In this insightful interview, Stephen Fedor, a seasoned expert in Contingent Labor and Certified Contingent Workforce Professional (CCWP), delves into the transformative impact of AI and other emerging technologies on workforce management. Having implemented solutions like SAP Fieldglass and Workday VNDLY for over 300 clients, including 40 Fortune 500 companies, Stephen shares his unique perspective on the evolution of the VMS industry, the potential of platforms like Network, and the crucial role of innovation in shaping the future of staffing and the gig economy.

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What inspired you to join Network, and how does Network align with your vision for empowering talent and optimizing workforce operations? 

I was first introduced to Network by two of the co-founders in 2022, when I was working as a contingent labor workforce consultant. Within 15 minutes of the demo, I knew that the company was something I wanted to be part of.  Seeing AI-powered technology that gives hiring managers the ability to create talent pools that include internal and agency workers; to submit a single request for multiple roles; and to match qualified, best-fit talent to roles instantly, I thought, “This could revolutionize the staffing industry.” 

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How do you see AI and other emerging technologies shaping the future of workforce management and the gig economy?

Every leader should be asking themselves, “How can we leverage AI to make our company more efficient?” When used effectively, AI can benefit companies in many ways, including:

• Procurement - simplifying work order requests and automating labor pools so you can prioritize preferred talent/suppliers; instantly matching the right candidates to roles based on skills, credentials and availability
• Engagement - automation of work order processing; automation of orientation or other trainings; easily identifying skill gaps within your workforce and giving opportunities to cross-skill or up-skill your employees
• Cost control - automation of invoice adjustments and contracted rates with suppliers; enabling same-day pay to contingent workers; real-time insight into labor spend across internal and external suppliers 

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Where does the VMS industry need to go in order to stay relevant? 

For the last several decades, HR departments and contingent labor programs have maintained separate budgets, resources, and databases. HR departments traditionally operate within a HRIS while contingent labor programs oversee vendor relationships within a VMS. There needs to be more collaboration and transparency between the two. 

80% of the contingent labor market is managed by MSPs, with only 20% being self-managed. Regardless of who is managing it, programs aim to avoid additional expenses as they expand. However, higher contingent labor spend often indicates company growth, as more people are needed to do more work. Incorporating AI into contingent labor processes is crucial. AI-powered matchmaking can help ensure staffing operations are on track (vs. being under- or over-staffed). Automating talent pools in one location can also give leaders real-time insight into labor spend, so they can better control their expenses. 

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Where do VMSes fall short and where is there opportunity to fill those gaps? 

VMSes have historically focused on professional service roles, because those requests were more profitable for the supplier and because standardized processes within the staffing industry benefited both the supplier and the client. However, VMSes fall short in addressing shift-based or blue collar jobs, which tend to have high turnover and time-sensitive requirements; VMSes simply can’t move fast enough to fill these roles. Additionally, VMSes’ desktop-centric nature limits accessibility for hiring managers who rely on mobile devices. Adapting VMSes to cater to diverse roles, enhance mobile accessibility, and streamline onboarding processes will give them the ability to meet the evolving demands of the modern workforce. 

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Could you provide insights into the features and benefits of Network that set it apart from other workforce management platforms in the market? 

Network offers several unique features that other platforms don’t:

• AI-created talent pools, which takes the manual work out of  scheduling 
• Bi-directional performance feedback between workers and employers, to ensure best-fit talent on every shift 
• Geo-fencing and QR codes, to ensure workers arrive on-time and simplify time & attendance  
• Direct sourcing and agency distribution strategies are supported
• iOS and Android mobile apps for both hiring managers and workers

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