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.
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.
Artificial intelligence (AI) is omnipresent, impacting all businesses and industries. However, where AI is showing immense potential is in the greater world of work and talent — specifically, talent acquisition. Few technologies in history can affect everyone, but AI’s capabilities are doing just that whether you’re an HR leader, recruiter, business manager, employee, or job candidate. AI brings revolutionary and transformative change to the Future of Work. A rising tide of enrichment is here and here to stay.
Research from Ardent Partners and the Future of Work Exchange reveals that 80% of businesses expect to begin or increase their utilization of AI tools and technology by 2024. A staggering statistic. Thus, within the next four to six months, the vast majority of enterprises will be utilizing AI technology.
The impact of AI on business and its growing influence on talent acquisition was the topic of discussion during a recent Ardent Partners and Future of Work Exchange webinar featuring special guest Opptly, titled “The Rising Tide of AI in Talent Acquisition.”
Speakers Christopher Dwyer, managing director of Future of Work Exchange; Opptly’s Lori Hock, CEO, and Rebecca Valladares, head of operations, addressed how AI is changing the talent acquisition landscape. Dwyer shared that within the next 18 months, 74% of enterprises plan to leverage AI to improve the candidate experience. This is a sign of how much AI will play a critical role in attracting job candidates in the near future.
The following includes several key points shared during the webinar that show AI is not only here, but here to stay.
When thinking about AI for talent acquisition, frame it in three perspectives: the enterprise (the business use case), the recruiter, and the candidate. On the enterprise side, it’s about improving hiring efficiencies through AI as well as improving diversity, equity, and inclusion initiatives. At the same time, AI can identify current skill sets and where skill gaps exist in the organization to better understand who and where to hire for those roles.
The recruitment side can leverage AI for the identification of various skills and expertise — a skills DNA assessment — to strategically pinpoint the type of candidate who can bring immediate value to the enterprise. More organizations are shifting to skills-based hiring where candidate experience and purposeful work can thrive.
Finally, AI can transform the candidate experience using chatbots to guide candidates more efficiently through the application process, as well as provide customizations and real-time engagement that attracts candidates and educates them about the business.
Because the hiring manager is making the final candidate decision, enhancing that experience with AI comes with several benefits. First, a qualified and accurate slate of candidates expedites making the decision about who to interview and ultimately hire. This has a positive impact on the experience itself, but also on the production and retention of hired candidates because the match is accurate from the beginning. If the AI on the front end of the process can provide the recruiter with the ability to be more thoughtful and deliberate about conversations with candidates, the hiring manager only benefits from that process.
It is important for recruiters to understand the hiring market, the available roles, and what types of candidates succeed in those roles. AI can sort through that data quicker and provide analytics around those areas for the recruiter and hiring manager in a more meaningful and consumable way. By bringing such business intelligence forward through AI, it bridges the strategic insights for the recruiter on candidate advisement that the hiring manager can leverage in making their final candidate decision.
First and foremost, HR, recruiters, and hiring managers can and should use AI to increase their talent pool and gain the broadest access to talent available. In this age of skills-based hiring, the extended workforce is critical to talent pool expansion, which creates further efficiencies through reduced time-to-fill rates that lead to cost savings.
An artificial intelligence area that should not be overlooked is continuous learning in a systematic way. AI is an enterprise asset that will improve and provide exponential value over time. Unlike past technological advancements where an organization implements the technology and utilizes it for five years before it’s replaced, AI technology grows and improves as the business evolves. As the business needs change, the use cases change. AI has a continuous learning value proposition where its performance for talent acquisition and talent management insights remains high.
At the end of the day, talent acquisition puts people to work and AI plays an essential role in that process. Make AI what you need it to do. Effect positive change by integrating AI into talent and workforce processes.
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.
It’s no secret that artificial intelligence is the veritable “rising tide” that shapes both businesses and personal arenas unlike any other technology before it. In the world of work, AI has become a formidable gamechanger in how enterprises find, engage, source, and manage talent…meaning that those businesses that have not yet embraced artificial intelligence will soon find that their tech-enabled brethren will maintain a critical advantage.
AI shapes industries, decisions, interactions, and opportunities, essentially impact everyone’s work and daily life.
If you missed last week’s exclusive webcast that featured Opptly and the Future of Work Exchange, don’t worry…we’ve got you covered. Check out an on-demand replay below and learn why Opptly’s Lori Hock and Rebecca Valladares (and, of course, the Future of Work Exchange) believe that AI will forever transform talent acquisition.
Artificial intelligence is ubiquitous, seemingly fostering a new era of technology and innovation that is poised to spark a revolution in how businesses find (and engage) talent, address how work is done, and structure core business operations. Within this spectrum, the very power of AI is already beginning to influence one of the most critical functions in the contemporary enterprise: talent acquisition.
I’m thrilled to join Opptly’s Lori Hock (CEO) and Rebecca Valladares (Head of Operations) tomorrow, August 16, for a Future of Work Exchange exclusive webcast that will demystify some of the confusion around artificial intelligence and spark discussion around its potential as a talent acquisition industry gamechanger.
Lori, Rebecca, and I will discuss:
Register for tomorrow’s webinar here or click on the image below. See you there!
In today’s frenetic business 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 the necessary expertise. The past three years have marked a significant shift in the world of talent acquisition, with a global pandemic setting the stage for a complete transformation of the workforce. Amidst economic uncertainty and the need to navigate uncharted waters, organizations have come to realize that finding, engaging, and deploying top talent is no longer just an advantage, but rather a critical imperative.
Direct sourcing has emerged as the most viable and powerful of talent engagement strategies to boost the depth and quality of talent, enhance skills pipelines, and contribute to forward-looking talent acquisition initiatives. While direct sourcing programs remain the “hottest” of strategies today, there is a question of how to improve their ROI and enhance the overall value that direct sourcing brings to the contemporary organization.
Join Ardent Partners’ SVP of Research, Christopher J. Dwyer, along with LiveHire’s Executive Vice President, Karen Gonzalez, as they discuss the landscape of direct sourcing today and how it fits into 2023’s Future of Work-led business arena. Gonzalez and Dwyer will unveil strategies for improving the overall ROI of direct sourcing and how to position programs to succeed, and thrive, in the months and years ahead. Click here (or below) to register for next week’s exclusive event.
Ardent Partners and Future of Work Exchange research points to artificial intelligence (AI) as a key outlet of innovation in the evolving world of work and talent. From automating mundane tasks and reformulating tactical operations to serving as a proactive source of predictive analysis, AI has become a ubiquitous attribute of the Future of Work movement. Artificial intelligence has catalyzed a new era of bespoke, on-demand, and industry-shifting technology that has the potential to benefit candidates, recruiters, hiring managers business professionals, and executive leaders. Simply put: the advent of AI can drive value to a wide spectrum of enterprise stakeholders.
As new strategies, such as skills-based hiring and omni-channel talent acquisition, become transformational ways to revamp hiring initiatives, artificial intelligence is a conduit to disrupting and changing the ways enterprises evaluate and source talent.
Join Opptly, Ardent, and the Future of Work Exchange for an exclusive webcast that will highlight the many roles of AI in a candidate-centric workforce market that prioritizes the depth and impact of talent. I will join Opptly’s Lori Hock, CEO, and Rebecca Valladares, Head of Operations, to discuss:
Click here or on the image below to register for next month’s exclusive webinar. Looking forward to seeing you there!
Human resources as a function is experiencing a transformation as the Future of Work paradigm extends into more enterprises. Previously a benefits-focused department, HR is now regarded as a strategic partner in attaining business goals and objectives. Chief human resources officers are now tasked with leading total talent management efforts across the organization, ensuring the right talent is at the right place at the right time.
The Future of Work includes many tenets from flexible works models (remote and hybrid) to work/life balance considerations to diversity, equity, and inclusion (DE&I) programs. HR must now balance those priorities, along with talent acquisition and talent management demands that align with the current and future needs of the enterprise. That’s no small feat!
With contingent labor comprising nearly 40% of the total workforce, according to Future of Work Exchange research, HR must collaborate cross-functionally to not only understand staffing needs but the skillsets behind those roles. HR has evolved where partnerships with business managers and executive leadership are essential to the future competitiveness of the enterprise. In many ways, HR is now becoming the central role for both workplace and enterprise strategy execution.
In an article for Forbes, Joey Price, CEO for Jumpstart: HR, writes: “What’s the secret behind high-performing organizations? They are most keenly aware of the critical role that their organization’s human resources function plays in activating its overall success. If you think human resources is just a support system (*cough* “back office” *cough*) for your business, it’s time to reimagine your relationship.”
HR’s impact on the Future of Work cannot be understated. It holds the keys to the execution success of Future of Work strategies. With that in mind, let’s look at several FOW areas where HR has a growing influence.
Human resources is a human capital-intensive function. As such, building initiatives that increase employee engagement and promote a positive work culture are critical responsibilities for HR managers and executives. At the forefront of those efforts are diversity, equity, and inclusion (DE&I) initiatives. With more employees working remotely or in a hybrid work model, enterprises are attracting candidates on a global scale. Thus, the workforce today is a melting pot of different cultures, backgrounds, and lifestyles. Leveraging such diversity means developing DE&I initiatives that provide a sense of belonging and community — leading to an engaged and supportive workforce culture.
The COVID-19 pandemic ushered in remote work and transformed how and where work gets done. In the last year, however, several large corporations reversed their remote work policies and asked those employees to return to the office. HR leaders are in a position to influence and advocate for remote and hybrid work models, understanding their importance to work/life balance and inclusion issues. The essence of the Future of Work is a workplace that incorporates a variety of work models to meet the needs of a talented and global workforce. Driving such policies and using data to support remote and hybrid work models is at the core of HR.
How and why HR sources candidates are evolving — leading to a focus on skills-based hiring. The mentality is shifting from filling a job vacancy as if it’s a commodity to truly choosing candidates based on specific skillsets that align with the strategic growth of the business. The expanding extended workforce also places more emphasis on skills and competencies than ever before. The gig economy is an ever-increasing talent pool for HR to leverage for their organization. Thus, contingent workforce management is essential to building the appropriate talent pipeline that attracts contingent candidates and retains them for ongoing strategic initiatives.
As enterprises transition to skills-based hiring, it’s a natural progression toward total talent management. HR’s workforce partnerships with cross-functional business managers must encompass the totality of a department’s budget. Partnering with procurement on talent acquisition and contingent workforce management helps ensure personnel budgets remain within scope. Understanding talent spend to truly optimize the hiring of contingent labor is critical. Total talent management brings transparency to all the elements of what goes into talent acquisition. It ultimately prevents going over budget on a hire, while ensuring the enterprise achieves its talent needs.
Human resources is now much more than an administrative department focused on benefits pricing and offerings and filling vacant positions. Rather, it’s a strategic function building partnerships enterprise-wide to better achieve workplace and organizational goals while advancing and advocating Future of Work initiatives.
Artificial intelligence has the potential to transform the many ways businesses find, engage, source, and manage talent, as well as how they structure business operations in a candidate-centric world. Today on the Future of Work Exchange, we present another exclusive infographic, “Five Ways AI Can Transform Talent Management,” that reflects how AI is primed to not only disrupt talent acquisition, but also influence, impact, and revolutionize the Future of Work movement.
