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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.

A New Era of Innovation, Part VI: The The Future of Workforce Technology

Solution Providers Technology and Innovation by Christopher J. Dwyer on 09/18/2023

Over the past several weeks, the Future of Work Exchange has showcased a series of articles dedicated to the latest wave of innovation in the realm of technology associated with the Future of Work movement. This special feature series shone a spotlight on trailblazing providers who are not only transforming the methods by which businesses discover, engage, acquire, and oversee talent but also on how they harness this talent to enhance their work processes.

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.

Ceipal

It’s no secret that the dynamics of talent engagement, talent acquisition, and talent management are shifting alongside the greater world of work. Businesses that want to thrive during an age of true globalization must execute on deeper hiring strategies; simple technology alone will not support the omni-channel recruitment initiatives that are required to find, engage, and hire Best-in-Class talent and expertise.

Ceipal represents the future of total talent management in that the platforms offers a robust, real-time convergence of ATS, contingent workforce management, diversity automation, CRM, and traditional talent management. The arrival of the company’s proprietary VMS solution, ProcureWise, enables Ceipal to traverse into new and innovative territory; the organization’s forward-thinking vision includes a future that is paved with Future of Work-era digitization, seamless talent acquisition, and total talent management technology.

Mothership

The realm of digital staffing continues to transform the Future of Work arena. Years ago, that very phrase, “digital staffing,” was typically associated with automated staffing processes via digital outlets of freelancers and contractors (such as Freelancer Management Systems). Today, digital staffing represents a veritable talent revolution, with shifting functionality that is tailored for a volatile labor market and the progression of talent acquisition.

At its core, Mothership stands as an innovative digital staffing platform, seamlessly connecting users to a roster of elite talent by harnessing a dynamic fusion of total talent strategy, artificial intelligence, machine learning, and robust workforce management capabilities. Embodied as a true “ecosphere” of technology, Mothership transcends conventional talent acquisition paradigms, offering its clientele immediate access to a diverse spectrum of candidates, spanning the realms of creativity, professionalism, administration, and beyond.

ProHance Analytics

Data is the foundation of workforce management in today’s hyper-competitive, globalized market. As workforces become more diverse, distributed, and comprised of various channels of expertise, enterprises will require tools that streamline analytics and provide real-time guidance regarding productivity, performance, and a viewpoint into a “future state” of how the workforce will look given internal and external factors.

ProHance is an industry leader within the realm of enterprise workforce analytics, productivity intelligence, and operational empowerment, delivering an advanced, cloud-based platform tailored for the hybrid work environment and productivity enhancement. In an age when remote and hybrid work has become table stakes for the contemporary enterprise, solutions like ProHance enable businesses to track productivity beyond simple metrics and generate real-time workforce intelligence to the executive leaders that crave actionable insights.

VectorVMS

The extended workforce has only grown in its sheer impact and value during mid- and post-pandemic times, as Ardent Partners and Future of Work Exchange have discovered (fun fact: 49.% of the average company’s overall workforce is comprised of external talent). VMS technology has come a long way since its inception as “eProcurement for staffing,” with today’s vendor management platforms serving as the true nexus of extended workforce management.

VectorVMS is a progressive VMS platform that prioritizes not only the traditional elements of contingent workforce management, but also presents an agile, end-to-end suite of solutions that include innovative attributes, such as learning and development, deeper DE&I automation, robust flexibility for CWM programs that require nimble functionality, and a shared services offering that blends the power of its VMS platform with MSP-like offerings.

The Future of Work Exchange Podcast, Episode 711: A Conversation With Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions

Uncategorized by Christopher J. Dwyer on 09/06/2023

The Future of Work Exchange Podcast welcomes Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions, to discuss the implications of artificial intelligence in talent acquisition and workforce management, the evolution of the extended workforce, what’s ahead for the Future of Work movement, and much more.

This week’s all-new episode also highlights why a cooling labor market is beneficial for the overall sustainability of the workforce.

Redefining Talent Acquisition: The Age of Digital Staffing Solutions

Uncategorized by Christopher J. Dwyer on 08/28/2023

The term “digital staffing” has become a ubiquitous catch-all phrase in the realm of talent and work, encompassing technology that enables the discovery, engagement, and sourcing of workers. According to Ardent Partners and the Future of Work Exchange (“FOWX”), digital staffing technology comprises solutions that empower enterprises to hire freelance, independent, and contingent talent independently of Vendor Management Systems (VMS) or other workforce platforms (as well as traditional staffing suppliers). These solutions also manage various end-to-end processes integral to extended workforce management, including project oversight, worker tracking, classification, compliance, and risk mitigation.

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.

Direct Sourcing as a Paradigm Shift in Talent Acquisition

Uncategorized by Christopher J. Dwyer on 08/23/2023

Years ago, the powerful strategy now known as “direct sourcing” persisted as a reliable, yet overlooked, element of talent acquisition. Initially known as “contingent RPO,” a concept wherein Recruitment Process Outsourcing principles were extended to encompass the engagement of the extended workforce, this approach has now evolved into a cornerstone of contemporary workforce programs. Ardent Partners and Future of Work Exchange research in 2023 reveals that the significance of direct sourcing as an effective talent acquisition and workforce strategy is finally being recognized and embraced within the post-pandemic business landscape.

Stepping back to the cusp of 2020, before the world was compelled to retreat into shelter due to a global health crisis, “direct sourcing strategies” and “talent pools” had emerged as the top two priorities for businesses seeking to fortify their contingent workforce and talent acquisition initiatives. At that juncture, the concept of direct sourcing remained relatively niche, taking root in fewer than 10% of organizations. Fast forward to today, and the landscape has transformed. Nearly 30% of businesses across the globe have harnessed the power of a genuine direct sourcing program, with a noteworthy 17% of these enterprises entering the realm of “maturity” in terms of program duration (longer than two years). In a parallel vein, close to 10% of organizations have integrated direct sourcing into their strategies within the past two years. These statistics validate that the anticipation and momentum surrounding direct sourcing in 2020 were not mere hyperbole, but rather indicative of a seismic shift in talent acquisition that has overturned traditional candidate engagement and sourcing paradigms.

However, the story is even more nuanced. A compelling 52% of today’s businesses incorporate facets of direct sourcing into their larger talent-led initiatives without establishing full-fledged programs. This translates to a strategic embrace of specific components of direct sourcing, like talent curation or the development of talent pools, even before embarking on complete end-to-end programs that encompass all phases of the sourcing cycle. This incremental adoption signals a positive trend—a growing number of enterprises are recognizing the tangible value and manifold benefits of direct sourcing. This realization serves as a harbinger, pointing toward the full-scale implementation of comprehensive programs in the not-so-distant future.

The insights gleaned from Ardent and the Future of Work Exchange‘s Direct Sourcing 2023: Scalable Processes, Sustainable Talent research study resonate with a resounding chord: the dynamics of direct sourcing and its accompanying technologies have taken center stage in the evolving Future of Work landscape. As organizations steer through the challenges and opportunities posed by the contemporary business environment, the transformational potential of direct sourcing becomes increasingly apparent. This isn’t just about talent acquisition; it’s about a fundamental redefinition of how businesses access, engage, and nurture talent—propelling them forward into a new era of workforce strategies.

In essence, what started as an offshoot of contingent workforce management has now emerged as a powerful beacon illuminating the path forward for talent acquisition and workforce management. Direct sourcing isn’t just a strategy; it’s a paradigm shift, reshaping the very foundations of how businesses navigate the intricate world of talent acquisition. As this evolution continues, businesses that embrace direct sourcing stand poised to harness its potential to its fullest, driving their own transformation and thriving within the dynamic landscape of the Future of Work.

A New Era of Innovation, Part IV: The Future of Work Awaits

Contingent Workforce Direct Sourcing Solution Providers Technology and Innovation by Christopher J. Dwyer on 08/07/2023

Over the past three weeks, the Future of Work Exchange has featured a series of articles that have highlighted the innovation occurring within the world of workforce management, talent acquisition, and staffing technology and solutions.

We live in a new era, one that is heralded by evolution, innovation, and acceleration…all part of the “Future of Work movement” that dictates how we work and how we thrive. Talent is the centerpiece of this movement, a veritable engine of sorts that drives innovation, sparks ideation, and facilitates competitive differentiation in a globalized market that thrives on expertise and top-tier skillsets.

The 2023 business climate requires more focus on “talent sustainability,” which refers to the strategic approach that organizations take to ensure the long-term prosperity of their enterprise by attracting, retaining, and nurturing their workforce. It encompasses creating an environment that promotes employee engagement, development, and well-being, while aligning with the organization’s goals and objectives. By investing in their workforce’s growth and development, businesses can unlock the full potential of their employees, driving productivity, innovation, and ultimately, profitability. Additionally, adopting a socially responsible and ethical approach to talent management can help to create a sustainable and equitable workforce, which benefits both the organization and its employees.

The progression of workforce solutions reflects the notion of talent sustainability, as today’s talent management platforms and systems represent this “candidate-centric” focus, as well as the acceleration of key Future of Work-era elements, particularly direct sourcing, omni-channel talent acquisition, and innovative talent-led strategies.

High5

High5 is not just a “total talent” platform, but also a pure representation of omni-channel talent acquisition technology and solutions. The organization blends a unique array of tools and services under one umbrella platform, with an innovative convergence of digital recruitment, direct sourcing (and managed direct sourcing), talent marketplace, candidate assessment, staffing infrastructure, and extended workforce management offerings that actively revolutionize the ways enterprises find, engage, source, manage, and retain top-tier talent.

What sets High5 apart and differentiates the solution from others in this arena is its powerful, talent-led offerings are an ideal alignment with the candidate-centric priorities of businesses today. High5 presents a frictionless candidate engagement process that quickens time-to-fill rates while also revamping talent assessments and onboarding processes; the vetted talent included in their vast candidate community represents top-tier expertise and skillsets.

In essence, High5’s solution is the convergence of total talent management, and, of course, Future of Work-era concepts.

Prosperix

Prosperix, formerly known as Crowdstaffing, rebranded nearly two-and-a-half years ago at a critical time in the business arena; the branding and vision shift reflected the utmost criticality of the candidate, as well as the burgeoning focus on transforming the ways enterprises engaged, sourced, and managed external talent.

While the solution was originally known for its powerful talent marketplace and direct sourcing prowess, the Prosperix platform supercharges these attributes and offers a robust, end-to-end, and differentiated VMS tool.

Prosperix’s groundbreaking “VMS Network” stands as a Best-in-Class platform, seamlessly merging digital staffing technology and next-gen VMS functionality to reimagine the relationship between an enterprise and its talent supplier base. The combination of direct sourcing, candidate experience management, end-to-end contingent workforce management, and digital staffing, along with its new Xponential offering, positions Prosperix as a powerful platform embodying the finest Future of Work-era technology.

Atrium

The Managed Service Provider (MSP) model has entered a period of evolution, with many of these solutions progressing as the world around them continues to change. With a shift in thinking about “traditional” workforce management solutions, the MSPs that embrace technology, push revolutionary models, and think outside of the box will be the ones that thrive in 2023 and beyond.

Atrium stands out for its deep commitment to direct sourcing and a strong dedication to diversity, equity, and inclusion (DE&I) throughout its core MSP offering. Under the “Atrium Works” banner, their contingent workforce management (CWM) solutions offer a comprehensive range of services for total talent management with a suite of offerings that include advanced direct sourcing, an “Early Talent” program, and robust technology expertise to build agile Future of Work-ready workforce programs. Atrium’s adaptable MSP model provides comprehensive, end-to-end support that flexibly caters to changing customer requirements.

SAP Fieldglass

The Vendor Management System (VMS) arena has always been a hotbed of innovation, especially dating back to the earliest days of The Great Recession (2008-2009), when a historical rise in utilization of contingent labor forced these solutions to revamp how they intersected within the talent technology ecosystem. SAP Fieldglass was a VMS pioneer, and, when global enterprise giant SAP acquired them in 2014, it signaled a new era of total talent management given its soon-to-be-connected links to SAP’s core offerings, particularly SAP Ariba and SAP SuccessFactors.

SAP Fieldglass represents not just the continued progression of VMS technology, but rather a convergence of Future of Work-era innovation and robust extended workforce automation. The platform provides an end-to-end, holistic perspective of the contingent workforce by integrating with the capabilities of SAP SuccessFactors (revamping the impact of HR and procurement functionality’s convergence), SAP Ariba (enhancing the spend management and supplier optimization attributes of extended workforce management), and other SAP technologies.

By leveraging its expanded capabilities (many of which have been enhanced over the past few years), SAP Fieldglass equips businesses to proactively manage the multifaceted challenges of today’s talent landscape. With a focus on total talent intelligence and AI-led, proactive analytics and reporting, the platform enables superior talent decision-making, streamlined processes, and a deeper understanding of workforce dynamics. SAP Fieldglass stands as a testament to the evolution of VMS into a cutting-edge workforce management technology arena, poised to guide organizations through the complexities of contemporary talent management.

Stay tuned for Part V of this exclusive, exciting new Future of Work Exchange series.

Optimize Your Workforce with Recession-Proof Strategies, Part One

Business Leadership Contingent Workforce General Insights HR Talent by John Yuva on 08/03/2023

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market provides the Federal Reserve with the flexibility to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not. Due to the expectation of continued interest rate increases and the potential ramifications, uncertainty remains among executives and their enterprises. Thus, many are considering strategies over the next six to 12 months to recession-proof their critical workforce and their organizations.

With that in mind, over the next few weeks, the Future of Work Exchange will feature a three-part series exploring several contingent and overall workforce strategies to achieve a recession-proof enterprise. Let’s begin part one this week with a look at our first three strategies.

Higher Utilization of the Contingent Workforce

The contingent workforce presents enormous opportunities for enterprises. It opens the door to global talent that was not accessible by the organization in the past. The remote/hybrid work model means attracting contingent workers who are seeking workplace flexibility and balance. Once in the door, maximize how contingent workers are utilized within the enterprise. First, whether it’s a unique skillset or competency, contingent workers can help train employees in those areas to expand the capabilities of the entire workforce. Second, integrate contingent workers into the workplace culture, providing a greater sense of purpose and achievement — enhancing collaboration and teamwork. And third, ensure a diversified recruitment strategy to hire contingent workers who bring unique perspectives that can translate into potential innovations and business solutions.

Use of Skilled Contingent Workers for Critical Projects

The contingent workforce is much more advanced than it was a decade or more ago. The gig economy is ripe with contingent workers who bring best-in-class competencies to organizations of all sizes. The timing couldn’t be better with many HR leaders and recruiters now shifting to skills-based hiring for both their permanent and contingent workforce. Today’s roles and projects often require specialized skills, making freelance and contingent workers ideal candidates for executing those opportunities. Positions can remain open for several weeks, costing enterprises time and money until those roles are filled. Instead, tap into top-tire talent within the extended workforce to deliver immediate performance and drive long-term value.

Improve Overall Operational Agility for the Future

To best recession-proof your enterprise, agility is required. What does this mean exactly? It means having the organizational capabilities to adjust to changing conditions quickly and easily with little to no operational disruption. Enterprises must optimize their processes and workflows in all areas of the business for greater flexibility and resiliency. In procurement, for example, securing a second and possibly third source of supply mitigates the risk of production delays and product shortages. Implementing automation for accounts payable streamlines the payment process and reduces processing errors. And in HR, leveraging contingent labor during periods of peak demand ensures workforce optimization.

The economy is proving resilient against a recession. However, implementing workforce strategies today that can weather an unexpected economic downturn will only pay dividends in the long term. Next week, we’ll explore three more recession-proof enterprise workforce strategies.

A New Era of Innovation, Part III: The Next Generation of Workforce Solutions

Contingent Workforce Direct Sourcing Solution Providers Technology and Innovation by Christopher J. Dwyer on 08/01/2023

Over the past two weeks, the Future of Work Exchange has featured a series of articles that have highlighted the innovation occurring within the world of workforce management, talent acquisition, and staffing technology and solutions.

In a business world that is hyper-competitive and globalized, enterprises essentially run on talent. In such a corporate climate, there are many factors that can prohibit the modern enterprise from succeeding. Perhaps the largest of these is the major skills gap that exists within a majority of businesses today, and the inability to support critical projects and initiatives with necessary expertise.

In today’s rapidly evolving talent landscape, a plethora of channels has emerged, offering businesses a variety of options to source and manage their workforce. From digital staffing marketplaces and traditional staffing vendors to professional services, talent networks, and social media platforms, the choices are endless.

The scope around these choices is an idea, omni-channel talent acquisition, that Ardent Partners and the Future of Work Exchange has heralded since 2021. The concepts behind omni-channel talent acquisition are all pure reflections of the Future of Work movement in 2023: flexibility, agility, scalability, and technology.

The next generation of workforce solutions are tailored to meet the demands of omni-channel talent acquisition whilst reinforcing the core principles of flexible talent, workforce agility, workforce scalability, and innovative automation.

AMS

A true innovator, AMS is a multifaceted solution that is founded on “workforce dexterity” through a blend of human capital, contingent workforce, direct sourcing, managed service, and digital offerings. AMS’ core solutions enable companies to stay competitive, innovate, and navigate uncertainties successfully via market-leading managed direct sourcing, Recruitment Process Outsourcing (RPO), and talent advisory offerings.

AMS recently pioneered a unique solution, AMS One, that is a digitized layer of flexibility, AI-powered analytics for real-time insights, faster hiring, and improved diversity within hiring initiatives. It enhances the candidate experience and hiring manager satisfaction, streamlining processes while maintaining a human touch. This groundbreaking convergence of digitization and human-led services positions AMS as a next-generation solution that is tailored for the Future of Work movement’s candidate-centric implications.

HiredScore

The realm of artificial intelligence is, perhaps, the foundational layer of the Future of Work movement’s technological impact. AI is a quintessial “rising tide” that has the power and potential to reshape how businesses structure talent acquisition, workforce management, and everything in-between.

HiredScore represents not only the future of artificial intelligence, but the veritable evolution of workforce technology through the application of flexible, agile, and real-time AI-powered HR functionality. The platform provides personalized career coaching, optimizes talent intelligence, boosts candidate (and hiring manager) engagement, and ensures compliance.

HiredScore’s “Talent Orchestration” platform blends frictionless integrations with core talent management systems (VMS, ATS, etc.) with proactive and actionable recommendations, all rooted in AI-led functionality. The real-time nature of the tool empowers hiring, talent acquisition, and HR stakeholders with real-time intelligence to enhance talent engagement, improve transparency, and transform talent outreach.

HireArt

As we covered in the first entry in this FOWX series, the extended workforce has reached such great heights, with 49.5% of the average enterprise’s total workforce now comprised of contingent talent. This continued (and meteoric) rise in both growth and prominence has sparked a greater need to effectively manage the full lifecycle of processes inherent in today’s more flexible, more impactful contingent workforce management (CWM) programs.

HireArt advances the future of digital staffing with agile solutions encompassing workforce management, Vendor Management System (VMS) technology, and innovative recruiting functionality. Beyond typical talent networks, their cutting-edge platform combines attraction and management of the external workforce; and, with a robust VMS-like solution, HireArt offers a comprehensive blend of compliance, risk management, recruitment, onboarding, and tactical workforce automation, empowering businesses to optimize their contingent workforce more effectively.

Toptal

Toptal is synonymous with the digital staffing revolution, with over a decade of providing customers around the globe with top-notch talent matches through its proprietary blend of digital tools, MSP-like services, and a talent network that boasts the top 3% of candidates in a given field.

Since its inception in 2010, Toptal has demonstrated a commitment to innovation and client satisfaction, adapting to remote work trends and enabling seamless collaboration for distributed teams worldwide. By connecting businesses with global talent, Toptal transcends geographical boundaries, providing limitless professional opportunities. Over the last 18 months, Toptal has grown its “Practices” team, offering clients access to subject matter experts in diverse technology and business fields like cloud services, information security, quality assurance, digital marketing, and management consulting.

Toptal continues to push the boundaries of digital staffing by converging Future of Work-era thinking with a high-touch, value-driven model that traverses the limitations of traditional acquisition strategies.

Stay tuned for the next article in our feature series on the workforce technology revolution.

A New Era of Innovation: Inside the Workforce Technology Revolution (Part One)

Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 07/17/2023

It may be difficult to share this perception, given the fact that we’re still mired in an uncertain economic climate, but businesses today are in a rosier position than they ever were before regarding how they find and manage talent (and the ways they address how work is done). The Future of Work Exchange (and the nearly 17 years’ worth of research within its foundation) has often stated that talent is an enterprise’s top competitive differentiator. Throw in a global pandemic that ushered in a new era of work, along with a reimagining of the talent acquisition function, and what we have is a business market that will, probably forever, be laser-focused on the skillsets and expertise required to thrive on a truly global scale.

This, of course, places the utmost significance on a key arena within the typical enterprise: its utilization of workforce management technology, which includes extended workforce management, talent acquisition, talent intelligence, remote/hybrid workplace augmentation, direct sourcing, compliance and risk mitigation, and more.

Today’s workforce management platforms (a broad term, yes, but one that encompasses so many of the core functions addressed within contingent workforce or talent acquisition initiatives) look markedly different than just a few years ago, when an emerging virus upended life and business. In a post-pandemic world, one in which the Future of Work “movement” is nearly fully-realized from both enterprise and worker perspectives, it is these workforce-oriented platforms that will:

Revolutionize the art of direct sourcing. Platforms such as WorkLLama were battle-tested in staffing, which allowed them to plug-and-play directly into the contemporary needs of the modern business; WorkLLama’s provides a robust take on direct sourcing, via a slew of Best-in-Class technology oriented around ATS, candidate experience, referrals, and talent community development. LiveHire has been a market leader for over a decade for a reason: they have perfected the convergence of total talent management and direct sourcing with their unique approaches towards talent mobility, talent experience management, and enterprise-grade software that is integration-ready into greater HR and workforce systems.
Reimagine the massive applications of artificial intelligence. AI has become ubiquitous in its size, scope, and impact; every business, no matter the sector or region or size, has either implemented AI-fueled capabilities into its operations or has begun the process of doing so. Platforms like Opptly are actively reimagining the implications of AI in talent acquisition through next-level artificial intelligence tools that enhance talent matching, augment candidate engagement, and proactively prioritize “skills DNA.” Digital staffing giant Upwork recently integrated generative AI into its market-leading “work marketplace” offerings through new flexible AI work opportunities for candidates and a new “AI services hub” that is powered by OpenAI technologies. (The company also announced its collaboration with Jasper, a prominent generative AI content generation platform that will providing workers on the platform with cutting-edge generative AI tools to enhance productivity and elevate the quality of their work.)
Transform the ways businesses manage the extended workforce. Only a couple of years ago, the phrase “extended workforce” began to overcome the traditional uses of “contingent workforce”; this was not another buzzy, fad-driven shift in nomenclature but rather a reimagining of the non-employee workforce to encompass and reflect its true value and impact (especially since, as discovered via Ardent Partners and Future of Work Exchange research, the extended workforce comprises 49.% of all enterprise talent today). Beeline was a major force in this transition, transmuting Vendor Management System (VMS) functionality into technology that was more meaningful and deliberate. The platform has since unveiled forward-thinking offerings such as its Global Workforce Intelligence tool (a total talent intelligence-driven module that provides real-time insights into total talent), high-volume and shift management automation via its JoinedUp acquisition, and upgrading its Hiring Manager Experience (HMX) to better support the roles that are actively fighting the war for talent. Worksome is actively making waves through its agile, flexible, and end-to-end offering that focuses on the contractor experience while also being built for digital talent engagement and frictionless contingent workforce management. The solution represents a new and exciting crop of providers that blend freelancer management functionality with powerful technology that has the potential to disrupt the extended workforce solutions market.

Stay tuned for Part Two of this article series, in which we’ll highlight other innovative workforce management platforms that are actively reconceptualizing the Future of Work and the many ways businesses find, engage, and manage talent.