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:

1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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:

1. [00:00-05:00] Welcome and Introductions
   • Meet the host and panelists.
   • Overview of the podcast topic: global talent management and compliance challenges.
2. [05:01-15:00] The Rise of the Contingent Workforce
   • Why businesses are turning to contingent workers.
   • Key drivers: flexibility, cost-efficiency, and scalability.
3. [15:01-25:00] Understanding Employment Compliance Across Borders
   • The complexities of navigating international labor laws.
   • Real-world examples of compliance challenges.
4. [25:01-35:00] Emerging Trends in Global Employment
   • The rise of Employer of Record (EOR) solutions.
   • How technology is reshaping talent management.
5. [35:01-45:00] Practical Strategies for Success
   • Best practices for managing compliance and risk.
   • Insights into creating a resilient and agile workforce.
6. [45:01-50:00] Audience Q&A
   • Expert answers to audience questions on global talent management and compliance.
7. [50:01-End] Closing Remarks and Key Takeaways
   • Final 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.

Takeaways

• Tim 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.

Chapters

00:00 Introduction to Tim Masson and Raise

01:30 Tim's Journey to CEO: A Family Legacy

10:23 Raise: Transforming Staffing through Technology

14:03 The Teal Operating System: Self-Management at Raise

27:39 B Corp Certification: Purpose Beyond Profit

29:49 The Power of Purpose-Driven Business

31:29 Understanding Direct Sourcing

40:29 The Future of Staffing and Disintermediation

52:35 AI's Impact on Jobs and the Future of Work

01:00:09 Hope for Meaningful Work in the Future

You 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.

Takeaways

• WorkLama 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.

Chapters

00:00 Introduction and Overview of WorkLama

02:30 The Evolution of WorkLama and Direct Sourcing

06:07 Understanding Direct Sourcing and Its Components

12:26 The Role of Technology in Direct Sourcing

16:30 Disruption vs. Complementarity in the Talent Ecosystem

22:02 Commercial Models for Direct Sourcing Technology

31:27 Evolving Commercial Models in Talent Acquisition

34:54 The Future of Talent Channels

39:50 Putting Talent First in a Scarce Market

44:55 Navigating the Funding Landscape for Tech Companies

48:55 The Role of AI in Talent Management

56:00 Predictions for the Future of Work

You can connect with Saleem here: https://www.linkedin.com/in/saleemkhaja/

You can visit the Workllama website here: https://workllama.com/