Webinar Recap: The Link Between the Future of Work and Contingent Workforce Management

Wednesday, February 14, 2018

Last month, I had the honor of joining Workforce Logiq on a webinar, The Link Between the Future of Work and Contingent Workforce Management, that discussed the often-overlooked link between the continued growth and criticality of contingent workforce management (CWM) and perhaps the hottest concept in 2018, the Future of Work.

The Future of Work, which I define as the amalgamation of various strategies, approaches, and new technologies that shape and innovate how work is addressed and done, has fast become the most-talked-about attribute in the new world of work. And, rightfully so: with the arrival of new and exciting innovations, along with a general shift in how work is done (with a bigger focus on talent), now is a good time to discuss how the fundamentals and the evolution of CWM holds a strong link to the very concept of the Future of Work.

During the webinar, I was joined by Workforce Logiq’s Chief Operating Officer, Matthew Levine, for a thrilling discussion and roundtable that hit upon a number of exciting ideas. I’d like to hone in on three of those points in this exclusive event recap.

  1. Innovation will continue to shape how work is done. From artificial intelligence and machine learning to blockchain and augmented reality, innovation is the foundation of the Future of Work. One major point discussed during the webcast: technology is a major piece of the Future of Work puzzle, and, to ultimately solve the question of the day (“How does work get done?”), companies will turn to solutions and automation that can optimize all facets of work.
  2. Now is the time to structure CWM programs to better prepare for a future work state. As the webinar discussed, there is a major link between CWM and the Future of Work: talent! Specifically, how talent engagement has been transformed and “consumerized” over the past year. To effectively reach a Future of Work state that allows a company to achieve business agility, companies must tap into new outlets of talent (such as marketplaces and online talent platforms) and ensure that these are regulated and effectively managed under the greater contingent workforce management program.
  3. There are more big changes to come in the world of work. A year ago, nearly 38% of the average company’s workforce was considered “non-employee.” Today, that number is 40%. Right now, 13% of organizations are currently leveraging artificial intelligence and machine learning functionality; in two years, that number will grow to 55%-to-60%. See the pattern? The world of work is a state of flux: that is, it is constantly evolving and shifting to meet market demands and to meet the standards of business today (such as “agility”). Matthew and I discussed during the webcast that there are more big changes to come in the world of work, and for organizations to expect the Future of Work model to drive major transformation around how work is ultimately optimized.

Watch a recording of the webinar, The Link Between the Future of Work and Contingent Workforce Management, if you missed it, and be sure to stay tuned to Ardent Partners’ research for new developments within the Future of Work.

Christopher J. Dwyer is vice president of research at Ardent Partners and one of the world’s foremost spend management experts and leading authority on contingent workforce management. He is a premier thought leader in the contingent workforce industry and has been featured in USA Today, Forbes, CNBC, and other business publications. Christopher welcomes your comments at, on LinkedIn, or Twitter.

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