As we advance through 2025, organizations are exploring innovative ways to engage and retain contingent labor. Direct Sourcing, artificial intelligence (AI), and rapid technology advancements are at the forefront of this transformation, making optimizing and strengthening workforce programs critical. I recently had the opportunity to join a webinar with fellow industry experts, where we discussed the latest trends shaping the future of work. Based on my experience as a Senior HR Technology Consultant and Atrium’s Talent Technology Team leader, I shared my thoughts into how organizations can refine their contingent workforce strategies. Here are a few key takeaways from the session:
Customize Direct Sourcing Solutions to Meet Business Needs
Direct Sourcing has evolved significantly from contingent RPO, and organizations must customize their approach based on program maturity. Flexibility is key when launching a Gen-1 or Gen-2 program, developing a fully mature Direct Sourcing strategy with robust talent communities, or expanding globally. Vendor-neutral Direct Sourcing programs and embedded models – where a workforce management provider acts as the MSP and curator – both offer distinct advantages depending on a company’s needs.
A notable industry shift has been the separation of Direct Sourcing curation from Employer of Record (EOR) services, enabling more customized workforce solutions. For organizations not yet leveraging Direct Sourcing, now is the time to explore its potential for cost savings and workforce optimization. Integrating Direct Sourcing into broader talent strategies can drive significant value. For instance, Early Talent programs serve as strong feeders for Direct Sourcing, particularly Gen-2 programs looking to enhance technology and curation capabilities, ultimately strengthening an organization’s diversity makeup.
Build Strong Talent Pools and Gain Organizational Support
High-quality, engaged talent pools are key to the success of a Direct Sourcing program. The focus should be on continuously optimizing these talent pools to stay relevant and attract top candidates. When evaluating talent, prioritize quality over quantity. As programs mature, consider the following questions:
- Are the right candidates in the talent pool?
- Are they engaged and interested?
- Are they still the right fit?
Recruitment marketing plays a vital role in keeping talent connected to opportunities, while compliance ensures candidates can opt out of a talent community if their career goals shift – such as transitioning from contingent work to a permanent role.
Direct Sourcing efforts may struggle to reach their full potential without organizational buy-in. Securing internal champions, leaders, and SMEs who advocate for the program is equally important. These stakeholders help educate teams, drive adoption, and support change management. The curation team is critical in ensuring program success by communicating its benefits and maintaining engagement. Additionally, as companies progress toward Total Talent Management, capturing rogue spend and continuously refining strategies will enable long-term success.
Artificial Intelligence Compliments Human Interactions
AI is transforming the workforce by improving strategy and efficiency, but its role is to support, not replace the human touch. While some worry that AI could diminish human interaction, it actually empowers recruiters to connect with hundreds of applicants efficiently – ensuring candidates feel valued rather than lost in a system of resumes. Instead of replacing human connections, AI enables recruiters to re-engage with candidates more effectively and provide a more personalized hiring experience.
Atrium embraces a people-first, technology-enabled approach across all platforms to support applicant and client-centric philosophies. AI optimizes workflows for recruitment and operations teams, acting as a force multiplier for staffing professionals. Conversational AI streamlines the hiring process for high-volume, repeatable roles, improving efficiency while maintaining a strong candidate experience. AI refines job postings on the contingent workforce side to enhance SEO and ensure compliance with industry standards. In Direct Sourcing models, AI facilitates candidate curation by identifying top talent matches and extending personalized invitations to apply for new roles. Additionally, in Managed Service Provider (MSP) programs, it enables program leads to evaluate candidates efficiently, sort through applications quickly, identify the best matches, and maintain compliance with regional regulations.
Ultimately, AI is not a substitute for human expertise but a tool that makes workforce management more efficient, compliant, and candidate-focused.
Integrate Talent Technology to Streamline Workforce Management
Talent technology is essential to running a successful contingent workforce program; however, adopting new tools should be a strategic decision. With technology evolving rapidly, having the right tech partners and a strong Talent Technology Team is key to ensuring seamless updates. A structured approach, including testing, change management planning, and clear communication, ensures smooth implementation and alignment. Providing employees with the proper training and resources further supports adoption and success.
Beyond existing tech partnerships, staying informed about new technology through conferences and industry collaboration helps organizations prepare for future advancements. While staying up to date is critical, every new technology adoption should be a thoughtful decision. Vendor Management Systems (VMS) that integrate with a client’s Human Resource Information System (HRIS) or Applicant Tracking System (ATS) can streamline hiring, improve communication, and accelerate feedback on candidate submissions. These enhancements allow vendors to refine talent matches, strengthen workforce programs, and maximize human expertise.
The Future of the Contingent Workforce is Personalized
As 2025 races by, one word defines the contingent labor landscape – personalized. The excitement around emerging workforce trends has been undeniable. Now, we’ve entered an era where the focus is on personalizing these trends to meet the unique needs of individual clients.
At Atrium, we recognize that no two organizations are alike, so we prioritize customized workforce solutions. We ensure our programs remain strategic and adaptable by actively listening to client feedback and staying ahead of industry trends. Whether selecting the right Direct Sourcing model, leveraging AI to support human interactions, or implementing talent technology, we collaborate closely with clients to develop a strategy that meets their unique business needs.
With 30 years of experience in extended workforce management, Atrium is ready to help you build a personalized solution that delivers accurate results. Let’s connect – book a meeting with me here to continue the conversation.
