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HR’s Impact on the Future of Work (Upcoming Webinar)

Business LeadershipHR by Christopher J. Dwyer on

For years, there was an incredible gap between procurement and HR regarding management of non-employee labor. While each function could bring its unique expertise and power to how the greater organization facilitated its agile talent, the truth is that both sides were typically far apart in developing a convergence that could benefit the entire enterprise.

Today, the game has changed. As the contingent workforce evolved and transformed into the extended workforce, HR’s role has become critical in how the average organization integrates agile talent into how work is done. In fact, HR now has the opportunity to recalibrate how it harnesses the power of the Future of Work movement to drive enhanced management of extended talent and contribute to overall enterprise success.

As HR and talent acquisition executives begin planning for the year ahead, it is critical that they employ a series of Future of Work-led strategies and solutions for not only optimizing how work is done, but enhancing the way talent boosts revenue, productivity, and competitive advantages. I’m excited to join Utmost next week (Thursday, October 28, 11am ET) for an exclusive webcast that will:

  • Unveil the five strategies that every HR executive should include in 2022 planning.
  • Discuss why “HR psychology” must be reimagined in order for this function in the year ahead.
  • Highlight how HR can leverage emerging technology to enhance extended workforce management, and;
  • Detail HR’s ultimate role in how work is both addressed and optimized.

Utmost’s VP of Marketing, Neha Goel, will be co-presenting with me as we showcase some new Ardent Partners/Future of Work Exchange research on the evolving role of HR in not only extended workforce management, but within the Future of Work movement, as well. Click here or on the image below to register for next week’s event. Looking forward to seeing you there!

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Talent, Technology, and Transformation are the Future of Work (Upcoming Webinar)

Contingent WorkforceGeneral Insights by Christopher J. Dwyer on

For the past several years, the simplest way I could define the Future of Work was the optimization of work via talent, technology, and transformative thinking. While the Future of Work has evolved mightily given specific accelerants and the advent of innovative new tools and strategies, the foundation is the same. This year’s Future of Work Exchange Report for 2021 (formerly titled The State of Contingent Workforce Management) found that:

  • The pandemic’s main effects on enterprise talent were squarely focused on a series of interconnected attributes related to the workforce, especially in regard to the type of worker required to meet fast-changing needs and requirements of the business and the means in which to manage it effectively.
  • Traditional workforce management required new approaches to assure ongoing operations, given the mighty (125%!) increase in the utilization of remote and hybrid work models.
  • Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” In 2021, that number sits at 47% and there are strong indications that this percentage will grow as the transformation of talent and work continues forward.
  • 82% of businesses stated in our study that the agile workforce enabled flexibility and scalability at a time when it was most needed. As markets recovered, enterprises had the ability (via talent marketplaces, talent pools and communities, as well as traditional staffing suppliers, etc.) to ramp up hiring to meet growing demand.
  • The impact of workplace culture evolution in 2021 means that more workers, having experienced more individual control and responsibility over their work days, would like to retain some level of control over when and how they get work done – from the hours that they work to how they physically address their workspaces. As businesses push deeper into the realm of digital transformation, the remote work-specific facets of worker and workplace flexibility are not only better-enabled (via enhanced collaboration tools and unified communications), but more realistic pieces of the Future of Work movement, and, most importantly, a central asset to overall work optimization, and;
  • The enterprise’s renewed focus on its human capital and overall depth of skillsets across the greater organization (as 62% of organizations are prioritizing in 2021 and beyond, according to FOWX research) means that businesses require the necessary tools, solutions, and strategies for engaging, managing, and driving value from their extended workforce.

I’m excited to join Beeline’s Judy Bumgarner (their Director of Product Strategy) on an exclusive webcast TOMORROW at 11am ET to discuss the new research, the above bullets, and, of course, the Future of Work today and into 2022. Click here or on the below image to register.

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The Age of the Agile Workforce (Upcoming Webinar)

Contingent WorkforceTalent by Christopher J. Dwyer on

Around a decade ago, the business world was in a full economic swing. After the darkest days of the Great Recession, enterprises were experiencing a surge for products and services that forced them to reevaluate how work got done due to the recessionary hangover; businesses were still gun-shy of hiring traditional workers at a pre-downturn clip, causing another spike in the utilization of contingent labor.

Just prior to that point in time, the “perfect storm” erupted; both businesses and independent professionals awoke to the value each brought to the table. Since then, neither has looked back.

Today’s “agile workforce” comprises 47% of the average company’s total talent, a far cry from 15 years ago when less than 12% of professionals were working on a contract basis. That the contingent workforce has had staying power is not surprising; there has been so much incredible value driven by this workforce that it also became a “hero” when the COVID-19 pandemic hit early last year. In fact, Ardent Partners and Future of Work Exchange research has discovered that 82% of businesses experienced greater workforce flexibility and scalability due to the power of the agile workforce.

I am thrilled to join Geoff Dubiski, Chief Solutions Officer at Workforce Logiq, for an exclusive webcast tomorrow (October 6) at 11am ET. Geoff and I will discuss the findings from the recent Future of Work Exchange Report for 2021; we will highlight:

  • The latest trends in the world of work and talent.
  • The Best-in-Class strategies, solutions, and capabilities for thriving in an evolving business climate.
  • The pillars of the Future of Work movement, and;
  • How businesses can leverage the next three months to plan for a successful 2022.

Click here to register for tomorrow’s event or click on the image below. I hope to see you there!

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The Transformation of the Agile Workforce

Contingent WorkforceDirect SourcingHRSolution ProvidersTalentTalent Acquisition by Christopher J. Dwyer on

Last year, Ardent Partners predicted that the global business landscape would experience a sharp uptick in the utilization of non-employee labor as a direct result of the pandemic’s sweeping impact on business and human interaction. Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” In 2021, that number sits at nearly 47%, and there are strong indications that this percentage will grow as the transformation of talent and work continues forward.

Additionally, upcoming Future of Work Exchange research finds that 82% of all businesses state that the challenging times of 2020 created a bigger need for extended and non-employee talent. The past 12 months have clearly revealed that workforce scalability is an essential link to economic survival in the now-chaotic, hyper-competitive world of global business. Operationalizing that scalability is the very root of workforce agility, from which businesses can tap into talent pools, marketplaces, clouds, and communities to enhance the work done by the trusted FTE workers, and a range of services and other recruitment streams to build, in real time, a dynamic response to a crucial enterprise initiative. The contingent workforce has become the foundation of workforce scalability, and rightfully so: businesses that survived 2020 and look forward to thriving in the second half of 2021 are actively harnessing the dynamic power of the agile workforce to get work done.

I recently had the pleasure of joining LiveHire and their Executive Vice President, Karen Gonzalez, for a webinar focused on the transformation of the agile workforce and why direct sourcing and talent pools represent a revolutionary means for businesses to transform the way they engage with and leverage top-tier, unique, and in-demand talent and skillsets. Check out an on-demand replay of the event below.

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