etc.

In another exclusive Future of Work Exchange infographic, we highlight some brand new Ardent Partners research and unveil the top talent-oriented challenges for businesses (thus far) in 2023.

FOWX Notes, March 3 Edition

Solution Providers Technology and Innovation by Christopher J. Dwyer on 03/03/2023

Some picked-up pieces, news, and insights from across the evolving world of talent and work:

Direct sourcing and workforce solutions platform WorkLLama announced a series of $50M strategic investments. The new funds will enable the innovative tool with a variety of advantages, including possible acquisitions, a continued commitment to direct sourcing innovation, etc. This level of investment translates into the ability for WorkLLama to continue its long track record of progressive automation in the digital recruitment and total talent management arena.
Opptly announced that it is has completed its the integration of its platform with major extended workforce and VMS solutions provider Beeline. The integration with Beeline’s direct sourcing API suite will deliver an advanced, seamless means of connecting enterprises with the best-aligned, best-fit talent via Opptly’s industry-leading AI-fueled functionality.
Talent management platform LiveHire announced its acquisition of Arrived Workforce Connections, Inc. Arrived’s shift management and mobile-led matching application will be powerful addition to LiveHire’s already-robust suite of offerings. In corresponding news, Arrived’s CEO, Jennifer Byrne, will join LiveHire as its Global Chief Product and Technology Officer. Antonluigi “Gigi” Gozzi, LiveHire’s co-founder, Executive Director, and Chief Product and Technology Officer, will transition out of his executive role.
The Fed’s record rate hikes have done little to cool the hot job market, as unemployment claims dropped once again. A seventh straight week of claims under 200,000 means that unemployment has remained at a level not experienced since 1969.
Thoma Bravo, a Chicago-based software investment firm, has officially completed its acquisition of business spend management (BSM) platform Coupa Software. Announced back in September, Thoma Bravo has finalized the massive $8B transaction. Coupa’s wide range of spend management offerings includes Coupa Contingent Workforce, its dedicated VMS tool for the extended workforce industry.

Five Reasons Why Direct Sourcing Can Supercharge Hiring

Direct Sourcing Talent by Christopher J. Dwyer on 03/01/2023

The Future of Work Exchange has long discussed the value, impact, and power of direct sourcing. Over the past three years, direct sourcing has dominated discussions across the world of talent and work, and rightfully so: Direct sourcing represents a dynamic entry-point to talent sustainability. Considering its impact on the candidate experience (transforming how workers engage with potential employers), referral management (automated, mobile-optimized referrals), and talent community development (boosting talent curation and progressing into a new stratosphere of on-demand talent pools), direct sourcing is a robust strategy to developing real workforce scalability…and talent sustainability.

Today, we are excited to present an exclusive infographic, Five Reasons Why Direct Sourcing Can Supercharge Hiring.

The Future of Work is Now: Top Trends for 2023 (New Research!)

Business Leadership Contingent Workforce General Insights Talent by Christopher J. Dwyer on 02/14/2023

2023 promises to be a year unlike any other. With rampant inflation, economic uncertainty, and a volatile labor market, enterprises must balance agility, flexibility, and dynamic strategies to thrive in these uncertain times. The year ahead will surely challenge enterprises, with the specter of an economic downturn lingering overhead as well as continued uncertainty regarding the volatility of the labor market. However, as businesses have done over the past three years, they will persevere, they will thrive, and, most critically, they will innovate.

In the spirit of looking ahead, Ardent Partners and the Future of Work Exchange developed a brand new research study: The Future of Work Is Now: Top Trends for 2023. Sponsored by Guidant Global, this exciting new research study highlights the key trends of today’s dynamic world of work and their implications on business operations in the year ahead. Click here to download the new report.

We identified seven key trends that will shape the way businesses find, engage, and source talent, manage their extended workforce, and optimize they ways they get work done. Download the new research study today!