Last week, we discussed the many tenets of the Future of Work that will play invaluable roles in 2021, including diversity and inclusion, direct sourcing, new talent channels, the depth of transformational business thinking, flexibility- and empathy-led leadership, and the overall impact of new technology and innovative solutions.

I once again spoke with several contingent workforce, HR, and talent acquisition technology leaders over the past week to gain their perspectives on what’s in store for the Future of Work and the agile/extended workforce in the months ahead:

Murali Mazhavanchery, VP of Product, Utmost

“The Future of Work is here. Clearly, we now know that new business models and workforce dynamics are needed – and that means almost all of what we know is not useful. Agility in all dimensions is the only certainty – and that starts with the talent to run these businesses. What is the talent profile I need, how much, when, and where do I need them, and what do they cost? The organizations that thrive in 2021 and beyond will be the ones that embrace flexibility in talent – using a mix of employees and extended workforce, direct employment, direct sourcing, staff augmentation, and strategic services – and have extreme elasticity in logistics such as location, hours, and qualifications. This requires enterprises to define a continuous, always-on process that involves multiple channels, pipelines, and worker scenarios. To enable this transformation, there’s an acute need right now for modern, purpose-built technology that manages large ecosystems of workers and worker channels that each look and act very differently.”

Geoff Dubiski, Chief Solutions Officer, Workforce Logiq

“Leveraging a unified brand, remote and agile work engagements, and the prospect of a boundary-less talent pool – Contingent, FT, and Gig – allows organizations to challenge traditional hiring mindsets; the benefits of total talent acquisition is closer than you think.”

Sunil Bagai, CEO, Crowdstaffing

“We are seeing trends that businesses are increasing their use of direct sourcing to take advantage of their existing talent pools like their Career Website, ATS, Alumni and Referral Networks, and Silver Medalists, as well as extend their reach into additional talent pools like online marketplaces, job boards and other digital sources to more effectively search for the right candidates across a variety of available talent pools. Not only does direct sourcing improve hiring outcomes, but it provides tangible cost savings.”

Mike Wachholz, CEO, Geometric Results, Inc. (GRI)

“As organizations wrestle with the “post-pandemic” work paradigm, those companies that are best positioned to bring relevant jobs at the right moment to candidates will win the competition for top talent. In addition to flexibility in work location, and perhaps more importantly, is how organizations find, engage, vet, and attract the right talent. By leveraging a Direct Sourcing model and proactively developing and cultivating private talent pools, companies will be on the front foot in 2021 when it comes to talent engagement.”

Chris Johnson, Director of Industry Strategy, Checkr

“Jeff Bezos once said, “Customers are always beautifully, wonderfully dissatisfied. Even when they don’t yet know it, customers want something better, and your desire to delight customers will drive you to invent on their behalf.”

This intense focus and desire to meet our growing consumer expectations has conditioned the world to expect access to instant data driven results in the palm of their hands.  The most successful retailers have sophisticated systems that enable real time access to availability, pricing, peer reviews, and additional product recommendations that give us insights that simply can’t be had in the brick-and-mortar experience. 

This expectation has become table stakes for all of us in almost everything we do from ordering food to finding a vacation rental.  Think about names like Uber, Amazon, and AirBnB…now think about how integrated these brands are in our daily life.  We “Uber” to work, we “Prime” a red dress, and we stay at an “AirBnB” on vacation.

You can use any of these services with just a few clicks and in less time than it takes to order a coffee.  They have compressed processes that took multiple steps and people into ones that take minutes and are now self-service – This is the “Sign up Culture” and what the modern candidate expects.

Staffing agencies are now adapting to this world of dissatisfied consumers. The growth of signup culture combined with the unprecedented digital shift of 2020 has changed the job market forever. Agencies that want to keep up need to understand what has changed and how it impacts them. You have a split second to capture a candidate’s interest. That means staffing recruiters have to think like marketers.”

Tim Meehan, Global Head, Innovation Lab at Pontoon Solutions

“When it comes to talent pools or, Talent Rivers, as we call them at Pontoon, finding talent with a just-in-time approach is the most effective way to proactively establish, develop and maintain a selection of screened, pre-selected candidates for our clients. Talent Rivers incorporate workforce demand, D&I targets and strategic routes to new candidate markets.”

Joey Frasier, Co-Founder and CEO, Shortlist

“Shortlist has always been a family-first organization out of necessity but also believe that in order for our talent to bring the best to our customers they first needed to be ‘whole’ themselves – mentally and physically. The challenges of 2020 demonstrated more than ever that getting the best out of people isn’t about balancing work and life but instead integrating our family into our work. The pandemic, economic crisis, social injustice debates have made it clearer than ever that organizations can’t treat people as ‘just workers’ but need to focus on talent as whole individuals. I feel confident that the organizations that will be most successful in the year(s) ahead will be those that decide that a family-first culture, where health is the top priority, and that is a manager’s top focus day-to-day.”

“The past year has unfortunately shown us how “at risk” contingent labor can be as most organizations made quick cuts to contractors as they were the easiest line item in the budget to reduce spend in. That said, there is a new recognition that global health crises, global social unrest and related or unrelated global economic disruptions can all affect businesses and their supply chains more rapidly than ever before. Therefore, in the year(s) ahead, I believe that organizations are going to be more focused on improving their Capital Workforce Agility – or simply stated, the amount of total talent spend that is flexible and agile (contingent) vs fixed (full-time employees) is going to continue to increase in favour of flexibility and agility. This isn’t a negative but a positive for talent. Organizations will need to enhance their focus on improving how they engage with this non-full-time workforce and how they ensure mutually beneficial relationships with this talent as they’ll want to be the “first choice” or talent when multiple opportunities come up. Workforce capital agility and overall workforce capital efficiency will be a top C-Suite priority across all functions with a priority place on HR and finance.”

Taylor Ramchandani, Product Manager, VectorVMS

“Something we have been asked more frequently about by our clients is how to move from having diverse suppliers to having a more diverse candidate base. I foresee over the next year increasingly more interest in tracking and measuring diversity and inclusion in the contingent workforce and using that data to identify gaps in not only engagement but attraction of candidates.”

“We have seen organizations work in interesting ways over the past year to keep up with the changes that have been thrown at us. We have seen our clients turn to talent pools to help them manage furloughed staff, create pools of pre-credentialed healthcare staff, and bring back alumni talent to reduce ramp-up time and save cost.”

Bernie Caputo, President of Contingent Workforce Solutions, Atrium

“Imagine the strength of talent acquisition when you connect our dedicated recruiters to your brand influence and existing resources to rapidly fill temporary roles — without additional overhead, but with significant cost savings.”

Kelly Couto, Vice President of Enterprise Solutions, Atrium

“As the rise of remote work removes sourcing barriers, and social responsibility shifts corporate mindsets from value streams to valuing the people who influence them, the possibilities of a flexible workforce are boundless.”

Marlon Rosenzweig, CEO and Co-Founder, WorkGenius

“Digital staffing and traditional staffing models are converging. Talent is working remotely and online platforms process W2s just as well these days. Finding the right talent is key and while humans may have an edge at it, that edge is declining as technology gets better and better. Hybrid models of humans and machines provide for a smooth transition in the meantime.”

“Fractional employment requires new models for mortgage underwriting, health insurance pricing and more. While some of this will be taken care of by the free market, governments should ensure not to get in the way of providing freelancers with the freedom they sought in the first place when becoming freelancers.”

Jan Alexander Jedlinski, Founder and CEO, Gustav

“The staffing agency and recruiter market will see a massive digital transformation. Staffing agencies and their talent supply will become more accessible online through deployment platforms. Staffing agencies and recruiters who will adapt to this shift will look more like talent curators and use technology to provide faster access to available talent for their end clients.”

“Staffing agencies and recruiters will have a massive opportunity to put millions of people back to work. You will see technology and services around the traditional staffing agency model evolve. The agency will become a talent curator and technology platforms and services like EOR will play a dominant role driving the operations for the agency in the background.”

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Tagged in: Christopher Dwyer, Contingent Workforce, People, Solution Providers, Strategy, Talent Management, Technology