Impact sourcing steers formal employment toward those historically left on the sidelines, melding social equity with enterprise performance. Yet this model’s success depends massively on a steady supply of job-ready talent. Consequently, training institutions – from government academies and CSR cohorts to vocational colleges and digital learning platforms – have shifted from the margins to becoming central to the ecosystem, translating inclusive intent into market-validated capabilities.  Across this ecosystem, demand for adaptive skills is sparking inventive pedagogy. Programs now blend online scalability with in-person mentorship, compress months of theory into high-intensity bootcamps, and embed continuous upskilling into earn-and-learn pathways, ensuring income does not pause while skills evolve. Meanwhile, widespread connectivity, cross-sector partnerships, and analytics that tether training inputs to workplace outcomes are turning previously distant communities into reliable talent reservoirs.  The Viewpoint traces this terrain – exploring institution archetypes, demand drivers, delivery logics, curriculum strategies, inclusion mechanisms, and the enabling technologies and partnerships that bind them together. It brings together high-level analysis and practical frameworks to help stakeholders navigate complexity and unlock value across the impact sourcing landscape. 

VMSs are developing capabilities to support all contingent talent categories, manage compliance, handle invoicing and payments, provide reporting and analytics, create talent pools, and source providers and candidates. Additionally, they are enhancing their VMS solutions’ UI/UX, services procurement, total talent solutions, integration capabilities, and AI integration. In this report, we use Everest Group’s proprietary PEAK Matrix® framework to evaluate 25 VMS providers’ capabilities across two key dimensions – market impact and vision and capability. The research will help buyers select the right-fit provider for their needs, while providers will be able to benchmark themselves against the competition.

Organizations are shifting from traditional fixed employment models to more agile, hybrid workforce strategies integrating freelancers and Independent Contractors (ICs) with full-time employees. As freelancers become more integral to business operations, enterprises require structured solutions to manage freelancer sourcing, onboarding, compliance, payments, and performance tracking effectively. Without dedicated systems, organizations face inefficiencies, compliance risks, and lost opportunities for innovation. Freelancer Engagement and Management Systems (FEMS) offer purpose-built solutions for managing the freelancer lifecycle. These platforms enable organizations to efficiently engage, manage, and pay freelancers while ensuring compliance and seamlessly integrating with business workflows. Leading FEMS providers are enhancing their platforms with improved user experiences, AI-driven matching, automated compliance management, and robust payment solutions. In this report, we evaluate 16 FEMS providers using Everest Group’s proprietary PEAK Matrix® framework, focusing on market impact, vision, and capability. The report helps buyers identify the right FEMS provider for their needs and enables providers to benchmark themselves against their competition.

In recent years, the global talent market transformed significantly due to macroeconomic disruptions. This transformation, fueled by rapid business growth in 2021 and 2022, intensified the competition for talent acquisition due to a supply crunch. This was followed by an economic downturn in 2023 with widespread layoffs across industries. These disruptions have highlighted the need for enterprises to prioritize building more resilience in their talent acquisition strategies. To address these disruptions, enterprises need to design sustainable talent strategies to build a globalized workforce and mitigate talent risks. HR and TA leaders need to prioritize a globalized workforce strategy based on comprehensive workforce planning, employing traditional and alternative talent acquisition models, and leveraging technology to optimize processes. Emerging as strategic partners, Recruitment Process Outsourcing (RPO) providers can help enterprises design sustainable talent strategies due to their specialized recruitment expertise. In this report, we examine strategies that organizations can adopt to tap into the globalized workforce and the role of RPO providers. Scope All industries and geographies Contents In this report, we examine: Why is it essential to expand and tap into global talent pools? How can technology be leveraged to access global talent? How can strategic and innovative RPO partnerships reshape talent strategies through service and engagement models? Membership(s) Recruitment Sourcing and Vendor Management

In the ever-evolving landscape of talent acquisition, organizations increasingly rely on innovative solutions to streamline their recruitment processes and identify the best-fit candidates. Leading this technology revolution are skills intelligence platforms – sophisticated software systems that harness the power of skills ontology, AI, and skills data and insights. These platforms revolutionize talent acquisition by offering comprehensive tools and capabilities to enhance sourcing, screening, and hiring activities. By leveraging advanced algorithms and data-driven skills insights, skills intelligence platforms empower recruiters and hiring managers to make smarter decisions, build stronger talent pipelines, and ultimately, drive organizational success. However, the dynamic nature of this market and emerging technologies pose challenges for recruiters and hiring managers attempting to adopt a skills-first approach. To help enterprise leaders address these challenges, Everest Group has expanded its research into skills intelligence within talent acquisition and the technology landscape. This research will be presented in a series of three viewpoints: Introduction to the skills intelligence technology landscape The skills intelligence technology landscape: focus on talent acquisition The skills intelligence technology landscape: focus on talent management In this viewpoint, the second report in the three-part series, we focus on skills intelligence in talent acquisition. The report highlights the capabilities of skills intelligence platforms for talent acquisition use cases and the provider landscape offering these capabilities. It also offers frameworks for enterprise readers to select and implement the appropriate skills intelligence platform within their organizations. Scope All industries and geographies Contents In this report, we: Explore why enterprises need skills intelligence in talent acquisition Discuss skills intelligence platforms as revolutionary tools in talent acquisition Examine the skills intelligence platforms landscape and providers offering talent acquisition capabilities Highlight key enterprise considerations Membership(s) Recruitment Human Resources Contingent Workforce Management IT Talent Excellence Contingent Staffing Sourcing and Vendor Management

Organizations increasingly leverage modern talent management strategies to optimize every stage of the employee life cycle. One leading technology in this realm is the skills intelligence platform, which harnesses skills framework and skill-based analytics and insights to provide valuable information on internal mobility, learning and development, and performance management programs. Equipped with features such as career pathing, hyper-personalization, and employee engagement tools, they empower organizations to nurture talent, identify future leaders, and create a culture of growth and innovation. However, the evolving definition and the emergence of new technologies and platforms present challenges for HR and TA leaders striving to adopt a skills-first approach in talent management. To help enterprise leaders address these challenges, Everest Group has expanded its research into skills intelligence within talent management and the platform provider landscape. This research will be presented in a series of three viewpoints: Introduction to the skills intelligence technology landscape The skills intelligence technology landscape: focus on talent acquisition The skills intelligence technology landscape: focus on talent management In this viewpoint, the third report in the three-part series, we focus on skills intelligence in talent management. The report highlights the capabilities of skills intelligence platforms for talent management use cases and the provider landscape offering these capabilities. It also provides frameworks for enterprise readers to select and implement the appropriate skills intelligence platform within their organizations. Scope All industries and geographies Contents In this report, we: Explore why enterprises need skills intelligence in talent acquisition Discuss skills intelligence platforms as revolutionary tools in talent acquisition Examine the skills intelligence platforms landscape and providers offering talent acquisition capabilities Membership(s) Human Resources Contingent Staffing Contingent Workforce Management Recruitment Outsourcing Excellence

In today’s dynamic technology landscape, AI is revolutionizing work processes, and generative AI is poised to redefine workplace domains with its democratizing potential driving this transformation. Already, generative AI has significantly impacted core workplace domains such as service desk and Unified Communication and Collaboration (UCC), demonstrating remarkable results in reducing ticket volumes and boosting agent productivity. Integrations with popular workplace applications such as Office 365 and ServiceNow further facilitate seamless adoption. This viewpoint is a strategic guide to leverage the transformative power of generative AI in the digital workplace. It will enable enterprises to evaluate generative AI use cases across workplace domains, envisioning the future of the workplace with generative AI. The report will assist enterprises to navigate this landscape and unlock the full potential of generative AI by emphasizing the importance of strategic agility and partnerships while acknowledging challenges that enterprises face toward generative AI adoption such as data readiness, privacy concerns, and sustainability. Scope All industries and geographies Contents In this report, we examine: Generative AI’s transformative potential across workplace domains A model to prioritize digital workplace generative AI use cases Strategies to navigate the generative AI landscape Key challenges to generative AI adoption Insights for successful implementation of generative AI Membership(s) Digital Workplace Outsourcing Excellence

A talent revolution is underway, driven by shortages in skilled talent, rapidly evolving skills, increased automation, and AI integration. Employees and candidates demand personalized approaches, challenging traditional talent acquisition and management methods. Organizations that fail to adapt risk struggling to fill vital roles, encountering skill mismatches, and facing higher attrition rate as employees seek employers committed to their development. To navigate this dynamic landscape, skills intelligence platforms are essential. These platforms illuminate workforce capabilities, predict future skills needs, and uncover untapped talent pools, empowering organizations to foster a culture of continuous learning and match employees with opportunities that optimize their potential. However, the evolving definition and the emergence of new technologies and platforms present challenges for HR and TA leaders striving to adopt a skills-first approach. To assist enterprise leaders in addressing these challenges, Everest Group has initiated research into skills intelligence and the platform provider landscape. This research will be presented in a series of three viewpoints: Introduction to the skills intelligence technology landscape The skills intelligence technology landscape: focus on talent acquisition The skills intelligence technology landscape: focus on talent management The first report in this series offers a comprehensive overview of skills intelligence and its relevance in talent acquisition and management. It outlines the core and extended capabilities of skills intelligence platforms and presents the overall technology landscape. Scope All industries and geographies Contents In this report, we: Explore why enterprises need skills intelligence Discuss skills intelligence platforms as an effective tool to future-proof the workforce Examine the skills intelligence platforms landscape and their providers Highlight key enterprise considerations Membership(s) Human Resources Contingent Staffing Contingent Workforce Management Recruitment Outsourcing Excellence

What crucial insights from last year can locations and workforce strategy leaders apply to 2024, and what will be the critical priorities this year and beyond? In this webinar, our experts explored the anticipated trends shaping 2024’s workforce and locations strategies. We discussed the impact of geopolitical and macroeconomic changes on locations, as well as the potential future direction of shoring strategies. Attendees gathered beneficial insights into strategic workforce decision-making for 2024 and ongoing, with a focus on methodologies for creating an optimized, balanced locations portfolio. What questions did the webinar answer for the participants? What are the key learnings from 2023 in the locations and workforce strategy space? What are the top strategic priorities for locations and workforce strategy heads in 2024? Which locations offer untapped talent potential? How can locations and workforce strategy leadership leverage key trends for 2024 to achieve an optimal locations portfolio?

Persistent talent scarcity and evolving employee expectations are driving a change in organizations’ talent priorities. Organizations must embrace agile restructuring, workforce scalability, and talent retention to create a sustainable talent strategy capable of helping them navigate the peaks and troughs of business cycles during critical times. Employees are looking to future-proof their skill sets and are demanding more freedom to explore unconventional career paths. These business and mindset shifts fuel the emergence of internal talent mobility as a critical lever that can provide a host of benefits to all stakeholder groups. Without a thoughtful selection of a holistic internal mobility solution, organizations may not be able to realize its full potential, which can deliver long-term business benefits. In this viewpoint, we examine the importance and benefits of internal talent mobility and demonstrate how organizations can effectively drive wider adoption and cultural change through an integrated approach. Scope All industries and geographies Contents In this report, we examine: Key talent challenges that different stakeholders face The foundational elements and benefits of internal talent mobility Ways to maximize return through an integrated approach A step-by-step roadmap to implement an effective internal mobility program Membership(s) Recruitment Human Resources Contingent Workforce Management Contingent Staffing Employee Experience Management (EXM) Platforms Sourcing and Vendor Management