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Extended Workforce Management

The 2025 MSP Playbook, Part I

Contingent WorkforceDirect SourcingEvents by Christopher J. Dwyer on

Just last week, I had the opportunity to join Atrium and their Chief Revenue Officer, Brad Martin, for an exclusive webcast focused not only on the 2025 trends that will shape the Future of Work, but also the impact of the Managed Service Provider (MSP) model on those areas in the months ahead. Today’s article is the first of a two-part series that will recap Brad and I’s discussion.

The “Strategic” Contingent Workforce Program: A Major Priority for 2025

Nearly 65% of organizations (as discovered by Ardent Partners and Future of Work Exchange research) state that they plan to develop a more strategic foundation around their contingent workforce programs in 2025. As the extended workforce marches to its 50% threshold (49.7% of the average organization’s total workforce is now considered non-employee), it is critical that businesses take a more deliberate pathway towards managing this type of talent in lieu of leveraging traditional, archaic, and “tactical” approaches that undermine the greater impact of the contingent workforce.

Strategies such as consistent procurement/HR/talent acquisition collaboration, the adoption of expanded talent channels (“omni-channel talent acquisition”), and a deliberate push towards optimizing CWM as a more visible realm of the business are all approaches that can truly push the extended workforce program into more progressive ground. This evolution demands a fundamental shift in how organizations view and value their contingent workforce, moving from a cost-center mindset to recognizing it as a strategic driver of innovation and competitive advantage.

Success in this new paradigm requires executive-level championship and clear alignment between workforce strategy and broader business objectives. Organizations that fail to evolve their contingent workforce management approaches risk falling behind in the race for talent and missing crucial opportunities for business transformation.

The Art of Direct Sourcing
Another major attribute of the Future of Work movement that Brad and I discussed was the realm of direct sourcing. Since the waning days of pre-pandemic times, “direct sourcing and talent pools” have routinely been a top-three workforce strategy, according to Ardent Partners and Future of Work Exchange research. Our research has long identified the cost savings, time-to-fill, talent quality, talent visibility, etc. benefits of direct sourcing based on the real-life experiences of thousands of organizations over the past several years.
During the webinar, Brad and I chatted about the MSP model can be a true catalyst for direct sourcing adoption and optimization. In today’s candidate-centric, globalized, and competitive landscape, access to top-tier talent is a “must-have” attribute that will determine whether or not an organization thrives in 2025 and beyond.
Direct sourcing is a strategic imperative for the modern enterprise. The balance of sustainable value, from cost effectiveness and speed-to-hire to skills-based hiring enablement and talent scalability, presents businesses with a deliberate approach that can transcend market volatility, economic uncertainty, and global disruptions. The Future of Work runs on talent, and, direct sourcing is the centerpiece in ensuring that the best-aligned talent and skillsets are engaged to help businesses thrive in the months and years ahead.
Stay tuned for Part II of our webinar recap, and, make sure to check out the on-demanding recording of the Atrium, Ardent Partners, and Future of Work Exchange webcast here.
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Artificial Intelligence, Contingent Workforce Management, and the Future of Work (On-Demand Webinar)

Contingent WorkforceDirect SourcingTalent AcquisitionTechnology and InnovationVideo by Christopher J. Dwyer on

Earlier this week, Ardent Partners and the Future of Work Exchange hosted an exclusive webcast focused on AI-powered contingent workforce management and its impact within the Future of Work movement. I was joined by Opptly’s Lori Hock (CEO), Beeline’s Colleen Tiner (Chief Product Officer), and NLP Logix’s Matt Berseth (CIO, co-founder) to discuss a wide range of hot topics under the artificial intelligence umbrella, including:

  • The true adoption and utilization of artificial intelligence within today’s extended workforce programs, hiring strategies, and talent acquisition initiatives.
  • The link between AI and skills-based hiring.
  • How businesses can move from an “education phase” to “adoption phase” for their AI initiatives.
  • How AI can supercharge and optimize direct sourcing strategies.
  • Why AI-fueled skills taxonomies are the foundation of a skills-based hiring approach.

Check out an on-demand replay of the webinar below.

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How Do We Define Direct Sourcing in 2024?

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In the realm of workforce management, the concept of direct sourcing has not escaped the fervor of its own hype machine. The question persists, though: what defines direct sourcing? What is its true “reality”? What “state” is direct sourcing in today, given the evolution of talent acquisition and extended workforce management?

There is no easy answer, unfortunately. The most interesting facet regarding direct sourcing is that the industry has not yet settled on a true definition; much like contingent workforce programs can be called such without a drop of automation or third-party support, direct sourcing often falls into the same spectrum. Even without a VMS, extended workforce platform, or MSP in place, businesses can state that their non-employee workforce programs are tried-and-true (and “end-to-end”) even in cases where additional attributes, particularly services procurement and SOW management, aren’t considered part of the overall initiative.

Misconceptions surrounding direct sourcing often center on the intricacies of its implementation and the true characterization of what qualifies as genuine “direct sourcing.” Does an enterprise curating its talent internally and channeling candidates into a talent pool truly embody direct sourcing as a core workforce strategy? To discern the essence of direct sourcing, we must explore its full spectrum, including segmentation, integration into primary recruitment streams, and the facilitation of talent nurture capabilities — which is where the question arises: is automation indispensable for it to be deemed a true, end-to-end program? Do enterprises require deeper talent technology stacks to ensure direct sourcing meets its potential as a talent acquisition gamechanger?

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.

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The Talent Supply Chain Is Evolving…It’s Time to Rethink How We Approach It

Contingent WorkforceDirect SourcingEventsTalentTalent Acquisition by Christopher J. Dwyer on

Earlier this month, I had the pleasure of joining Prosperix‘s CEO, Sunil Bagai, and Defiant Solutions’ Bryan Pena for a spirited discussion on the evolution of the talent supply chain. Everything You Know About The Talent Supply Chain Is Wrong featured some new Ardent Partners and Future of Work Exchange research, as well as a high-energy roundtable chat focused on how businesses can balance the power of today’s progressive labor market with the proper strategies for thriving in the months ahead.

If you missed the live event, we have you covered. Check out an on-demand edition below.

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