As we look ahead to 2025, we've gathered insights from leading voices across the contingent workforce ecosystem—including industry analysts, staffing experts, and solution providers—to understand the trends shaping the future of vendor management systems and shift-based labor. These predictions and observations come from conversations with trusted partners who work daily with enterprises managing complex contingent workforces, staffing firms adapting to new market dynamics, and technology providers building next-generation solutions.

The frontline and staffing industry continues to evolve, shaped by advances in technology and changing worker expectations. As businesses face increasing pressure to optimize their extended workforce while staying compliant with complex regulations, the role of Vendor Management Systems (VMS) has become more crucial than ever. The rise of flexible work arrangements, combined with sophisticated AI capabilities and mobile-first technologies, is creating new possibilities—and challenges—for organizations managing contingent labor.

"The biggest shift in scheduling preferences is the increasing expectation for micro-shifts or fractional workdays," notes Mickey Pelletier from CWM Strategies. "Workers are seeking ways to fit shifts into their lives rather than restructuring their lives around shifts." This fundamental change in worker expectations is pushing the industry to adopt more flexible, worker-centric approaches to contingent staffing.
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Compliance Automation Is No Longer Optional

In today's complex regulatory environment, manual compliance tracking has become virtually impossible. The sheer volume of requirements—from worker classification and visa status to labor laws and industry-specific regulations—demands a more sophisticated approach.

"Expect heightened regulatory pressure and compliance requirements to shape the contingent workforce," warns Esposito. "Organizations that aren't already investing in compliance automation risk incurring legal and financial penalties." Modern VMS platforms are rising to meet this challenge, with solutions that can automatically audit worker classifications, track credentials, and ensure adherence to an ever-growing list of regulatory requirements.

What this means for your operation:

• Your VMS must automatically track work eligibility and visa status in real-time
• Systems need to flag expired credentials before they impact operations
• Automated audit trails will become essential for labor law compliance
• New predictive scheduling laws may mandate advanced notice or compensation for changes
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Mobile-First: Meeting Workers Where They Are

The shift toward mobile-first platforms isn't just about convenience—it's about staying competitive in recruitment and retention. "To stay competitive, organizations must embrace agility in managing shift expectations, communicate clearly and ensure financial competitiveness to attract and retain talent," advises Candice Hammer at WingStrategies.

Essential mobile capabilities:

• One-click shift acceptance and swapping
• Real-time schedule visibility across locations
• Integrated time tracking and attendance
• Push notifications for urgent staffing needs
• Multi-language support with AI-driven translation
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Adaptive Scheduling Becomes Standard With Multi-Site Operations

The ability to manage resources dynamically across locations has become critical. Modern VMS platforms now incorporate data-driven scheduling systems that respond to real-world conditions. The impact extends beyond basic automation, creating measurable improvements in how organizations handle complex scheduling challenges. "Leading operators are using dynamic scheduling platforms that provide real-time shift availability, auto-approve policy-based changes, and facilitate instant communication between managers and frontline teams," notes Scott Ortes from Suna. These platforms enable 'micro-departments' or cross-functional pools of employees who can fill shifts across different roles, reducing coverage gaps while maximizing workforce utilization.

How to prepare:

• Create standardized role definitions across locations
• Set up cross-location worker pools with clear qualification tracking
• Implement mobile-first communication systems for instant deployment
• Establish backup employee rosters and on-call systems
• Define clear rules for auto-approval of schedule changes
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Data-Driven Workforce Planning

"In 2025, a VMS that can accurately predict future workforce needs based on historical data, real-time trends, and external factors will be a must-have," says Ray Culver at Talint Partners. His team has observed that "skilled based scheduling to match employee skills and availability with specific shifts and tasks" will become increasingly crucial. This evolution moves beyond basic scheduling to intelligent workforce optimization that considers multiple variables simultaneously.

Key metrics to track:

• Skills-match rate
• Real-time fill rates by location and role
• Predictive analytics for peak demand periods
• Cost analysis of overtime vs. contingent staff
• Worker satisfaction and retention metrics
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Practical Applications of AI in Shift Management

The daily scramble to fill no-shows and last-minute gaps is getting a major upgrade. "Today, managers spend time texting or calling workers to cover unexpected gaps, but in 2025, this process will be fully automated," explains Mickey Pelletier from CWM Strategies. Scott Ortes from Suna reinforces this vision: "AI will act like a strategic assistant operating behind the scenes," proactively surfacing insights about staffing levels, credential expirations, and potential compliance issues. For example, our recent research found that AI-assisted scheduling reduced overtime costs by 31% while improving worker satisfaction scores by 27%.

Practical implications:

• Set up automated worker pools across multiple locations
• Configure qualification-based auto-matching for rapid fill
• Enable instant shift acceptance through mobile apps
• Implement predictive staffing based on historical patterns
• Automate time-off requests and shift-swapping approvals
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Cross-Platform Integration

"The next major step for multi-site operations will be bringing scheduling, communication, and productivity analytics together in one unified platform," emphasizes Scott Ortes from Suna. As Dominic Esposito notes, "A compliance-centric, fully integrated identity verification module will be essential. As governments tighten labor oversight, operators won't be able to rely on manual or fragmented systems."

Integration priorities:

• Seamless data flow between HR, payroll, and workforce management
• Predictive analytics capabilities that, as Candice at WingStrategies notes, help organizations anticipate needs and adjust strategies before issues arise
• Real-time sync of worker qualifications and compliance status
• Automated payment processing for variable rates
• Integrated performance tracking across locations
• IoT integration for compliance monitoring
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Action Items for 2025 Readiness

1. Audit your current systems for compliance automation gaps
2. Evaluate your VMS's predictive analytics capabilities
3. Plan your mobile platform rollout or upgrade
4. Review cross-location staffing policies and procedures
5. Assess integration needs between existing systems
6. Implement AI-driven scheduling assistance
7. Develop clear compliance monitoring protocols
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Preparing For Tomorrow

The traditional approach to frontline staffing is giving way to something more dynamic and responsive. "Workers want total control over their schedules—they expect to manage everything from shift swaps to time-off requests directly from their phones," observes Dominic Esposito, CEO and Co-founder of Network. "The labor market has shifted to give employees more control; they're seeking a level of flexibility and transparency more akin to ride-share or freelance platforms than traditional staffing models."

This shift isn't just about worker preferences—it's about creating more efficient, adaptable staffing solutions that benefit both organizations and their contingent workforce. As companies expand their use of contingent labor across different roles and locations, the need for sophisticated vendor management tools has never been greater.

For organizations looking ahead, the key is to build VMS systems that can scale with growing complexity while maintaining compliance and worker satisfaction. Those who embrace these changes now will be better positioned to thrive in an increasingly dynamic staffing environment.

At Network, we're committed to helping frontline organizations navigate the complexities of the modern workforce. Our comprehensive VMS and Talent Marketplace platform capabilities empower businesses to optimize their contingent labor strategies with AI-powered shift-matching automation, real-time compliance tools, and a mobile-first experience that puts workers in control.

Contact us today to learn more about how Network can help you achieve your staffing goals and stay ahead of the curve.

A Special Thanks to Our Contributors

This blog post wouldn't be possible without the valuable insights of our industry partners. We extend our sincere gratitude to Mickey Pelletier (CWM Strategies), Candice Hammer (WingStrategies), Scott Ortes (Suna), and Ray Culver (Talint Partners) for sharing their expertise and helping us paint a clearer picture of the future of contingent workforce management.

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