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UNIFIED WORKFORCE OPTIMIZATION PROPRIETARY AND CONFIDENTIAL TALENT IN THE NEW WORLD OF WORK
UNIFIED WORKFORCE OPTIMIZATION
PROPRIETARY AND CONFIDENTIAL
TALENT IN THE NEW WORLD OF WORK
Topics
The Problem
Lessons From The Front Line
Brightfield Unified Workforce Optimization
About Brightfield
Brightfield in summary
Data Standard of Extended Workforce
Data Analytics Platform
Leading Extended Workforce Insight
Advisory SupportSaaS Analytics Product Pioneering the Extended Workforce
02
B2B Digital Talent Data Marketplace
01
Domain, Data Science & Artificial Intelligence Expertise
03
Brightfield offers extended workforce system of intelligence
Pricing Cost Visibility Supplier Visibility Cost ManagementRecruitmentManagement
Performance Management
What’s the market value of the work?
What is my company paying for that work?
Which supplier(s) are we over/
under-paying?
How do we align optimal rates to workforce mix?
How can recruiters deliver most efficiently?
How do I manage the quality of the output?
Unique Business Insight Tools to Drive Performance
• Dedicated Extended Workforce Experts
• 150+ Years Combined Niche Expertise
• 300K Hours of Professional Services
• 300+ Members 80% of Top MSPs
• $300B of Extended Workforce Transactions
• 40% of all Contingent Workforce Spend
Leading CIOs are asserting control over workforce strategy and supplier processes…
…traditionally delegated to HR and Procurement
Digital transformation programs are at center stage
62%
82%
2018 2019
Percentage of CEOs with a Digital Business Transformation Program
Source = BainSource = Gartner
81%84%
0%
20%
40%
60%
80%
100%
Global CIOs US CIOs
CIOs also feel pressure on cost reduction and the “Save to Transform” playbook
CIOs UNSuccessful inMeeting Cost Targets
Source: WSJ. Deloitte. April 2019.
71%
84%
0%
20%
40%
60%
80%
100%
Global CIOs US CIOs
CIOs Focused on Cost Reduction Within Next 24 Months
Source: WSJ. Deloitte. April 2019.
The current way of enterprises solving talent problem is inefficient
Pressure To Solve All Problems At
Once
Insufficient Ownership By
Senior Executives
Disconnected Talent
Portfolio
Uneven Visibility Into Talent Supply
Workforce mix is changing
37%50%
Extended Employee
2017 2027
TOTAL TALENT MIX
200MILLION
TODAY’S GLOBAL EXTENDED WORKFORCE
350MILLION
2027 GLOBAL EXTENDED WORKFORCE
Non-employee workforce is a large, growing, and strategic element of digital transformation
CIOs are looking to optimize across all types of workers
The Unified Workforce
The Extended Workforce The Employee Workforce
Temporary workers assigned through
staffing agency
Independent contractors or self-employed workers
Workers engaged through a Statement of Work (SOW)
contract
Temporary workers sourced directly
CIOs are using AI/predictive analytics to answer…
1. How are specific skills trending across all the workers we use?
2. Where are we paying very different amounts for the same work? How much inefficient spending is hidden in consulting/SOW contracts?
3. What are the tradeoffs for a specific open position that could be filled with a variety of worker types?
4. Which of our temporary positions should be converted to permanent ones, and vice versa?
1
5
4
2
3
De-average The Problem
Push For Integrated Demand Planning
Define The Work, Not The Job
Unify Workforce Supply Visibility
Elevate The Stakeholder Conversation
Lessons
Lessons from the front
1 De-average The Problem
Focus on digital initiatives
50%50%
IT Category All Others
A recent survey of both CPOs and CHROs said that the CIO/CTO was their most important internal customer.
The average IT workforce at a large enterprise is well over 50% of extended workers.
Source: Brightfield Research
Services Procurement Spend by Category
Looking for a developer/architect with at least 3 to 4 years experience for an enterprise mission critical application operational area to design and rewrite a Java/Oracle Billing solutions.
Java, PL/SQL, Web Services (SOAP/REST), JSP. Java coding (must be able to read Java code), and strong Oracle database 10g/11g. Should have a strong drive to design, build, develop and understand application architecture. Good discipline (best practices, source code, version control, and exposure to large Industry level experience. Hands on working experience on writing Java Web services (SOAP & REST).
3-4 years of experience with STRUTS 2.x Framework. 3-4 years of experience with Spring Framework.
Job Description
Hard Skills
Experience
Job Level
2 Define The Work, Not The Job
Consider hard skills and experience to define the job
Job Titles + Experience + Time To Hire
Geographies +
Skills +
Source Type
BILL RATES
3 Elevate The Stakeholder Conversation
Communicate in the language of the business
3 Elevate The Stakeholder Conversation
Communicate in the language of the business
MSP SuppliersTalent
Networks
Direct Sourcing
Source: Brightfield Live Poll of 80 Procurement Executives, ProcureCon Minneapolis.
72%
28%
Inhouse/Hybrid Outsourced
4 Unify Workforce Supply Visibility
Create a unified workforce view for continuous monitoring and management of supply flows and performance
Distribution of program management models in next 3 years
Disconnected
FTE Developers CW Developers
Integrated
Developers Architects
• 32% reduction in Time to Fill • 21% improvement in hiring manager satisfaction• 10% hard dollar savings through efficiency gain
Illustrative
5 Push For Integrated Demand Planning
Integrate talent supply sources to gain maximum efficiency
Source: Brightfield Research
19
Illustrative
Link Top-down Workforce Strategy To
BU Operating Plans
Connect BU Workforce Strategy To Budgets
Ensure Talent Recruiting/Sourcing Needs Alignment to
Budget Targets
Optimize Right Talent, Right Price, Right
Channel and Right Source
Secure More, Better Talent with Optimal
Spend
Why Scale Unified Workforce Optimization?
Hiring Manager
What End State Are We Working Towards?
Role: Software DeveloperSkill: Java
FTE Buy
CW
BPO
RPA
Fillability Price QualityStrategy
Alignment
70%
85%
15%
35%
$95
$80
NA
$120
Very High
Speed
High
Low
Medium
✓
NA
Recommended Course of Action
JobManagement
Rate Management
Supplier Management
Workforce Management
Budget Management
Contract Management
• Skills / Roles Inventory• Taxonomy Mapping• Job “Fill-a-bility” / Sourcing Risk Scoring• Job Leveling Automation• Job Automation Readiness
• Rate Card Design• Rate Benchmarking• Rate Assessment• Sourcing Channel Management
• Performance Scoring / Remediation• Productivity and Utilization Monitoring• Quarterly Business Review (QBR) Automation• Rebates and Discount Management
• Demand Forecasting• Skills Trending• Job Requisition Routing• Unified Workforce
• Unified Workforce Budgeting and Planning
• Workforce Mix Management
• Worker Conversion Analysis
• Document Centralization• MSA/SOW Interpretation / Classification• Misclassification Risk Monitor• Cost Overrun Identification / Remediation
End-to-End Solution For Unified Workforce Management
