The Open Talent Report

SummaryIn this engaging conversation, Milena Cerdas, Global Head of Contingent Workforce at Philip Morris International, shares her unique journey from Costa Rica to London and Madrid, highlighting the importance of adaptability and resilience in navigating career transitions. She discusses the establishment of a Contingent Workforce Center of Excellence at PMI, emphasizing the need for collaboration between procurement and HR to enhance workforce strategies. Milena also addresses the evolving landscape of skills-based hiring, advocating for a comprehensive approach that considers various dimensions beyond just skills. In this conversation, Milena Cerdas and Connor discuss the evolving landscape of work, focusing on the importance of internal talent marketplaces, the shift towards skills-based organizations, and the challenges posed by talent shortages. They explore the role of empathy in organizational values, the impact of AI on jobs, and the implications of return-to-office mandates. Milena emphasizes the need for a humanized approach to growth and the importance of adapting to the changing workforce dynamics.TakeawaysMilena's journey reflects the importance of adaptability and resilience.Cultural experiences enrich personal and professional growth.Establishing a Center of Excellence requires collaboration and strategic planning.Procurement should focus on adding value beyond cost reduction.Skills-based hiring is becoming essential in the evolving job market.Empathy and cultural fit are crucial in hiring processes.Trust between procurement and HR is vital for successful collaboration.Continuous learning and education are key in workforce management.Understanding different perspectives enhances decision-making.The future of work will require new skills and adaptability. There should be an internal talent marketplace for skills.Education needs to focus on developing relevant skills.Empathy is a core value in organizations today.AI will change the nature of work but won't eliminate it.Flexibility in work environments is crucial for talent retention.The external workforce will continue to rise in importance.Humanized growth considers all stakeholders, not just shareholders.Younger generations prioritize sustainability in their work choices.Organizations must adapt to the changing demographics of the workforce.AI literacy is essential for future job security.Chapters00:00 Introduction to Milena Cerdas and Her Journey04:52 Navigating Career Transitions and Cultural Adaptation10:00 The Importance of Personal Growth and Resilience14:52 Establishing a Contingent Workforce Center of Excellence19:54 Bridging the Gap Between Procurement and HR25:04 The Reality of Skills-Based Hiring29:44 The Future of Internal Talent Marketplaces32:55 The Shift Towards Skills-Based Organizations35:39 Navigating Talent Shortages and Workforce Dynamics40:01 Empathy and the Social Contract in Organizations43:14 AI's Impact on Jobs and the Future of Work49:40 Return to Office Mandates: A New Perspective54:22 Predictions for the Future of WorkConnect with Milena here: https://www.linkedin.com/in/milena-cerdas-ccwp-64899032/

In this conversation, Connor and Martin Thomas delve into the concept of total talent and workforce strategy, exploring Martin's extensive background in talent acquisition and the importance of military veterans in the workforce. They discuss the challenges organizations face in implementing total workforce solutions, the distinction between total talent and total workforce, and the critical role of strategic workforce planning. The conversation also highlights global demographic trends and the future of talent availability, emphasizing the need for organizations to adapt their strategies to meet evolving workforce demands. In this conversation, Martin discusses the importance of collaboration between HR and procurement in talent acquisition, the evolving role of Managed Service Providers (MSPs) and staffing agencies, and the cyclical nature of the job market. He addresses the current challenges in talent acquisition, the impact of AI on jobs, and the dynamics of remote work. Martin emphasizes the need for organizations to unlock internal talent potential and adapt to changing workforce demands, while also sharing insights on the future of work.TakeawaysMartin Thomas is a pioneer in total talent strategy.Military veterans possess valuable skills for the workforce.Organizations should consider veterans as a talent pool.Total workforce strategy involves thinking beyond traditional hiring.Strategic workforce planning is critical for success.Talent intelligence helps organizations understand workforce needs.Demographic trends impact talent availability in Western markets.Emerging markets like Nigeria will shape future talent pools.Automation and outsourcing are key to workforce strategy.Internal talent is often overlooked but crucial for success. Get HR and procurement talking together.Talent acquisition needs to engage with hiring managers.Consider partnerships for recruitment.TA has been at the receiving end of cost cuts.The Great Resignation never happened.AI will change jobs, not eliminate them.Flexibility is key in remote work.Trust your people to do the work.AI is a useful tool in the future of work.Connect with me on LinkedIn for insights.Chapters00:00 Introduction to Total Talent and Martin's Background03:46 The Value of Military Veterans in the Workforce09:54 Challenges in Workforce Strategy and Total Talent Solutions14:03 Understanding Total Workforce vs. Total Talent20:05 Strategic Workforce Planning and Demand Management26:14 Exploring Global Talent Availability and Future Trends28:19 Bridging HR and Procurement for Talent Acquisition31:04 The Evolving Role of MSPs and Staffing35:03 Navigating Cycles in Talent Acquisition39:14 The Great Freeze: Job Market Dynamics44:24 Unlocking Internal Talent Potential46:49 AI's Impact on the Future of Work52:38 Remote Work: Balancing Flexibility and Productivity55:53 Predictions for the Future of WorkConnect with Martin here: https://www.linkedin.com/in/martinmlt/

In this conversation, Connor interviews Kyle Smith, the product leader at Out of Office, discussing his journey from journalism to recruitment and product management. They explore the challenges and opportunities in remote work, the importance of global talent, and how Out of Office aims to create a community-driven platform that prioritizes transparency and well-being for remote workers. Kyle emphasizes the need for a niche community to solve the utilization problem in gig work and the role of technology in enhancing human connections. In this conversation, Kyle Smith discusses the integration of technology and human experience in the recruitment industry, addressing compliance challenges in remote work, and the importance of supporting workers' mental health. He emphasizes the need to bridge the skills gap in the workforce and the evolution of remote work dynamics. The discussion also touches on the impact of AI on employment and the future of work, highlighting the significance of global hiring and flexibility.TakeawaysKyle's journey highlights the flaws in traditional recruitment.Out of Office aims to prioritize candidates over location.Remote work is becoming increasingly common but varies in definition.The platform focuses on community-driven approaches to hiring.Global talent can often be overlooked due to local hiring biases.Mental health and work-life balance are crucial for remote workers.Transparency in hiring processes builds trust within the community.Utilization problems in gig work can be addressed through niche communities.A matching algorithm helps connect workers with suitable jobs.The Out of Office platform seeks to create a supportive ecosystem for its members. Combining technology with human experience is essential.Partnerships are crucial for ensuring compliance in remote work.Meeting members personally helps build trust and legitimacy.Mental health support is vital for remote workers.Building a community can help combat feelings of isolation.Addressing the skills gap is necessary for workforce development.Remote work dynamics are evolving towards flexibility and results-oriented approaches.AI poses both opportunities and challenges for employment.Governance of AI technology is lagging behind its rapid development.The future of work will focus on global hiring and inclusivity.Chapters00:00 Introduction to Kyle Smith and Out of Office01:08 Kyle's Journey: From Journalism to Recruitment03:32 Transitioning to Product Management06:28 Understanding the Role of a Product Manager08:42 Challenges in Remote Work and Community Building10:39 The Importance of Global Talent12:57 Addressing Local Hiring Challenges14:58 Supporting Remote Workers' Well-being18:46 Transparency in the Out of Office Platform20:47 Solving the Utilization Problem in Gig Work22:40 Building a Community-Focused Ecosystem25:51 Matching Algorithm and Community Verification26:48 Integrating Technology and Human Experience27:49 Addressing Compliance Challenges in Remote Work29:26 Supporting Workers' Mental Health and Wellbeing32:35 Bridging the Skills Gap in the Workforce34:01 The Evolution of Remote Work Dynamics36:41 The Impact of AI on Employment44:47 The Future of Work: Global Hiring and FlexibilityConnect with Kyle here: https://www.linkedin.com/in/kylessmith93/

In this engaging conversation, Connor and Scott A. Aicher delve into Scott's extensive experience in the human capital and staffing sector. They explore the evolution of leadership, the challenges facing the labor market, and the importance of education and vocational training in preparing the workforce for the future. Scott shares insights on navigating the complexities of global talent solutions and emphasizes the need for a shift in how organizations approach hiring and workforce development. In this conversation, Scott A Aicher discusses the evolving landscape of the staffing industry, the impact of AI on efficiency and job roles, and the importance of adapting to global expansion and compliance. He emphasizes the need for a nuanced approach to remote work and the potential challenges posed by AI on the workforce. Aicher also shares his predictions for the future of work, highlighting the importance of human-centric strategies in a technology-driven world.TakeawaysScott A. Aicher has over 30 years of experience in the human capital sector.Leadership is about mentoring and connecting with people.The global war on talent has shifted; organizations must adapt.Education systems need to evolve to prepare students for future jobs.Vocational professions are increasingly valuable in today's job market.AI and automation can enhance workforce strategies but must be balanced with human elements.Investing in local communities is crucial for talent development.Parents play a significant role in guiding children's career paths.Organizations should reconsider degree requirements in hiring processes.The importance of resilience and learning from negative leadership experiences. Logic does not dictate anything in this world anymore.There's a lack of true understanding of the way the world works.The staffing industry is a bit schizophrenic right now.AI is going to make the staffing industry a hell of a lot more efficient.Don't assume what works in one market works everywhere.We're in the center of a wave.AI might be somewhat different this time.We need to prepare the workforce for these changes.The future work is going to be borderless, technology driven, but still human first.Find a partner that is actually going to engage with you.Chapters00:00 Introduction to Scott A. Aicher01:31 Scott's Journey in Human Capital04:46 The Essence of Leadership12:20 Navigating the Labor Market Challenges18:21 The Role of Education in Workforce Preparation23:16 The Value of Vocational Professions26:45 Challenging Traditional Employment Norms29:54 The Staffing Sector's Evolution and Disruption31:58 AI: The Game Changer for Staffing Efficiency37:43 Global Expansion: Strategies for Success41:56 Navigating the Remote Work Debate46:46 The Impact of AI on Jobs and Workforce52:19 Predictions for the Future of WorkConnect with Scott here: https://www.linkedin.com/in/scottaaicher/

SummaryIn this conversation, Tim Jacob shares his extensive experience in the recruitment and staffing industry, discussing his journey from working in various organizations to founding his consultancy, Squadrato. He emphasizes the importance of strategic workforce planning, the challenges of managing resources, and the value of networking and relationships in business. Tim also reflects on the need to embrace change and the significance of organizational culture in achieving success. In this conversation, Tim Jacob discusses the importance of organizational culture, the impact of remote work on team cohesion, and the challenges posed by current labor market trends. He emphasizes the need for clear core behaviors within organizations and the balance required in remote work settings. Tim also explores the future of work, highlighting the necessity for continuous learning and better transitions from education to the workforce, while addressing the role of automation in enhancing productivity.TakeawaysTim Jacob has over 28 years of experience in recruitment and staffing.Strategic workforce planning is crucial for organizations to meet their talent needs.Organizations often struggle with resource planning due to changing priorities.Building relationships is key to effective resource management.Embracing change is essential for personal and professional growth.Networking plays a vital role in building a successful consultancy.Organizations need to maintain up-to-date data on their resource pools.The social element of the office can enhance collaboration and motivation.Respect and good manners are fundamental in business relationships.Understanding demand and supply in talent acquisition is critical for success. The culture of an organization is primarily shaped at the team level.Clear core behaviors are essential for a strong company culture.Remote work can hinder the learning and development of younger employees.Flexibility in work arrangements is crucial for both employees and employers.Automation should enhance human roles, not replace them.Building connections in informal settings is vital for career development.Organizations must adapt to labor market trends to attract talent.The future of work will require constant learning and adaptation.Effective leadership involves being present and engaged with emerging talent.The transition from education to work needs significant improvement.Chapters00:00 Introduction and Background of Tim Jacobs11:33 The Importance of Strategic Workforce Planning24:16 Embracing Change and Overcoming Challenges29:45 Building a Successful Consultancy and Networking36:06 Building a Strong Organizational Culture41:05 The Impact of Remote Work on Team Cohesion53:30 Navigating Labor Market Trends01:01:51 Predictions for the Future of WorkConnect with Tim here: https://www.linkedin.com/in/timjjacob/

In this webinar, Connor Heaney and Saleem Khaja discuss the evolving landscape of direct sourcing, focusing on the role of technology, global trends, and the importance of building talent communities. They explore the challenges and opportunities in direct sourcing, emphasizing the need for clarity in naming conventions and the integration of technology to enhance efficiency and effectiveness in talent acquisition. Connor Heaney discusses the complexities and challenges of direct sourcing in staffing, emphasizing the importance of branding, operational strategies, and innovative pricing models. He highlights the need for organizations to future-proof their direct sourcing strategies by aligning them with overall business goals and ensuring stakeholder buy-in. The discussion also covers how to measure the return on investment (ROI) of direct sourcing initiatives and identifies industries that are leading the way in adopting these strategies.TakeawaysDirect sourcing is evolving with AI-powered talent pools.Global trends show a shift towards skill-based hiring.Building branded talent communities is essential for organizations.Demographic changes are influencing workforce dynamics.Companies are recognizing the value of global talent communities.Naming conventions in direct sourcing can create confusion.Technology plays a critical role in direct sourcing success.Cost benefits of direct sourcing are significant compared to traditional methods.Integration with existing systems is crucial for efficiency.Challenges in direct sourcing often stem from market confusion. Direct sourcing requires a clear understanding of pricing structures.Branding is essential for building a competitive talent community.Operationalizing direct sourcing takes time and careful planning.Innovative pricing models can enhance direct sourcing adoption.Future-proofing strategies involves aligning workforce and business goals.Measuring ROI is crucial for assessing direct sourcing effectiveness.Scaling direct sourcing across regions presents unique challenges.Healthcare and financial services are leading in direct sourcing adoption.Stakeholder engagement is critical for successful implementation.Talent experience is a key metric for direct sourcing success.Chapters00:00 Introduction to Direct Sourcing and Webinar Overview02:55 Global Trends Influencing Direct Sourcing05:50 Building Talent Communities and Skill-Based Hiring09:10 The Impact of Demographics on Workforce and Talent Sourcing12:04 Naming Conventions and Market Confusion in Direct Sourcing14:57 The Role of Technology in Direct Sourcing17:47 Adoption Rates and Cost Benefits of Direct Sourcing21:10 Critical Success Factors in Direct Sourcing Technology24:02 Challenges in Implementing Direct Sourcing Initiatives30:21 Challenges in Direct Sourcing and Pricing Models33:17 Branding and Its Importance in Direct Sourcing36:58 Operationalizing Direct Sourcing Strategies41:20 Innovative Pricing Models and Monetization Challenges43:30 Future-Proofing Direct Sourcing Strategies50:23 Measuring ROI in Direct Sourcing Initiatives53:11 Pitfalls in Scaling Direct Sourcing Across Regions57:25 Industries Leading in Direct Sourcing AdoptionConnect with Saleem here: https://www.linkedin.com/in/saleemkhaja/

In this engaging conversation, Kristian Rayner, Vice President of Enterprise Solutions at MBO Partners, shares his unique journey from a background in physical therapy to the world of contingent staffing. He discusses the challenges faced by independent contractors and the evolving landscape of the labor market, particularly in the context of the gig economy and the need for protections for low-cost workers. The discussion also delves into the complexities of talent acquisition in a competitive market, the importance of internal talent mobility, and the future of diverse talent channels. In this conversation, Kristian Rayner discusses the evolving landscape of work, focusing on the gig economy, compliance challenges, and the importance of strategic workforce planning. He emphasizes the need to shift from traditional job descriptions to project outcomes, the realistic expectations of on-demand talent, and the impact of AI on jobs. Kristian also addresses the resistance to change within organizations and shares insights on building a high-performing remote culture. He concludes with predictions for the future of work, highlighting global talent mobility and the importance of employee well-being.TakeawaysKristian's journey into contingent staffing was largely accidental.The American dream fosters a mindset of opportunity and ambition.MBO Partners supports both independent contractors and enterprises in navigating the gig economy.There is a significant difference between high-end and low-cost independent contractors.Protections for low-cost workers are essential to prevent exploitation.The labor market is facing a paradox of skill shortages and demographic decline.Companies need to rethink their talent acquisition strategies to adapt to changing market conditions.Internal talent mobility can help retain skilled employees and reduce turnover.Emerging markets offer new opportunities for sourcing talent.A diverse approach to talent channels is necessary for effective workforce solutions. The gig economy presents unique compliance challenges for businesses.Shifting focus from job descriptions to project outcomes can enhance talent acquisition.On-demand talent requires realistic expectations regarding onboarding and availability.Strategic workforce planning is essential for anticipating future talent needs.AI's impact on jobs is a double-edged sword, requiring careful consideration.Resistance to change is a significant barrier in workforce transformation.Leadership and change agents are crucial for driving organizational change.Building a high-performing remote culture requires trust and collaboration.Employee well-being is increasingly important in a remote work environment.Global talent mobility will shape the future of work.Chapters00:00 Introduction and Background of Christian Reiner07:55 Understanding MBO Partners and Its Challenges14:57 The Dichotomy of Independent Contractors18:11 Navigating the Labor Market Paradox22:53 Solutions for Talent Acquisition Challenges27:40 The Future of Talent Channels and Platforms29:38 Navigating the Gig Economy and Compliance Challenges32:36 Shifting Focus: From Job Descriptions to Project Outcomes34:39 On-Demand Talent: Realistic Expectations and Speeding Up Processes36:34 Strategic Workforce Planning: Preparing for Future Talent Needs39:40 AI's Impact on Jobs: Balancing Optimism and Concern46:04 Overcoming Resistance to Change in the Workforce49:50 Leadership Insights: Learning from Adversity52:11 Building a High-Performing Remote Culture56:01 The Future of Work: Global Talent Mobility and Employee Well-BeingConnect with Kristian here: 

In this engaging podcast episode, our panel of experts (Connor, Derek Sanders * Michael Leacy) dive into the complex and evolving world of global talent management. As companies increasingly seek the flexibility and scalability offered by contingent workforces, the landscape of employment laws and regulations has grown more intricate. The discussion explores how businesses can balance compliance with innovation while navigating the challenges of managing talent across borders. With a special focus on emerging trends in global employment, this episode provides actionable strategies for HR, Procurement, Talent Acquisition, and Legal professionals aiming to future-proof their workforce strategies.Key Takeaways:Direct Sourcing Practices:Leverages branding, ATS (Applicant Tracking System) access, and prioritization windows to build talent communities.Scalable programs can lead to significant results, achieving up to 50% hires through direct sourcing in the initial years.Total Talent Approach:Direct sourcing bridges the gap between talent acquisition and contingent workforce programs.Offers candidates flexibility to choose between contract work or full-time employment, enhancing both talent attraction and retention.Future Trends in Direct Sourcing:Companies are transitioning to second- and third-generation direct sourcing programs, incorporating independent contractors and leveraging AI.AI is critical for repeatability, scalability, and data security while addressing privacy and assessment challenges.Market Insights and Adoption:Although only 11% of companies have fully implemented direct sourcing, 34% have partially adopted it, and 52% plan to expand in the next three years.Direct sourcing is seen as a vital innovation, connecting companies directly with workers and nurturing talent pools.Case Study Highlights:A global legal services company adopted direct sourcing to scale contact center and corporate roles.Collaborations involved curators, EOR services, and technology selection with seamless integration into their VMS (Vendor Management System), Beeline.Achievements included building a talent community with over 73,000 candidates, 14 distinct talent pools, and a 34% hit ratio since implementation.Key Success Factors:Internal evaluations, stakeholder alignment, and data-driven decision-making were essential to building the business case.Technology and curation integration ensured operational efficiency and scalability.Chapters:[00:00-05:00] Welcome and IntroductionsMeet the host and panelists.Overview of the podcast topic: global talent management and compliance challenges.[05:01-15:00] The Rise of the Contingent WorkforceWhy businesses are turning to contingent workers.Key drivers: flexibility, cost-efficiency, and scalability.[15:01-25:00] Understanding Employment Compliance Across BordersThe complexities of navigating international labor laws.Real-world examples of compliance challenges.[25:01-35:00] Emerging Trends in Global EmploymentThe rise of Employer of Record (EOR) solutions.How technology is reshaping talent management.[35:01-45:00] Practical Strategies for SuccessBest practices for managing compliance and risk.Insights into creating a resilient and agile workforce.[45:01-50:00] Audience Q&AExpert answers to audience questions on global talent management and compliance.[50:01-End] Closing Remarks and Key TakeawaysFinal thoughts from the panel.Recap

In this conversation, Connor interviews Tim Masson, CEO of Raise, who shares his unique journey from software developer to leading a staffing company with a rich family legacy. Tim discusses the transformation of Raise through digital innovation and the importance of self-management in their organizational culture. He also highlights the significance of being a B Corp, emphasizing the company's commitment to social and environmental responsibility. In this conversation, Tim Masson discusses the intersection of purpose-driven business and profitability, the concept of direct sourcing in staffing, and the potential for disintermediation in the staffing industry. He explores the impact of artificial intelligence on jobs and emphasizes the importance of finding meaningful work in the future. Tim shares insights on change management and the evolving nature of work, encouraging individuals to embrace opportunities for growth and fulfillment.TakeawaysTim Masson's journey to CEO was influenced by his family's legacy in the staffing industry.Raise has grown significantly under Tim's leadership, focusing on digital transformation.Raise aims to connect people with meaningful work, enhancing employee engagement.B Corp certification reflects Rays' commitment to social and environmental performance.Tim emphasizes the importance of a supportive CFO-CEO relationship for business success.Digital transformation in staffing is complex and requires strategic integration.Self-management at Raise empowers all employees to take initiative and make decisions.The culture at Raise attracts individuals who thrive in a decentralized decision-making environment.B Corp conferences foster a diverse community of purpose-driven companies. Purpose-driven businesses can make a positive impact while being profitable.Direct sourcing improves the candidate experience and reduces waste in staffing.The staffing industry is undergoing changes that may lead to disintermediation.AI has the potential to create new opportunities despite job losses.Change is happening at different paces across various sectors.Meaningful work is essential for personal fulfillment and productivity.The economy adapts to technological advancements over time.Life expectancy is increasing, leading to new considerations for work and retirement.Individuals should seek alignment between their skills, passions, and market needs.Hope lies in the ability to create meaningful work experiences for all.Chapters00:00 Introduction to Tim Masson and Raise01:30 Tim's Journey to CEO: A Family Legacy10:23 Raise: Transforming Staffing through Technology14:03 The Teal Operating System: Self-Management at Raise27:39 B Corp Certification: Purpose Beyond Profit29:49 The Power of Purpose-Driven Business31:29 Understanding Direct Sourcing40:29 The Future of Staffing and Disintermediation52:35 AI's Impact on Jobs and the Future of Work01:00:09 Hope for Meaningful Work in the FutureYou can connect with Tim here: https://www.linkedin.com/in/timmasson-raise/

In this conversation, Connor and Saleem Khaja discuss the evolution of WorkLama and the concept of direct sourcing in the talent acquisition space. Saleem shares insights into the five key components of direct sourcing, the role of technology in enhancing talent marketing, and the potential disruption of traditional staffing models. They also explore the challenges of transitioning to a SaaS-based commercial model for direct sourcing technology and the importance of aligning economic models with the value provided by these platforms. In this conversation, Connor and Saleem Khaja explore the evolving landscape of talent acquisition, emphasizing the importance of adapting commercial models to better suit the needs of a changing workforce. They discuss the emergence of multiple talent channels, the necessity of putting talent first in a competitive market, and the challenges of securing funding for tech companies. The role of artificial intelligence in enhancing talent management is also examined, alongside predictions for the future of work, where organizations will increasingly recognize talent as a strategic advantage.TakeawaysWorkLama is a leader in direct sourcing technology.Direct sourcing has evolved beyond simple job filling.Five key components of direct sourcing include talent marketing, curation, recruiting, tech platform, and EOR.Technology plays a crucial role in operationalizing direct sourcing.The current market is confused about direct sourcing definitions.Direct sourcing can disrupt traditional staffing models.A SaaS model for direct sourcing can provide better value.Companies are becoming more receptive to new procurement models.Direct sourcing allows companies to maintain control over their talent.The conversation around direct sourcing is evolving with data-driven insights. Organizations need to adapt their commercial models for talent acquisition.The fixed fee model is gaining traction in the industry.Younger professionals are disrupting traditional procurement methods.Multiple talent channels will coexist and complement each other.Talent experience during hiring impacts customer experience.Talent should be treated as a strategic asset.Skill-based hiring is becoming the norm.Funding for tech companies is cautious but available.AI can enhance efficiency but requires careful implementation.The future of work will focus on holistic talent management.Chapters00:00 Introduction and Overview of WorkLama02:30 The Evolution of WorkLama and Direct Sourcing06:07 Understanding Direct Sourcing and Its Components12:26 The Role of Technology in Direct Sourcing16:30 Disruption vs. Complementarity in the Talent Ecosystem22:02 Commercial Models for Direct Sourcing Technology31:27 Evolving Commercial Models in Talent Acquisition34:54 The Future of Talent Channels39:50 Putting Talent First in a Scarce Market44:55 Navigating the Funding Landscape for Tech Companies48:55 The Role of AI in Talent Management56:00 Predictions for the Future of WorkYou can connect with Saleem here: https://www.linkedin.com/in/saleemkhaja/You can visit the Workllama website here: https://workllama.com/

SummaryIn this engaging conversation, Connor and Ivana Cvejic, co-founder of Renhead, discuss her journey from a recruiter to leading a workforce solutions platform. They explore the challenges of being an underdog in a market dominated by larger players, the importance of integrity in startup culture, and the unique hurdles faced by female founders. Ivana shares insights on the balance of failure in business and the need for authentic relationships in vendor management. The discussion also touches on the polarization in society and the importance of having nuanced conversations. In this conversation, Connor and Ivana explore the complexities of the labor market, the pervasive fear in workplaces, and the impact of technology and AI on employment. They discuss the paradox of full employment amidst economic challenges, the mental health implications of workplace fear, and the need for a balanced approach to integrating AI in the workforce. The conversation also touches on the dynamics of remote work and predictions for the future of staffing and employment.TakeawaysIvana's journey began as a recruiter, leading to her co-founding Renhead.The importance of building authentic relationships in business.Being an underdog can be an advantage in a competitive market.Integrity is crucial in startup culture and client relationships.Female founders face unique challenges in securing support and funding.Failure should be viewed as a learning opportunity, not a badge of honor.A balanced approach is necessary in business and life.The need for transparency in vendor management solutions.The impact of societal polarization on business conversations.Nuanced discussions are essential for progress and understanding. The labor market paradox highlights full employment despite economic challenges.Fear in the workplace affects decision-making and mental health.AI is reshaping job landscapes, creating both opportunities and fears.Empowering workers through financial literacy is crucial in today's economy.Remote work requires intentional culture-building and support.Hiring processes should prioritize cultural fit to reduce turnover.Technology's decreasing costs challenge traditional labor costs.Staffing firms may face consolidation due to technological advancements.Direct sourcing and internal programs are on the rise in staffing.A balanced approach to AI can enhance productivity without displacing workers.Chapters00:00 Introduction to Ivana Svec and Renhead02:10 Ivana's Journey to Co-Founding Renhead09:41 The Underdog Advantage in Vendor Management16:39 Integrity in Startup Culture19:00 Challenges Faced by Female Founders23:30 The Balance of Failure in Business27:22 Navigating Polarization in Conversations28:41 The Labor Market Paradox31:11 Fear in the Workplace34:25 The Impact of Technology on Employment37:48 AI and Job Displacement41:33 Empowering Workers in a Changing Landscape47:22 Remote Work Dynamics53:37 Predictions for the Future of WorkConnect with Ivana here: https://www.linkedin.com/in/ivanacvejic/

Ron Bosma, co-founder of Talentin, shares his journey in the human capital and staffing sector, including his time at Ronstadt group of companies. He discusses the challenges and opportunities in the labor market, such as talent scarcity and the need for skills recruitment. Ron also explores the gig economy and the need for better regulation to protect workers. He highlights the need for innovation and transformation in the staffing industry to keep up with changing demands. The conversation covers various topics related to the future of work, including the potential impact of talent marketplaces on the staffing sector, the role of technology in replacing certain aspects of the recruitment industry, the need for companies to adapt to new developments, the potential consequences of artificial intelligence and automation on jobs, the challenges and benefits of remote work, the investment in HR tech, and the future of work being defined by flexibility and adaptability.TakeawaysRon Bosma has had a long and successful career in the human capital and staffing sector, including his time at Ronstadt group of companies.The labor market is facing challenges such as talent scarcity and the need for skills recruitment.The gig economy needs better regulation to protect workers and ensure a fair bargain.The staffing industry needs to innovate and transform to keep up with changing demands and improve efficiency. Talent marketplaces and platforms have the potential to disintermediate the staffing sector and replace certain aspects of recruitment.While technology can replace certain tasks in the recruitment industry, it may not be able to fully replace the risk management aspect that staffing providers offer.Artificial intelligence and automation may have a significant impact on jobs, but they also present opportunities for the development of new jobs and skills.Remote work has become more prevalent, especially due to the COVID-19 pandemic, but there are still challenges in terms of collaboration and maintaining company culture.The investment in HR tech has been driven by market conditions and the shift towards remote and global work.The future of work will require flexibility, adaptability, continuous learning, and a focus on talent centricity.Chapters00:00 A Journey in the Human Capital and Staffing Sector09:29 Challenges and Opportunities in the Labor Market18:50 The Need for Better Regulation in the Gig Economy25:19 Innovation and Transformation in the Staffing Industry29:11 The Potential Impact of Talent Marketplaces30:25 The Role of Technology in the Recruitment Industry33:28 The Consequences of Artificial Intelligence and Automation on Jobs43:28 The Challenges and Benefits of Remote Work47:40 The Investment in HR Tech52:57 The Future of Work: Flexibility, Adaptability, and Talent CentricityConnect with Ron: https://www.linkedin.com/in/ronbosma/

In this conversation, Connor and Derek discuss their long-standing professional relationship and the journey that led Derek to become the Chief Revenue Officer at Opptly. They also explore the challenges and opportunities in the talent and technology space, as well as the future of recruitment and staffing. Derek highlights the importance of mentors and leaders in his career development and emphasizes the need to pay it forward. They also discuss the current labor market paradox and the role of technology in solving recruitment challenges. Derek shares insights into Opptly's mission to remove friction between talent and work through AI and automation, while still maintaining the human element of recruitment. In this conversation, Connor and Derek discuss various topics related to work and the future of work. They touch on the challenges of career transitions, the importance of support from loved ones, and the need for a fundamental rethink of the hiring process. They also explore the impact of artificial intelligence on jobs and employment, the benefits and challenges of remote work, and their predictions for the future of work.TakeawaysMentors and leaders play a crucial role in career development and it is important to pay it forward by supporting and promoting the next generation of leaders.The labor market paradox, where there is high unemployment alongside a shortage of skilled workers, can be addressed through upskilling and identifying new opportunities.Technology, such as AI and automation, can enhance the recruitment process by streamlining tasks and improving candidate matching, but the human element of recruitment and the personal touch are still essential.The recruitment and staffing sector is ripe for disruption and disintermediation, with the potential for technology to revolutionize the industry and create a more efficient and effective process.The role of recruiters may evolve into that of a concierge service, providing personalized guidance and support to candidates and clients. Career transitions can be challenging, but having the support of loved ones can make a difference.The hiring process needs a fundamental rethink to ensure that the best workers are not screened out before they even get a chance to be interviewed.Artificial intelligence has the potential to both positively and negatively impact jobs and employment.Remote work offers flexibility and efficiency, but it also requires self-discipline and the ability to set boundaries.The future of work will likely involve the rise of talent marketplaces, increased focus on work-life balance, and the need for specialized skills and expertise.Chapters00:00 Introduction and Long-standing Professional Relationship02:01 Derek's Journey to Becoming CRO at Oply12:06 Overview of Oply and its Mission16:28 Addressing the Labor Market Paradox23:57 The Need for Disruption and Disintermediation in Recruitment29:38 The Evolution of Recruiters into Concierge Services34:49 Career Transitions and Support36:19 Rethinking the Hiring Process42:35 The Impact of Artificial Intelligence54:34 Remote Work: Benefits and Challenges01:00:36 Predictions for the Future of WorkConnect with Derek here: https://www.linkedin.com/in/dsanders37/

In this episode, I sat down with Melissa Heffner, Program Director at Georgia Tech's CREATE-X Female Founders initiative. Melissa shares her fascinating journey from teaching English literature to coaching entrepreneurs at one of the world's leading tech institutes. We dive into the Lean Startup Method and how it helps de-risk ideas by focusing on real-world problems and customer discovery. Melissa also opens up about the challenges female founders face in raising capital and how her program creates a safe space for women to explore entrepreneurship and build successful startups.We also discuss the future of work, the role of AI in innovation, and how it could reshape the job market. Melissa provides insightful advice on building strong, coachable teams and the importance of recognizing and leveraging individual strengths. If you're interested in entrepreneurship, innovation, or how women are breaking barriers in tech, this is an episode you won't want to miss.Key topics covered:Melissa's path to Georgia Tech and her work with the Female Founders programThe Lean Startup Method and its role in entrepreneurshipChallenges for female founders in raising capitalThe potential impact of AI on jobs and creativityFuture trends in the workplace and the rise of remote workChapters00:00 Introduction and Importance of Healthy Skepticism around AI02:49 Melissa's Journey to Becoming Program Director at Georgia Tech13:17 Supporting Female Founders at Georgia Tech17:13 The Lean Startup Method for De-risking Ideas25:02 Challenges Faced by Female Founders in Raising Capital26:02 Addressing the Gender Disparity in Funding29:03 Challenges Faced by Female Founders in Accessing Investment30:14 Pressure and Assumptions Placed on Women in the Field32:36 Empowering Female Founders to Leverage Their Strengths35:24 The Potential Bias in AI and the Importance of Mindful Use40:14 The Future of Work: Hybrid and Remote WorkYou can connect with Melissa here: https://www.linkedin.com/in/melissaheffner/

David Hain, CEO and founder of Gotham Group, shares his journey in the human capital sector and the challenges of being a CEO. He emphasizes the importance of having a support network and mentors to lean on in the lonely role of a CEO. The conversation then shifts to the HR tech sector and its funding landscape. David discusses the overvaluation of the sector and the need for consolidation. He also highlights the trends of global talent marketplaces and the changing workforce. The conversation covers various topics related to the future of work, talent scarcity, and the impact of AI on jobs. David emphasizes the excitement of being in the evolving space of work and the need to adapt to the changing labor market. They discuss the talent scarcity crisis and the challenges companies face in finding the right talent. They also touch on the importance of immigration and the need for governments to be more thoughtful about it. The conversation explores the potential impact of AI on jobs, with David expressing optimism about the opportunities it can create. They conclude by discussing the future of work and the importance of adapting to the changing landscape.TakeawaysHaving a support network and mentors is crucial for CEOs to navigate the challenges and loneliness of the role.The HR tech sector has experienced overvaluation due to the influx of funding and the free monetary environment.Consolidation is likely to occur in the HR tech sector as larger players enter the market and investors become more cautious.Global talent marketplaces and the ability to leverage AI are driving the evolution of the workforce.Workforce planning and the ability to assemble teams through SOWs are becoming more prevalent in the changing workforce. The future of work is exciting and evolving, and it's important to adapt to the changing labor market.Talent scarcity is a challenge for companies, and they need to find innovative solutions to attract and retain the right talent.Immigration plays a crucial role in addressing talent shortages and should be made easier by governments.AI will have an impact on jobs, but it also creates new opportunities and makes us more productive.The future of work is uncertain, but there are many possibilities and potential for growth and success.Chapters00:00 Introduction and CEO Journey07:29 The Challenges and Loneliness of Being a CEO13:29 The Overvaluation and Funding Landscape of the HR Tech Sector19:20 The Need for Consolidation in the HR Tech Sector21:12 The Rise of Global Talent Marketplaces23:36 The Changing Workforce and the Role of AI26:31 Adapting to the Evolving Future of Work28:22 Addressing the Talent Scarcity Crisis31:47 The Impact of AI on Jobs and Opportunities42:15 Navigating the Uncertain Future of WorkYou can connect with David here: https://www.linkedin.com/in/david-hain-5518747/

Robert Mac Giolla Phadraig, founder and CEO at Skillstack, shares his journey in the recruitment and staffing industry and his recent exit from Sigmar Recruitment. He emphasizes the importance of the underdog mentality and the value of shared values and camaraderie in building a successful business. Rob also introduces his new venture, Skillstack, a skills development video streaming platform that focuses on leadership and power skills, early-stage career development, and values stacks. The platform provides short-form videos that deliver just-in-time learning to individuals, helping them develop the necessary skills in the moment they need them most. Rob MGP discusses the importance of developing a skill stack and the role of learning in personal and professional growth. He shares his journey of learning and collaborating with global experts to create SkillStack. Rob emphasizes the need for organizations to focus on internal efficiency and structure before hiring more employees. He also discusses the challenges and opportunities of remote work, the impact of artificial intelligence on jobs and society, and the importance of just decision-making and critical thinking skills. Rob concludes by highlighting the ongoing tug-of-war between employers and employees and the need for a focus on people in the workplace.TakeawaysThe underdog mentality and shared values are crucial in building a successful business.Skillstack is a skills development video streaming platform that focuses on leadership and power skills, early-stage career development, and values stacks.The platform provides short-form videos that deliver just-in-time learning to individuals, helping them develop the necessary skills in the moment they need them most.Rob's journey in the recruitment and staffing industry highlights the importance of resilience, adaptability, and seizing opportunities. Developing a skill stack is crucial for personal and professional growth.Organizations should prioritize internal efficiency and structure before hiring more employees.Remote work offers opportunities for collaboration and building relationships with people from around the world.The impact of artificial intelligence on jobs and society will take longer to materialize than initially expected.Just decision-making and critical thinking skills are essential for navigating the challenges of the future workplace.The tug-of-war between employers and employees will continue, and the focus should always be on people.Chapters00:00 Introduction to Rob and his Background02:13 Rob's Journey in the Recruitment and Staffing Industry05:29 Challenges and Lessons Learned as a Co-founder09:29 Exiting Sigmar Recruitment and Reflecting on the Journey24:58 Looking into the Future: Introducing Skillstack40:15 The Power of Skill Stack and Continuous Learning44:39 Prioritizing Internal Efficiency in Organizations54:28 Exploring the Opportunities and Challenges of Remote Work59:43 The Impact of Artificial Intelligence on Jobs and Society01:02:39 The Importance of Just Decision-Making and Critical Thinking01:05:55 Navigating the Tug-of-War Between Employers and EmployeesConnect with Rob: https://www.linkedin.com/in/robert-mac-giolla-phadraig-a795495/Check out skill stack: https://skillstack.ie/

In this conversation, Connor and David Swanz discuss the impact of artificial intelligence (AI) on jobs and the ethical considerations surrounding AI. They explore the potential job displacements caused by AI and the need for upskilling and reskilling programs to support workers. David emphasizes the importance of organizations repurposing and reskilling employees rather than simply terminating them. They also discuss the role of AI in improving efficiency and productivity in various business processes, such as customer service and workflows. The conversation highlights the need for a strategic approach to AI adoption and the importance of data governance and transparency in AI systems. The conversation explores the limitations and potential of artificial intelligence (AI) in the workplace. It discusses the role of AI in automating tasks, the need for human oversight and intervention, and the importance of strategic implementation. The conversation also touches on the future of AI, including quantum computing and its potential impact on research, development, and encryption. Overall, the conversation is optimistic about the future of AI and emphasizes the need for individuals and organizations to adapt and embrace new technologies.TakeawaysAI can introduce competitive threats to businesses that do not adopt it, but it also offers opportunities for organizations to be more competitive.Job displacements caused by AI can be minimized through repurposing and reskilling programs.AI can improve efficiency and productivity in various business processes, such as customer service and workflows.A strategic approach to AI adoption is necessary, considering factors like data governance, infrastructure readiness, and integration with existing systems.Ethical considerations, such as bias and decision-making, can be addressed through open architecture, transparency, and monitoring of AI systems. AI can automate tasks and improve efficiency, but human oversight and intervention are still necessary.Strategic implementation of AI is crucial, and organizations should consider the specific tasks and opportunities for AI adoption.Regulation of AI is likely to increase as more companies adopt the technology.Quantum computing has the potential to accelerate research, development, and problem-solving, but it also raises concerns about security and encryption.Learning about AI and new technologies is essential for individuals and organizations to thrive in the future of work.Chapters00:00 Introduction and Background of David Swanz09:18 The Impact of AI on Jobs and the Need for Upskilling18:30 Ethical Considerations in AI26:09 Trust in Machines and Decision-Making33:46 Improving Efficiency and Productivity with AI35:59 Strategic Adoption of AI and Considerations for Organizations36:35 Ethical Considerations in AI: Open Architecture and Transparency36:49 The Role of AI in Automation and Human Oversight39:30 Strategic Implementation of AI in the Workplace48:35 The Future of AI and Quantum Computing57:37 Regulation and Governance of AI01:00:39 Embracing New Technologies for the Future of WorkConnect with David here: https://www.linkedin.com/in/dgswanz/

SummaryAndreea Wade, Vice President of Artificial Intelligence at icims, shares her journey from co-founder to VP and discusses the role of AI in the future of work. icims is a talent acquisition platform that helps organizations attract, engage, hire, and advance talent. They use AI to match candidates to jobs and provide personalized candidate experiences at scale. Andreea highlights the importance of data in AI algorithms and the need for upskilling and reskilling in the face of a talent scarcity crisis. She also discusses the role of AI in solving the labor market paradox and the challenges of workforce planning. The conversation also delves into the ethical considerations of AI and the need for companies to prioritize ethics in their AI initiatives. The conversation concludes with a discussion on the future of work and the importance of staying informed and embracing AI.KeywordsAndrea Wade, iSIMS, artificial intelligence, talent acquisition, matching technology, career advancement, talent scarcity, upskilling, reskilling, labor market paradox, data, personalized training, artificial intelligence, talent, opportunities, demographic challenges, ethics, balance, future of workTakeawaysicims is a talent acquisition platform that uses AI to match candidates to jobs and provide personalized candidate experiences at scale.Data is crucial for AI algorithms to improve matching capabilities and provide better insights into workflows.Upskilling and reskilling are essential in addressing the talent scarcity crisis and preparing for the future of work.AI can help solve the labor market paradox by predicting workforce needs, providing personalized training, and enabling career advancement.Companies need to act fast in upskilling and reskilling their workforce to stay competitive in a rapidly changing job market. Remote work platforms can play a significant role in connecting talent in high-growth population centers with opportunities in other countries.Ethics should be a priority in AI initiatives, ensuring that products and services are built responsibly and work for everyone.Staying informed and embracing AI can help workers thrive in the changing landscape of work.Chapters00:00 The Journey from Co-founder to VP of AI08:06 AI in Talent Acquisition: Matching Candidates to Jobs15:16 Addressing the Talent Scarcity Crisis through Upskilling and Reskilling21:50 AI's Role in Solving the Labor Market Paradox27:49 The Importance of Data in AI Algorithms31:49 The Need for Fast Action in Upskilling and Reskilling32:19 Connecting Talent and Opportunities36:18 Ethics in AI54:14 Embracing AIConnect with Andreea on LinkedIn: https://www.linkedin.com/in/andreeawade/

In this special episode, Connor reflects on 100 episodes of the podcast and shares his takeaways from interviewing business leaders in the human capital sector. The main themes include humility, the importance of not knowing all the answers, the impact of AI, innovation in the human capital sector, work-life balance, doing the right thing, and the unexpected career paths of leaders in the industry.TakeawaysHumility is important for business leadersThe best leaders are not afraid to admit they don't know all the answersAI is revolutionizing the industry and requires preparation for potential negative implicationsThe human capital sector is constantly innovating and ripe for disruptionWork-life balance is crucial for being a better business leaderResponding is better than reactingBeing nice and doing the right thing can lead to success in businessMany leaders in the human capital sector did not initially plan for a career in the industryChapters00:00 Reflections on 100 Episodes01:29 Embracing the Unknown02:28 Preparing for the AI Revolution03:22 Innovation and Disruption in the Human Capital Sector04:29 Finding Work-Life Balance05:25 Responding vs Reacting06:36 Nice Guys Finish First07:33 Unexpected Paths09:03 Continuing the Journey11:03 Acknowledging the TeamConnect with Connor via LinkedIn: https://www.linkedin.com/in/hrmconnorheaney/

In this episode, Connor interviews Ryan Baker, the president of Monument Consulting. They discuss Ryan's journey in the staffing and recruitment industry and the importance of ethics and morals in business. Ryan shares his insights on leadership, including the need for transparency, empathy, and humanizing work. They also delve into the services provided by Monument Consulting, which focuses on managed services for contingent workforce programs. They discuss the challenges of the current labor market, including talent scarcity and the need for innovative solutions. The conversation covered various topics related to the future of work, including reskilling, the evolution of the staffing sector, the impact of AI on jobs, and the rise of remote work. The main takeaways include the importance of re-skilling workers to provide them with new opportunities, the potential for technology to revolutionize the staffing sector, the uncertainty surrounding the impact of AI on jobs, and the need for a balanced approach to remote work. The conversation emphasized the importance of humanizing work and being a good leader to create a positive future of work.TakeawaysEthics and morals are important in business, and combining them with strong leadership qualities can lead to success.Transparency and empathy are crucial in leadership, as they help build trust and create a positive work environment.Monument Consulting offers managed services for contingent workforce programs, helping companies optimize their use of temporary labor and ensure compliance.The current labor market faces challenges such as talent scarcity and demographic decline, but innovative solutions and remote work can help address these issues. Reskilling is important to provide workers with new opportunitiesThe staffing sector is evolving, but there hasn't been a big bang momentThe impact of AI on jobs is uncertain and could result in displacementRemote work has pros and cons, and a hybrid approach may be beneficialHumanizing work and being a good leader are crucial for the future of workChapters00:00 Introduction and Friendship02:56 Ryan's Journey in the Staffing and Recruitment Industry07:52 Leadership Lessons: Transparency, Empathy, and Humanizing Work32:02 Challenges in the Current Labor Market and Innovative Solutions37:04 Reskilling for Future Opportunities42:15 The Evolution of the Staffing Sector50:40 The Uncertain Impact of AI on Jobs58:56 The Rise of Remote Work01:04:58 Humanizing Work and Being a Good LeaderConnect with Ryan on LinkedIn: https://www.linkedin.com/in/ryanbakermc/

SummaryPaul McArdle, joint managing partner at the panel, discusses the evolution of the recruitment sector and the challenges it faces. He highlights the importance of effective communication and being candidate-centric in recruitment. He also emphasizes the role of technology, such as AI, in changing the recruitment landscape. Paul discusses the labor market paradox and suggests that COVID-19 has opened up new talent pools and opportunities. He also mentions the need for innovation in education to better prepare students for the jobs of the future. The conversation covers topics such as the role of talent marketplaces in solving talent scarcity, the impact of artificial intelligence on jobs, and the future of remote work. Paul McArdle emphasizes the importance of soft skills and the need for a balance between technology and human interaction. He also discusses the potential disruption and displacement of traditional roles due to AI and the importance of staying informed and adaptable.TakeawaysEffective communication and being candidate-centric are key in recruitment.Technology, such as AI, is changing the recruitment landscape.COVID-19 has opened up new talent pools and opportunities.Innovation in education is needed to better prepare students for the jobs of the future. Talent marketplaces play a role in matching people with skills to projects, but their effectiveness may be diluted due to the proliferation of marketplaces.Artificial intelligence has the potential to displace jobs, particularly those that involve highly replicable tasks, but it also creates new roles that we may not be aware of yet.Soft skills will become more important in the future of work, and employers should value and prioritize them.Remote work has its advantages, such as opening up talent pools and providing flexibility, but it also has downsides, such as the potential loss of culture and mentorship opportunities.The pace of change with AI will be rapid, and it is important to stay informed and adapt to the evolving landscape.The future of work may involve a balance between technology and human interaction, with a focus on building relationships and valuing soft skills.Chapters00:00 Introduction and Background03:46 The Evolution of the Recruitment Sector08:46 The Role of Technology in Recruitment14:18 The Impact of COVID-19 on Talent Pools35:02 the Role of Talent Marketplaces40:06 The Impact of Artificial Intelligence52:16 The Future of Remote Work59:17 The Importance of Soft Skills01:01:27 Adapting to the Rapid Pace of Change with AI01:04:41 Balancing Technology and Human Interaction

SummaryIn this conversation, Kelly Webster, Global Delivery and Engagement Director at Tapfin, discusses her career journey, the evolution of the MSP market, challenges of global MSP rollout, and practical advice for the buying community. She emphasizes the importance of change management, communication, and understanding local nuances in global programs. Kelly also shares insights on invoice design, Fiat requirements, and the need to avoid assumptions during implementations. The conversation covers the challenges and opportunities in MSP and talent solutions, including the impact of AI, cost savings, and the future of work. It emphasizes the importance of planning, communication, and stakeholder engagement in global program rollouts. The discussion also delves into the significance of selecting the right VMS provider and the evolution of contingent workforce management.Takeaways·      The importance of change management and communication in global MSP rollout·      Understanding local nuances and adapting to support them in global programs·      Considerations for invoice design, Fiat requirements, and avoiding assumptions during implementations Planning and communication are crucial for successful global program rollouts.·      Selecting the right VMS provider is as important as choosing the MSP provider.·      Cost savings involve a multifaceted approach, including cost reduction, cost avoidance, and optimization.·      The future of work will see continued growth in contingent workforce management and a shift towards total talent management.·      AI is expected to impact job roles, but there is optimism about the creation of new opportunities and the evolution of the workforce.Chapters00:00 Introduction and Career Journey03:22 The Evolution of the MSP Market10:44 Challenges and Practical Advice for Global MSP Rollout33:48 The Impact of AI on Job Roles and the Workforce41:17 Strategies for Cost Savings and Efficiency in Programs53:53 The Future of Work: Contingent Workforce Management and Total Talent ManagementConnect with Kelly: https://www.linkedin.com/in/kelly-webster-91813b20/

Connor had the pleasure of chatting with Jon Younger, HR thought leader, Forbes contributor and independent consultant. Jon Younger is a leader in all things future of work and independent work. During the podcast Connor and Jon discuss an array of topics from:The Freelancer RevolutionThe importance of putting freelancers firstThe need for talent intelengence in businessThe need for a focus on community and talent benefitsConnect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Connect with Jon: https://www.linkedin.com/in/jon-younger-phd-57a41455/ or jcyounger@mac.comVisit CXC: www.cxcglobal.comRead Jon's Article's here: https://www.forbes.com/sites/jonyounger/?sh=352ea683516b

SummaryIn this conversation, Connor and Will discuss various topics related to the contingent workforce sector. They talk about the evolution of the industry, the challenges faced by buyers, the role of MSPs and VMSs, and the future of talent acquisition. They also touch on the labor market paradox and the need for innovation in recruiting practices. In addition to this, Will Ulmer and Connor discuss various topics related to talent acquisition and the future of work. They explore the concept of talent scarcity and how organizations can overcome it by changing their approach to recruiting. They also discuss the potential impact of artificial intelligence on jobs and the need for regulation to protect workers in the gig economy. Finally, the episode concludes with a discussion on remote work and the importance of creating a positive and engaging work environment. Takeaways·       The contingent workforce sector is evolving, and there is a need for creative thinking and innovation in managing programs.·       MSPs and VMSs are still relevant, but their roles and functions are changing and need to adapt to the evolving industry.·       Talent marketplaces are becoming more popular, and there may be a consolidation in the market as well as integration with other technologies.·       ATSs and current recruiting practices may not be fit for purpose, and there is a need for a more personal and proactive approach to talent acquisition.·       The labor market paradox, where there is full employment but a shortage of skilled workers, requires new strategies and solutions. Organizations should stop accepting the notion of talent scarcity and instead focus on finding the right talent by broadening their expectations and creating job postings that attract potential candidates.·       Artificial intelligence has the potential to positively impact the recruitment process by removing bias and improving efficiency, but its full capabilities are yet to be determined.·       The gig economy is a growing trend, and organizations should embrace it by providing opportunities for gig workers to grow and develop within their organizations.·       Remote work can be a privilege and a benefit, but it may not be suitable for everyone. It is important to consider individual preferences and the need for social interaction and camaraderie.·       The future of work is still being defined, and there is an opportunity for the contingent labor industry to shape it by embracing change and finding new ways to engage and support talent. Chapters00:00 Introduction and Background05:14 Challenges and Goals at Fandool09:26 Considerations for Embarking on an MSP Program15:06 The Future of MSPs and VMSs23:28 The Labor Market Paradox28:47 Improving ATSs and Recruiting Practices33:11 Overcoming Talent Scarcity41:46 The Potential Impact of Artificial Intelligence49:03 Regulating the Gig Economy56:44 The Benefits and Challenges of Remote Work01:01:06 Shaping the Future of WorkConnect with Will:  William Ulmer, CCWP | LinkedIn

Summary Åsa Landqvist, VP for the Nordics at CXC Global, shares insights on her career journey, the challenges CXC solves, the talent market in the Nordics, regulatory environments, and the impact of AI on jobs. She emphasizes the importance of diversity in talent and the need for a wider view of skills and experience. Takeaways Åsa Landqvist's diverse career journey includes experience in advertising, board work, city building, entrepreneurship, and workforce management. CXC Global solves challenges related to global pay rolling, workforce management, and direct sourcing in the Nordics. The talent market in the Nordics is characterized by innovation, high productivity, and a focus on sustainability, requiring top talent to drive innovation and maintain a global setup. Regulatory environments in the Nordics impact labor market flexibility and the management of temporary agency workers, independent contractors, and freelancers. The impact of AI on jobs is seen as an opportunity to create workforce opportunities and requires a balance in its use and programming to ensure human intelligence determines the results. Diversity in talent is crucial for driving innovation, growth, and problem-solving in businesses, emphasizing the need for a wider view of skills, experience, and knowledge. Chapters 00:00 Orsa Lindqvist: A Journey of Diverse Experience 03:47 Challenges and Solutions in the Nordics Talent Market 07:25 Navigating Regulatory Environments in the Nordics 15:19 The Impact of AI on Jobs and Workforce Opportunities  TakeawaysYour story Tell us about talent solutions - the challenges and problems you solve What are the key challenges you face in delivering MSP solutions to global clients? How do you tailor recruitment processes to meet the unique needs of different sectors? Can you share an example of a successful MSP implementation you led and the outcomes achieved? How do you manage stakeholder engagement and ensure alignment with senior leadership? What strategies do you use to drive cost savings and productivity in MSP operations? How has the rise of AI and automation impacted MSP services and workforce management? How do you ensure compliance and consistency across different regions in a global MSP program? What trends do you see shaping the future of contingent workforce solutions and MSP operations? Connect with Åsa on LinkedIn: Åsa Landqvist | LinkedIn

Ready to take your direct sourcing game to the next level? Gain invaluable insights and strategies that will propel your sourcing efforts forward by listening to our webinar.Experts include: Mark Jones, Executive Vice President of AMS, Saleem Khaja, COO & Co-Founder of WorkLlama, and Connor Heaney, Managing Director of  CXC Global EMEA.You'll discover...Proven strategies for successful direct sourcingLessons learned from industry leadersHow to operationalise direct sourcingBest practices to optimise your sourcing processExclusive tips to overcome common direct sourcing challengesConnect with our experts:Connect with Mark: https://www.linkedin.com/in/usmarkjones/Connect with Saleem : https://www.linkedin.com/in/saleemkhaja/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/   

Episode summary: Jon Bennett, CEO of Retinue Solutions, discusses his career journey and the services provided by Retinue. He shares his background in recruitment and the evolution of the staffing industry from transactional to strategic partnerships. Jon also talks about Ryalto, a product that helps frontline workers find flexible shifts and improve communication with employers. The conversation covers topics like talent scarcity, the impact of Brexit and COVID-19, and the role of AI in the future of work. Chapters: 00:00 Introduction and Background01:17 Career Paths in the Staffing and Recruitment Sector07:13 From Transactional to Strategic Partnerships11:05 The Journey of Ryalto19:56 Retinue: Comprehensive Workforce Management Solutions22:26 The Competitive Advantage of a VMS23:01The Four C's Promise26:31The Evolution of the Staffing Sector27:40 The Challenges of Talent Scarcity29:05 The Role of AI in the Future of Work31:19 Reducing Friction in Talent Acquisition43:32 Predictions for the Future of Work Key points discussed:Jon Bennett shares his career journey in the staffing and recruitment industry, from starting as a graduate recruiter to becoming the CEO of Retinue.The industry has evolved from transactional relationships to strategic partnerships, with a focus on providing comprehensive workforce management solutions.Retinue offers a range of services, including managed service provisions, recruitment process outsourcing, statement of work management, talent consulting, and technology solutions.The acquisition of Ryalto by Engage has allowed Retinue to expand its client base and offer a wider range of services. Having their own VMS gives Retinue Solutions a competitive advantage in the market by allowing them to control the delivery, implementation, support, and configuration of their services.Retinue Solutions offers the four C's promise to clients: continuity of supply, compliance, control through tech, and cost reduction.The staffing sector has evolved incrementally rather than experiencing a big bang moment of change.Talent scarcity is a significant challenge in the current workforce, exacerbated by factors such as Brexit, COVID-19, and the cost of living crisis.AI has the potential to significantly impact the future of work, but there is a need to find a balance between utilizing AI for efficiency and preserving the human element in recruitment.Reducing friction in talent acquisition, such as automating processes and creating a seamless experience, will be crucial for success in the future of work.Connect with Jon via LinkedIn: Jon Bennett | LinkedInVisit the Retinue website: Retinue Solutions 

Episode Summary:In this insightful episode of "Steering Ahead," we delve into the complexities businesses face with talent scarcity and the evolving nature of workforce management. Our guest, Marion Van Happen, CEO at HeadFirst Group shares her expert perspectives on how businesses can adapt to and overcome these challenges through strategic planning, the use of hybrid workplace models, and leveraging technology for improved productivity and employee satisfaction.Chapters:00:00 Introduction and Overview of Headfirst Group06:03 Marion's Career Journey and the Acquisition of Impellam Group09:10 Challenges and Solutions in the Human Capital Sector13:26 The Talent Scarcity Crisis and the War for Talent19:38 The Potential Displacement of Jobs by AI23:43 The Benefits and Challenges of Remote Work29:25 The Future of Work and the Transformation of the HR SectorConnect with Marion on LinkedIn: Marion Van Happen | LinkedInVisit the Headfirst Group website: HeadFirst Group - Connecting PeopleKey Points Discussed:The Changing Landscape of Jobs: Connor and Marion discusses the transition from traditional roles, such as data entry, to more technology-driven roles that require new skill sets and understanding. She emphasizes the importance of adapting job roles to enhance both productivity and work satisfaction among employees.Hybrid Work Environments: The shift towards remote work has been significant, especially under the global shift induced by the pandemic. Marion provides insights into how the Headfirst Group has successfully implemented a hybrid work model that aligns with their core values of learning, connection, and customer-first approaches.Talent Management Across Borders: With a focus on the large enterprise segment, Marion speaks on the necessity for companies to broaden their talent search beyond local markets. This segment explores the benefits and challenges of sourcing talent internationally, given the legislative and practical constraints.HR as a Traditional yet Evolving Field: Highlighting the inherent traditionalism within HR, Marion discusses how trust and interpersonal relationships still play a crucial role in business. She also points out the need for the HR sector to embrace technological advancements to stay competitive and efficient.Vision for the Future: Closing the discussion, Marion shares her optimistic vision for the future of work. She underscores the importance of continuous improvement, partnerships, and global ecosystem expansion to create an effective, modern workforce strategy.Closing Thoughts:Marion's experience and the strategies discussed provide a roadmap for business leaders dealing with workforce challenges. This episode not only addresses the complexities but also charts a pathway towards a more dynamic and integrated workforce solution.

Ready to take your direct sourcing game to the next level? Gain invaluable insights and strategies that will propel your sourcing efforts forward by listening to our webinar.Experts include: Mark Jones, Executive Vice President of AMS, Saleem Khaja, COO & Co-Founder of WorkLlama, and Connor Heaney, Managing Director of  CXC Global EMEA.You'll discover...Proven strategies for successful direct sourcingLessons learned from industry leadersHow to operationalise direct sourcingBest practices to optimise your sourcing processExclusive tips to overcome common direct sourcing challengesConnect with our experts:Connect with Mark: https://www.linkedin.com/in/usmarkjones/Connect with Saleem : https://www.linkedin.com/in/saleemkhaja/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/   

On this episode of The Open Talent Report, Connor Heaney talks to Christoph Niebel, former Global President of Pontoon Solutions and C-level leader at the Adecco Group.For the last 20 years Christoph has been partnering with Global 2000 HR and External Workforce leaders to make change that matters. He is known for pushing boundaries and sparking innovation in talent management and workforce solutions.At the heart of Christoph's philosophy lies a commitment to reimagining the nexus between work and talent. He champions a shift from traditional employment paradigms to leading work, emphasising the importance of unlocking the potential within organisations and individuals alike.In this episode, Connor & Christoph discuss:2:55 Should the external workforce sector be called an industry?5:13 MSPs – the default option?7:11 Are MSPs the future? Could they be done a different way?11:44 Christoph's story20:41 The journey from an individual contributor to leader – was it difficult?26:00 Fetishisation of failure28:13 Work-life balance35:56 Can platform work be regulated? Can more be done to help low choice, no choice gig workers?43:14 AI and its impact on jobs54:32 Has the staffing sector had its big bang moment? If it's ripe for disruption, what does that look like?1:00:27 Labour market shortage – how can it be solved for?1:07:58 Remote work – good, bad, ugly or indifferent?1:11:24 Future of work predictionsConnect with Christoph: https://www.linkedin.com/in/christophniebel/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/    Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney speaks to Maarten Hansson, Global Head of Integrated Workforce Management at Novartis.Novartis is an innovative medicines business that improves and extends the lives of those facing serious disease.Maarten looks at the company's whole workforce ecosystem and creates an integrated global talent supply chain using external and internal talent.His approach is to look at organising work, rather than hiring people, and to consciously consider both location and any available sources of talent. One specific example is Novartis's commitment to hire 150 refugees. Before, he was head of workforce strategy at Philips, where he designed a total workforce strategy.In this episode, Connor & Maarten discuss:2:08 Maarten's story4:51 Soldiers as employees, contractors 8:42 Can organisations make it easier for people to be hired? Where can they improve? 11:47 The problems and challenges Maarten solves at Novartis15:10 Resource demand planning – has Maarten seen anything impressive?18:50 Direct sourcing – does it work with different job families?23:14 Does a total talent tech exist? 29:31 The labour market paradox – how to solve it32:38 Specific talent pools 36:50 Can talent marketplaces help solve talent scarcity? How can they reassure enterprises they understand risk? 41:34 Remote work – curse or cure? 46:19 AI, automation and job displacement 52:30 Future of work predictions55:33 Would apprenticeships for well-paid trades attract young people?57:36 Resources that inform Maarten's thinking on workConnect with Maarten: https://www.linkedin.com/in/maartenhansson/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/   Visit Novartis's website: https://www.novartis.com/Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney speaks to Tom Davenport, Managing Director of Alvius. Alvius is a leading technology company which provides VMS and talent pooling technology solutions to staffing, recruitment, and jobs businesses.Tom is a 3-time founder. He has also been a consultant for PWC, an Innovation Advisor for the Tesco Group and a soldier in the British Army Reserve. In this episode, Connor & Tom discuss:2.11 Tom's story – how he became an MD at Alvius 8.15 In the era of talent pools and talent marketplaces, why are recruitment and staffing agencies still in business?18.31 The fetishization of failure and Tom's learnings from failure 23.23 The journey of raising money 29.14 The challenges Alvius solves 35.12 The talent scarcity crisis – how can technologies like Alvius's solve this? 45.05 Is there a role in matching talent outside a country's borders? 50.05 AI and jobs displacement 54.48 Predictions for future of workConnect with Tom: https://www.linkedin.com/in/tom-davenport-8a35011a/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/   Visit Alvius's website: https://alvius.com Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney speaks to Terri Gallagher, CEO at Gallagher and Consultants. She is also an author and speaker. Terri created Walt Disney World's first contingent workforce program, and grew her expertise working for the largest Global MSP/Staffing companies in the world.  She then started her consultancy firm to break the standard paradigms of traditional contingent workforce solutions.Gallagher and Consultants employ an emerging model of alternative workforce management, the Adaptable Talent Program approach (ATP), to help businesses manage and optimise their contingent workforce. In this episode, Connor & Terri discuss:3:56 Terri's story7:01 Entrepreneurial journey difficulties learnings12:01 The problems and challenges Gallagher and Consultants solve16:30 Are staffing companies ripe for disintermediation by newer tech providers?18:50 Are large MSP's and VMS's at risk from talent marketplaces?22:34 Direct sourcing – why are companies not buying it?25:45 Gallagher and Consultant's Adaptable Talent Program29:06 The talent availability problem – why do we have it and what can we do about it?37:42 How do we bring deskless workers into remote working?40:44 Future of work predictionsConnect with Terri: https://www.linkedin.com/in/terrigallagher3/  Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/    Visit Gallagher and Consultant's website: https://www.gallagherandconsultants.com Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney speaks to Jon Holden, CRO at Aventi Solutions. Aventi Solutions is a specialist SAP Fieldglass partner who advises large corporates on their extended workforce strategies. Jon has had an astronomical career in the human capital sector working for many companies including Services and software companies such as IQNavigator and Beeline. In this episode Connor & Jon discuss:Jon's storyWhat Aventi Solutions doNew entrants entering the extended workforce platform market – is it time for some competition?Are SAP Fieldglass and Aventi working to combine single point solutions into one application?Resource demand planning and strategic workforce planningWhy do we have a talent availability crisis and what can we do about it?Are large enterprises starting to look at global talent pools?Is there an opportunity for talent marketplaces to work with enterprises? Would this be a threat to MSP's and VMS's?AI and its impact on jobsRemote work – good or bad?Predictions for future of workConnect with Jon: https://www.linkedin.com/in/jonholden71/  Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Aventi's website: https://aventisolutions.com/ Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to Mark Zolkos, Managing Director of Enterprise Strategies and MSP Alliances at Flextrack. Flextrack offers a next generation vendor management system to help businesses acquire, engage and manage their external workforce. Mark has a wealth of knowledge around VMS's and has seen many changes over the years.In this episode, Connor & Mark discuss:Mark's storyKey takeaways from Jamiel's (Tapfin's Colonel) leadership styleThe challenges Flextrack solves & how it's VMS is differentThe history, evolution & future of VMS's The talent scarcity problem – how can we solve it?Has the education system evolved enough to prepare us for the future?Talent screening – are we too harsh & over-screening?Talent marketplaces – why have large enterprises not adopted them?AI – negative or a force for good?Remote work – concerning or good?Predictions for future of workConnect with Mark: https://www.linkedin.com/in/mark-zolkos-09b65b3/  Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Flextrack's website: https://www.flextrack.com/ Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to John Riordan, Chairman of Grow Remote and Board Director at Boundless and Otonomee.John is an avid supporter of working remote-first. Throughout his career, he has worked for large and well-known businesses such as Virgin Atlantic, Apple and Shopify, helping them implement remote working in contact centre customer service. During the episode Connor & John discuss:John's storySetting up a contact centre customer service remote work model at Virgin AtlanticRemote work and being remote-firstWhat is driving return to office mandates?Labour Market Paradox and talent scarcity crisis – how can this be tackled?Africa – the solution to the demographic drought?HR tech – bubble or not?Predictions for the future of workWhat Grow Remote doesConnect with John: https://www.linkedin.com/in/johncriordan/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Grow Remote's website: https://growremote.ie/Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor speaks to John Winsor, Chairman and Founder of Open Assembly, Visiting Executive at Harvard Business School and Author. John recently co-authored a book called Open Talent: Leveraging The Global Workforce to Solve Your Business Challenges. This is his sixth book. During the episode Connor & John discuss: John's storyThe speed of larger enterprises adopting freelancers and independent workers not as fast as expected – why?Company budgets – do people consider freelancers?Remote work and its influence on attrition rateOpen Assembly – what it is and the challenges it solvesThe main frameworks and key principles in John's bookThe force multipliers for the Open Talent ModelThe compliance challenge with large enterprises and how Open Assembly helpAI Predictions for future of workConnect with John: https://www.linkedin.com/in/johntwinsor/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Open Assembly's website: https://open-assembly.com/ Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor speaks to Sonya Shelton, Founder of Executive Leadership Consulting. Executive Leadership Consulting aligns an organisation's business strategy with its culture to make it a successful business, as well as a fulfilling place to work. Sonya has founded 3 profitable companies, is a contributing writer to Forbes and previously worked as Head of Global Employee Communications at the Walt Disney company. She is also the author of “You're an Executive But Are You a Leader?”, a number 1 Amazon bestselling book that shares leadership tips and success stories. During the episode Connor & Sonya Discuss:Sonya's storyHer experience at Disney when it faced conflict & a culture transformationShould companies include family as a value, or is it dangerous?The key principles of her bookThe common struggles leaders have & how she helpsImposter syndrome – is this common?Is work life balance possible with remote work?The labour market paradox – what can we do to mitigate talent scarcity?A skills-based internal hiring approachRemote work & self-disciplineAI, automation & its positive impact on jobsCult of the Founder Future of work predictionsConnect with Sonya: https://www.linkedin.com/in/ceosonyashelton/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Executive Leadership Consulting's website: https://executiveleader.com/ Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to Jill Bassett, Solutions Advisory Expert at SAP Fieldglass. SAP Fieldglass is a cloud-based global vendor management system designed to automate the whole process of finding, procuring, and managing external talent for organisations. Previously, she was a board member at The Manpower Group.During the episode Connor & Jill cover:Jill's storyHow she found the change from pure place staffing to strategic talent solutions sideFirst board meeting experienceImposter syndromeThe transition from Manpower boardroom member to new role at SAP FieldglassThe problems & challenges SAP Fieldglass solvesDemand forecastingEvolution of the staffing sectorCould staffing companies be disintermediated by talent marketplaces?Labour market paradox – how can this be solved?Traditional education system & jobs of today mismatchRemote work – curse or cure?Jobs displacement – AI & automationFuture of work predictionsConnect with Jill: https://www.linkedin.com/in/jillbassett1/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit SAP's website: https://www.sap.com/Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to Nadia Vatalidis, Head of People and Culture at TestGorilla which offers skills-based assessments designed to identify the best candidates and make your hiring decisions faster, easier, and bias-free. Nadia is also an Advisory Board Member at several high growth tech companies. She is at the forefront of many leading success stories when it comes to remote working, async working and global mobility. During the episode Connor & Nadia cover:Nadia's storyThe transition from founder to working for a companyWhy is there growth in EOR, AOR & payroll platforms?African talent pool – why is it overlooked & what can we do about it?Talent demand & talent supply mismatch – why & how can we solve it?Talent screening – skills-based hiringRemote work – good or bad? Automation, AI & job displacementPredictions for future of workTestGorilla – what it does & the challenges it solvesConnect with Nadia: https://www.linkedin.com/in/nadiavatalidis/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/ Visit TestGorilla's website: https://www.testgorilla.com/ Visit CXC's website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to Mel Mallinak, Executive Director of Business Development at The Populus Group. The Populus Group specialises in workforce management solutions for small, medium to Fortune 100 companies, including payroll, IC compliance, MSP, recruiting and foreign national sponsorships.During the episode Connor & Mel discuss:Mel's storySacrifices & work-life balanceWhat challenges The Populus Group solvesGrowth in payroll & IC compliance in the market – why?The situation with independent contractor compliance misclassification in the USATalent scarcity – the reason for it & how it can be solvedTax arbitrationIR35 for independent contractors – is anything similar in the USA?Talent screeningAutomation & AI – a force for good than more harm?Remote working – curse or cure?High investment in HR tech platforms and services in recent years – why? Predictions for future of workConnect with Mel: https://www.linkedin.com/in/mel-mallinak-4572548/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit The Populus Group's website: https://www.populusgroup.com/ Visit CXC's website: https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Rob Marley, Executive Director of Operations at Allegis Global Solutions (AGS). AGS builds global workforce solutions that help companies transform people into a competitive business advantage.For AGS , it is not merely a matter of filling seats. Their approach revolves around designing workforces that are purposefully aligned with their missions. By constructing a workforce that harnesses human enterprise, AGS ensures that every employee contributes to making a significant impact.During the episode Connor & Rob cover: Rob's StoryThe Evolution of MSP SectorIntelligent Workforce PlatformResource Demand Planning EfficiencyUniversal Workforce ModelAfrica - Solution to Talent Scarcity?Remote Work - curse or cure?Health & Wellbeing at WorkplaceAutomation & Job DisplacementWorkforce Transformation – Look into the FutureConnect with Rob: https://www.linkedin.com/in/rob-marley-96740253/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit AGS website: https://www.allegisglobalsolutions.com/enVisit CXC website:  https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Rory Spanier, COO of 360 Talent Solution that offer integrated MSP solutions for clients of any size, irrespective of domain. Rory is a Workforce Solutions Expert specializing in MSP, Direct Sourcing and Independent Contractor Solutions.During the episode Connor & Rory cover: Rory's StoryTips: MSP Provider & Buyer RelationshipLarge MSP Program FlexibilityFMS - Why aren't they adopted by the enterprises?Talent Shortage: Marketplaces & Enterprises DisconnectWhat opportunities is 360 Talent Solutions creating?Talent Scarcity - Why it's happening and how to solve it?Automation & Job DisplacementAfrica - Hidden Talent Pool?Future of Work PredictionsConnect with Rory: https://www.linkedin.com/in/rory-spanier-ccwp-2b34801/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit 360 Talent Solutions website: https://360talentsol.com/Visit CXC website: https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Tomas O'Farrell, Co-founder & CEO of Workana, an established tech startup that helps startups and tech-companies get matched with selected, remote, full-time developers from Latin America.During the episode Connor & Tomas cover: Tomas's StoryWhat problems Workana is solving?US - Interest for Overseas TalentEqual Opportunity to WorkAfrica - Hidden Talent PoolLabour Market Paradox - How to resolve it?Education for the Future of WorkFinancial Services for FreelancersPerks & Benefits for FreelancersRegular Job OpportunityWorking with Large EnterprisesAutomation & Job DisplacementHR Tech - Bubble or not?Inspiration behind the WorkanaWork-life balanceFuture of Work Predictions Connect with Tomas: https://www.linkedin.com/in/ofarrell/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Workana website: https://www.workana.com/enVisit CXC website:  https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Robert Jordan, book author and CEO of InterimExecs, which matches top executives with companies around the world. Based on research with thousands of leaders and companies, he and Olivia Wagner wrote Right Leader Right Time: Discover Your Leadership Style for a Winning Career and Company.During the episode Connor & Robert cover: Robert's StoryWhat problems Interim Execs is solving?Leadership Roles Expiration DateInspiration behind the book4 Leadership StylesCompany Culture in the Remote EraWork During PandemicLabour Market Paradox - How to solve it?USA Companies - Hiring Remote WorkersPrediction for the Future of WorkConnect with Robert: https://www.linkedin.com/in/robertjjordan/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Interim Execs website: https://interimexecs.com/Find out more about Robert's book: https://www.amazon.com/Right-Leader-Time-Discover-Leadership/dp/1722505672/ref=sr_1_3?crid=3GVQQN375PN6F&keywords=right+leader+right+time&qid=1644364968&s=books&sprefix=right+leader%2Cstripbooks%2C72&sr=1-3 Visit CXC website: https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Julia Hobsbawm, award-winning and bestselling author, columnist for Bloomberg, speaker, consultant and broadcaster on future of work. Julia recently published her sixth book “The Nowhere Office: Reinventing Work and the Workplace of the Future”. Tune in to find out more about Julia's book, along with:Julia's StoryThe Nowhere Office Remote work - Not “one-size-fits-all”Adjusting Central Business DistrictsOffices with Living QuartersDeskless vs. Knowledge Workers (in)equalityTalent Scarcity - What's driving it?Automation & Jobs DisplacementEducation for the Future of WorkDiscrimination in the Labour Market  Connect with Julia: https://www.linkedin.com/in/juliahobsbawm/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/ Buy Julia's book: https://www.amazon.com/Nowhere-Office-Reinventing-Workplace-Future-ebook/dp/B09CPNSNT8?ref_=ast_author_mpbVisit CXC website: https://www.cxcglobal.com/ 

On this episode of The Open Talent Report, Connor Heaney talks to Darren Morris, Managing Director at CXC Australia. Darren is an expert in contingent workforce management, EOR & AOR.  During the episode Connor & Darren discuss: Darren's StoryThe Evolution of StaffingCandidate Experience AI & Chat GPT Discrimination in the Labour MarketTalent Scarcity Crisis - How to solve it?Education for the Jobs of the FutureRemote work - Are offices dead? Automation & Job DisplacementHR Tech - Bubble or not? Connect with Darren: https://www.linkedin.com/in/darrenjmorris/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit CXC website: https://www.cxcglobal.com/

On this episode of The Open Talent Report, Connor Heaney talks to Mike Smith, Chief Executive of Randstad Enterprise with over 18 years of experience in the talent acquisition industry. Mike's focus is on building long-term strategic relationships with the world's largest corporations, helping to solve complex talent challenges and creating sustainable business value and agility. During the episode Connor & Mike cover: Mike's StoryInspiration to Work in the IndustryRandstad's Talent Trends Report - Key FindingsHow to Approach Resource Demand Planning?Labour Market Paradox - How to resolve itFinding Talent: Digital Blockchain PilotThe Evolution of StaffingAutomation and Jobs DisplacementHR Tech - Bubble or not?What is in store for the Future of WorkConnect with Mike: https://www.linkedin.com/in/michaeljohnsmith/Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/Visit Randstad Enterprise website: https://randstadenterprise.com/ Visit CXC website: https://www.cxcglobal.com/