Talent Marketplaces Archives - The Future of Work Exchange

Digital Staffing’s Impact on the Future of Work

Contingent Workforce Direct Sourcing Talent Technology and Innovation by Christopher J. Dwyer on 08/12/2024

In the ever-evolving landscape of talent and work, the phrase “digital staffing” has emerged as a pervasive buzzword, encompassing a wide array of solutions designed to streamline the process of finding, engaging, and sourcing workers. This term has transcended its origins and evolved into a transformative force that is reshaping the way businesses access and manage their talent pools. Ardent Partners and the Future of Work Exchange (FOWX) have often discussed digital staffing technology as a game-changer in the greater world of work.

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.

One of the most significant drivers behind the rapid adoption of digital staffing technology is the pressing need for organizations to be more agile and adaptive in an ever-changing business landscape. The Gig Economy, remote work trends, and the desire for flexible talent solutions have all converged to make digital staffing technology a paramount consideration for forward-thinking enterprises.

These platforms provide companies with the agility to scale their workforce up or down as needed, ensuring they can swiftly adapt to market shifts or unforeseen challenges. Moreover, they grant organizations the power to tap into a global talent pool, unlocking an unprecedented level of diversity and expertise. In an era where talent is a critical competitive advantage (and often an enterprise’s top differentiator), these solutions empower businesses to secure the best-fit talent, regardless of geographical constraints.

Digital Staffing’s Impact on the Future of Work

Contingent Workforce Direct Sourcing Talent Technology and Innovation by Christopher J. Dwyer on 10/02/2023

At its core, digital staffing technology represents solutions that empower enterprises to hire freelance, independent, and contingent talent without the need for intermediary systems or suppliers. These solutions traverse beyond just the recruitment process; they encompass end-to-end workforce management, encompassing vital components such as project management, worker tracking, worker classification, compliance, and risk mitigation. In essence, digital staffing technology is a multifaceted approach that revolutionizes how companies access, engage, and manage their extended workforce (which, as FOWX research has found, comprises upwards of 49.5% of the average company’s total workforce).

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

Click here to learn more.

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.

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.

Digital Credentials Provide Talent Visibility, Skill Recognition

Business Leadership Contingent Workforce Direct Sourcing General Insights HR Talent Acquisition Technology and Innovation by John Yuva on 03/02/2023

As people’s careers progress, they establish a professional profile comprised of a resume, portfolio, performance reviews, letters of recommendation, degrees, certifications, memberships, and other career achievements. Often, these paper-based items are dispersed and sometimes forgotten over time. However, they are all critical pieces of employees’ professional identities that make them unique in the workforce. Even more important, they represent their skills and competencies to potential or current employers.

What is the answer? Enter the world of digital credentials.

A Digitized, Verifiable Professional Profile

At the foundational level, candidates convert their professional profiles into digitized and verifiable credentials that enterprises access quickly and securely when recruiting or promoting staff. In today’s aggressive labor market, having digital credentials is a competitive differentiator in the workforce. It separates a candidate’s application from random submissions, thus streamlining the selection process and generating cost savings for the hiring enterprise through greater efficiencies.

With enterprises utilizing direct sourcing, talent marketplaces, and other online recruiting platforms and tools, digital credentialing provides a centralized, verifiable means to elevate an organization’s talent acquisition strategy. While a digitized and verifiable professional profile is a game-changer for those candidates adopting the technology, it represents the tip of the iceberg in terms of the potential for digital credentials in both the workforce and the workplace.

Digital Credentialing for Granular Achievements

The future for digital credentials lies in digital badges and certificates — which support many Future of Work objectives. The graphic element of a badge or certificate combined with metadata describing the knowledge and activities required to earn it is innovative for verifying competencies.

Whether it’s an enterprise, university, or professional association, developing its own digital credentials to support advancement and motivation can pay dividends. Credly, a leading provider in the digital credential space, says, “Digital credentials save your organization money on marketing, human resources, and recruiting costs, which has an impact on the financial bottom line.”

Credly highlights the benefits of digital badges and certificates in several settings. Let’s explore some of those implementations and the value they provide employees and job candidates.

Universities Focused on Marketable Skills and Achievements

More colleges and universities are thinking beyond the traditional transcript for their graduates. The goal for many is to help students bridge the gap between academics and employment. Classes and grades lack evidence of actual capabilities. However, providing workshops, internships, and other opportunities to showcase knowledge and real-world execution and earning a digital certificate of achievement, makes students more marketable to potential employers.

Professional Associations Provide Visible and Shareable Digital Credentials

Many associations attract members through credentials, certifications, or educational offerings. Those achievements are often awarded through paper-based certificates that members proudly frame and display in their offices or cubicles. However, times are changing. While a tangible certificate is still an option, it should be complemented by a digital credential that is sharable online. Credly says this serves two purposes: 1) members can share the credential on social media, job boards, resumes, and email signatures and 2) it provides the association with visibility and marketing opportunities by having its digital credential appear on LinkedIn and other platforms.

Enterprises Implement Digital Badges and Certificates to Engage and Retain Employees

As organizations hire permanent employees and contingent workers, having transparency in their complete skillsets is critical to react appropriately to evolving markets and workforce fluctuations. Equally important is employee engagement to attract and retain workers, especially those seeking advancement opportunities. Digital credentialing is playing a major role in those initiatives.

Enterprises are offering their own digital badges and certificates through learning tracks and skill-based activities. Earning a badge or certificate verifies competencies with evidence that the organization can use for talent visibility and career progression initiatives while giving workers shareable online recognition of their achievements.

IBM Goes Global with Digital Badge Program

Few enterprises are doing digital badges as successfully as IBM. The company’s IBM Global Skills Initiative was launched to ensure the global IT workforce was current and competitive in its skills. A decentralized IT structure presented challenges in identifying skilled experts. However, by offering four types of digital badges across learning tracks from foundational to expert level, the company has been able to verify skills and competencies.

Credly shares some of the outcomes from the IBM Global Skills Initiative:

Powerful data analytics and reporting features that enable IBM to produce global heat maps of talent.
Linkage with talent acquisition and HR systems to enhance visibility and understanding of employee career planning and progression.
Ability to track skills at the nano level and make them discoverable to HR and hiring managers in real time.
Being able to differentiate employees by skills, while seeing a complete view of the individual’s broader competencies and abilities.

The program grew immensely popular among workers, leading to 195 countries represented in the skills registry; 92% of badge earners saying the badge verifies job skills; and 87% of badge earners feeling more engaged with the company and motivated to learn more. In 2018 alone, there were 1,600 different badged activities. This has paid off in IBM’s marketing efforts as well — 200 million social media impressions (or an equivalent of $39,000 per month in marketing value.

According to Credly, “Digital credentials allow a company to create a culture of recognition, rather than just awarding participation trophies for showing up. Digital credentials allow managers to see the achievements of their most dedicated and engaged employees. With access to real insights, companies can make more-informed human capital decisions.”

The Recession-Ready Enterprise

Business Leadership Contingent Workforce Direct Sourcing General Insights Talent Acquisition Technology and Innovation by John Yuva on 01/26/2023

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 through the first quarter of 2023, how could a recession impact the extended workforce?

Business As Usual

Digitization Evolution and Workforce Mercenaries

As more enterprises pursue digitization, mission-critical hyper-specific skillsets and expertise are not only preferred but required. Transforming into the digital era means companies are implementing new technologies that leverage artificial intelligence, machine learning, blockchain, and other Industry 4.0 automation. Enterprise integration of these technologies requires specific skill sets and competencies that are often outside the capabilities of existing permanent employees.

Hiring full-time employees for digitization projects and initiatives does not make fiscal sense (particularly during a recession) unless the role is a data analyst or scientist critical to interpreting daily analytical outputs. Otherwise, contingent workers specializing in digital transformation integration and implementation are the ideal choices — aligning contractual agreements with workforce budgets. Hyper-skilled talent is the future for enterprises expanding their product and service offerings through automation.

Supply chain and procurement are fields that employ hyper-skilled talent. Enterprises will hire a chief procurement officer to transform the procurement department through digitization and eliminate manual processes. A timeline may last two years, but once the project is complete, the individual seeks out other organizations with transformation as a critical initiative. These types of workforce mercenaries are much more abundant today than a decade ago. Their sole purpose is the execution of strategically detailed operational initiatives to elevate the enterprise competitively before taking on a new assignment elsewhere.

Sourcing such talent is already available to many organizations through workforce platforms and processes.

The Recession-Ready Enterprise

Direct sourcing and talent marketplaces are now table stakes for enterprise competitiveness. The use of these channels is necessary to source extended workers and hyper-skilled talent with current, specialized competencies. Recent Future of Work Exchange research found that 82% of businesses utilized more extended talent in 2022 than in 2021. During a recession, organizations can specify specific hours for extended workers who are already accustomed to flexible schedules or defined project timelines.

The workforce mercenary is likely to find an abundance of opportunities in a recession with 73% of businesses planning to divert external talent to mission-critical type initiatives and projects over the next six months. This is a clear sign that organizations are taking a more proactive stance against a possible recession than in the past. It appears quite possible that talent acquisition strategies will also shift during a recessionary period as the extended workforce closes critical skill gaps.

Enterprises with the ability to scale their extended workforce before, during, and after a recession are best positioned to weather an economic downturn. Seek workforce mercenaries for those transformational initiatives, while leveraging external talent for skills gap challenges. It’s a critical balance, but one that separates the modern enterprise from those still operating at a tactical level.

Key Providers for 2022: Toptal

Solution Providers Technology and Innovation by Christopher J. Dwyer on 10/07/2022

The Background:

One of the key attributes of the Future of Work movement revolves around the concept of “talent evolution.” Businesses across the globe have realized that, in a world that requires agility to be truly competitive, they require real-time access to top-tier talent and skillsets. Ardent Partners and Future of Work Exchange research has routinely discovered that the utilization of alternative talent channels, particularly digital staffing and talent marketplaces, have experienced upwards of 10x adoption over the past several years.

Why such an extreme uptick in utilization? The answer is quite simple: in order for enterprises to tap into a global market of Best-in-Class talent without the restrictions of archaic talent acquisition capabilities, they need to tap into solutions that offer on-demand talent that reinforces the Future of Work-led world we live in…especially attributes such as remote work.

Enter Toptal.

Why They Were Selected:

Ardent Partners and Future of Work Exchange research has found that nearly 70% of executives leaders anticipated increasing their reliance on talent marketplaces and digital staffing platforms over the next two years, an astounding fact that reflects the dynamic benefits of such models. For over 12 years, Toptal has been a market leader in the digital staffing space, owed to its top-tier network of skillsets and expertise, as well as an on-demand foundation that allows business users to scale their workforce remotely in near-real-time fashion.

Toptal’s Enterprise offering is a services-oriented solution that enables a wide range of agile talent acquisition models. Toptal is well-known for leveraging its deep talent marketplace, talent community, and expanded freelancer network to enable true workforce agility and flexibility in its client base. And, what sets this solution apart from others in the industry is its ability to offer its clients the ability to build a fully-scalable team of distributed talent.

In Their Own Words:

Toptal is an international network of highly skilled freelancers in technology, design, and business that enables companies to innovate, meet business challenges and scale their teams, on demand. The company serves thousands of clients from hyper-growth start-ups to the Fortune 500, connecting them with top software engineers, product and project managers, designers, and finance experts from more than 100 countries. Founded in 2010 by CEO Taso Du Val, Toptal has the world’s largest fully remote workforce. Toptal is also regularly recognized as one of the world’s top companies hiring for work-from-anywhere jobs.

The Outlook:

Toptal continues to be a pioneer in the talent marketplace industry; as such, their years-long commitment to remote work was an idyllic means of combating the many challenges during the earliest days of the COVID-19 pandemic. As a trailblazer in assisting business leaders and hiring managers across the world with building and developing fully-scalable teams of top-tier, remote talent, Toptal has positioned itself as a continued market leader in the digital and on-demand staffing realm.

Toptal’s long track record of success in delivering on-demand, top-shelf talent and expertise to clients across the world position the solution as an ideal platform in a world driven by Future of Work accelerants.

Prosperity and Disruption: Prosperix’s VMS Network is a Future of Work Innovation

Solution Providers Technology and Innovation by Christopher J. Dwyer on 04/04/2022

Vendor Management System (VMS) technology, along with Managed Service Providers (MSP), are typically considered the two most traditional and widely-used solutions in the greater workforce management technology market. Rightfully so: each of these on their own drive services-based (MSP) and end-to-end automation (VMS) for their clients in such a way that there may never be a time when Best-in-Class organizations aren’t utilizing one of the two (or, in many cases, both) to gain visibility and control, and, of course, optimize, the way extended talent is brought into the organization and ultimately managed.

Today, the landscape looks much different than it did even a couple of years ago. The pandemic brought about revolutionary change in how executive leaders perceive their operating structures, finances, technology utilization, and, critically, their workforce. The talent acquisition arena has been permanently altered, with enterprises finding that there is so much more to engaging top-tier talent than simply filling out a job requisition and expecting candidates to flock to open roles.

“To remain competitive, businesses must brace for more dramatic changes than ever before,” said Sunil Bagai, CEO of Prosperix. “The rapidly-evolving landscape requires new solutions and ways of thinking that allow businesses to become more agile, resilient, and more capable of meeting the seemingly endless demands today’s business landscape presents.”

When we examine the talent technology market today, there are many variables that have accelerated just as quickly as those Future of Work attributes (such as remote work, hybrid workplaces, etc.) that were quickened due to the pandemic’s far-reaching grasp. Talent marketplaces and digital staffing platforms enable users with on-demand and real-time access to pre-vetted, top-tier talent that align with dozens of project- and role-based perquisites.

Direct sourcing solutions actively assist enterprises with the ability to curate known and new talent into talent communities, nurture those communities with relevant and engaging content, and ensure that all recruitment streams leverage these talent pools. “Direct Sourcing 2.0,” a concept heralded by the Future of Work Exchange as the next iteration of direct sourcing, involves the application of artificial intelligence, machine learning, and other innovative functionality to drive repeatability and scalability of core direct sourcing mechanisms.

Within 2022’s evolving world of work and talent, San Jose-based Prosperix is taking all of the above into consideration as it launches its new “VMS Network” offering. Prosperix’s core VMS solution is not just a standalone VMS platform, but rather an extended workforce management tool that enables a dynamic connection between enterprises and talent via a robust, on-demand network of suppliers, candidates, and businesses.

“When we built our VMS Network solution, we understood that providing exponentially greater access to talent would be a game changer. And that’s proving to be the case,” Sunil said. “Clients become a node in an open, connected network where their jobs are matched to a network of suppliers and talent pools. This network effect enables jobs to be filled in record time, with amazing quality, and at lower costs. Additionally, the interconnectedness of the network allows us to leverage data and algorithms in ways that were not possible with siloed VMS systems. This is revolutionary for the industry, and we are excited to be the first to bring this compelling new technology to market.”

The Prosperix VMS Network is unique in the sense that it effectively blends a fully-digital talent network (akin to what most talent marketplaces offer) with a powerful, end-to-end series of functionality that leverages modernized reporting, analytics, and intelligence that drive better business outcomes and better matches between candidates and open positions/projects.

And, on top of those features, Prosperix leverages a candidate-centric approach that provides, among other things, candidates with their own career dashboard where they can apply to matched jobs across an ecosystem of clients and stay up-up-to-date on their job applications. This is aligned with the company’s overall purpose as a technology platform: to fuel human, workforce, and business prosperity.

As we wrote about the solution in 2021 upon its rebranding: “Prosperix’s messaging is incredibly unique in today’s workforce solutions market, leading with an edge that differentiates the company from others in the space. Understanding that it is the convergence between the “human” and “technology” elements of workforce management that will help both candidates and businesses prosper in the face of continued evolution across the greater world of talent and work.”

“I don’t think any business is standing still today. Most are adapting just to survive, and those that embrace change as the norm have the potential to thrive. Our VMS Network makes it possible for businesses to achieve greater scalability, agility and resilience, so they can more easily manage the expected while being better-prepared for the unexpected. And they can do all of this while attaining extraordinary hiring outcomes,” Sunil said.

Ardent Partners and the Future of Work Exchange believe that there is still much, much more change ahead for the world of talent and work. As “The Great Resignation” continues its rampage and the “Talent Revolution” becomes a foundational element of the Future of Work movement, solutions like Prosperix will be a guiding light for enterprises that not only want to tap into the power of the extended workforce, but also leverage next-generation technology to drive workforce prosperity.

The Role of Talent Marketplaces in the Future of Work

Talent by Christopher J. Dwyer on 03/15/2022

Ardent Partners and Future of Work Exchange research finds that nearly 80% of leading organizations are currently leveraging digital staffing channels and talent marketplaces to fuel their talent acquisition strategies. And in today’s hyper-competitive, Great Resignation-led labor market, enterprises require on-demand solutions that not only align with their talent-based needs, but also support greater extended workforce management processes, operations, and programs.

Last month, the Future of Work Exchange partnered with Bluecrew for an exclusive webcast focused on the role and impact of talent marketplaces and digital staffing within the Future of Work movement. If you missed the event, now’s your chance to check it out:

Digital Staffing, Talent Marketplaces, and the “Elastic Workforce”

Talent Technology and Innovation by Christopher J. Dwyer on 02/16/2022

It’s no great secret that the many layers of talent acquisition and talent engagement have been transformed over the past two years. Businesses, dealing with both a “Talent Revolution” and “The Great Resignation,” continue wage war for skillsets and expertise in an on-demand economy that demands agility and flexibility.

Digital staffing solutions and talent marketplaces have been augmenting talent engagement for a number of years. Ardent Partners and Future of Work Exchange research have been covering, evaluating, and following these platforms for nearly a decade; we have discovered that adoption of these solutions has increased nearly 725% since 2015, a surefire marker of the high-impact, top-tier benefits of these platforms.

There’s a reason why talent marketplaces have become such critical pieces of the Future of Work puzzle: they drive true workforce agility, scalability, and flexibility. Future of Work Exchange research found that, in 2021, nearly 84% of digital staffing and talent marketplace users stated that their extended workforce drove true scalability and flexibility in the face of challenging times. Being able to plug-and-play talent as the market dictates is a powerful competency that can empower enterprises of all sizes with an ability to engage with many of the best and brightest minds in an on-demand manner. Throughout the toughest days of 2020 when uncertainty reigned, companies were constantly reshuffling their workforce strategies.

In 2021, those businesses that could effectively harness the power of a scalable workforce were the ones that entered 2022 with the ability to thrive during evolving labor market conditions. Best-in-Class organizations are 32% more likely to tap into digital staffing outlets for talent acquisition needs. These offerings are often considered enterprise-grade solutions that facilitate real-time and on-demand talent engagement with independent, freelance, or contract workers via a web-based network or portal. Talent marketplaces typically offer “white-glove” or high-touch talent management services (akin to Managed Service Providers) to help their clients source the best-fit talent for their project requirements as well as the automation of core workforce management processes (such as requisition management, talent pool development, and back-end financial operations).

I encourage you to join Bluecrew, Ardent Partners, and the Future of Work Exchange on Thursday, February 24 at 1pm CT for an exclusive webcast on the advantages of the talent marketplace model, its impact on building an “elastic workforce,” and the core workforce strategies required for successful extended workforce management. Click here on or on the image below to register.