Talent Acquisition Archives - Page 4 of 6 - The Future of Work Exchange

Unlocking Success in the Future of Work: Maximizing the Potential of the Extended Workforce (Upcoming Webinar)

Contingent Workforce Events by Christopher J. Dwyer on 06/16/2023

For many businesses, leveraging contingent talent is table-stakes to thriving during uncertain times. Thus, the question at hand is: “How does the extended workforce impact the Future of Work?”

On Tuesday, June 20 (next week!), Beeline is hosting an exclusive webcast that will tackle this question and deep-dive into the elements of the extended workforce that have tangible value in a talent-centric corporate arena. Brian McCourt, the extended workforce platform’s Senior Client Relationship Manager, will join me to discuss:

How leading businesses are not only surviving but thriving in times of uncertainty through Best-in-Class extended workforce strategies.
Valuable insights on the transformative impact of next-generation automation on talent acquisition.
The effective solutions for optimizing the management of today’s rapidly growing and evolving contingent workforce.

How Does Direct Sourcing Fit Into Today’s Talent-Driven Environment?

Direct Sourcing Talent Talent Acquisition by Christopher J. Dwyer on 04/24/2023

Over the past three years, the talent acquisition landscape has undergone a significant transformation, largely driven by the global pandemic. In the face of economic uncertainty and unprecedented challenges, organizations have realized that attracting and deploying top talent is no longer just an advantage but a critical necessity. As we navigate this new era, the ability to foster innovation, creativity, and drive has become essential to survival and success. It is abundantly clear that the post-pandemic world will reward those who can attract and retain the best talent.

To thrive in the competitive and uncertain labor market, businesses must do whatever it takes to stay ahead of the game. This means expanding their talent pipelines, improving hiring strategies, and scaling talent acquisition in ways that benefit the organization in the long term. While direct sourcing is not a new strategy, it has gained popularity due to its alignment with the direction of the world of work and talent.

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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.

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The Core Tenets of the Skills-Based Organization

Talent Talent Acquisition by Christopher J. Dwyer on 03/14/2023

The foundational elements of the skills-based organization revolve around the concepts of rethinking the parallels between talent and work; thus, the very future of the skills-based organization depends on forward-thinking strategies, ideas, and, of course technology. Businesses are more likely to thrive in the months and years ahead by adopting a candidate-centric approach to hiring that is skills-based rather than job-based.

The exclusive Future of Work Exchange infographic below, The Core Tenets of the Skills-Based Organization, unveils the six key elements of skills-based organizations and how they impact the greater business (and its staffing, recruitment, and hiring efforts).

Avoid Passing on Passive Job Candidates

Business Leadership General Insights HR Talent Acquisition by John Yuva on 03/13/2023

When we talk about Future of Work job candidates, it’s often in the context of active recruiting through direct sourcing initiatives, talent marketplaces, or online recruiting platforms. With the transition to skills-based hiring, attracting and selecting the right candidate is even more critical in meeting enterprise goals. As such, it may be time to expand the talent pipeline and include passive job seekers. This candidate segment can lie under the recruitment radar among the hundreds of active job applicants vying for coveted organizational roles.

Passive but Silently Active

Who are passive job candidates? These mostly employed individuals are not currently looking for employment opportunities. Many are happy in their place of work, but should the right career opportunity present itself, they could be persuaded to leave. According to Zippia, an online job recruiting firm, 73% of potential candidates are passive job seekers. And a considerable 87% of these candidates are open to the new job opportunities provided by active recruitment.

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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.

Getting Started With Skills-Based Hiring

Events Talent Talent Acquisition by Christopher J. Dwyer on 03/06/2023

The Future of Work Exchange has frequently discussed the advent of the skills-based organization, and rightfully so: Ardent Partners and Future of Work Exchange research finds that 73% of businesses currently face a critical challenge in the months ahead: a lack of candidates with the required skillsets for open positions. This is yet another representation of why the skills-based organization (SBO) is a true opportunity to, essentially, reimagine the ways they think about talent acquisition and the role of talent in getting work done.

The foundational elements of the skills-based organization revolve around the concepts of rethinking the parallels between talent and work; thus, the very future of the skills-based organization depends on forward-thinking strategies, ideas, and, of course, technology. And it all begins with skills-based hiring.

I’m excited to join my friend and fellow Future of Work expert Mark Brodsky on an exclusive Q&A panel discussion on Wednesday, March 15 at 11am ET. The staffing and recruitment expert panel, hosted by innovative skills intelligence platform Glider AI, will address:

Migrating from a job-based to a skills-based hiring strategy.
How to identify the required skills.
How to assess candidate skills.
Evaluating skills-based hiring tools and AI.
Uncovering hidden skills from current employees.
Securing executive and finance stakeholder alignment.

Next week’s event will also feature some brand new Future of Work Exchange research and statistics that will illuminate the criticality of the skills-based organization and its role in the evolving world of talent and work. Join us!

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.