HOUSTON, TX, March 17, 2017 — Genesys Talent LLC (Genesys), a Houston based innovator in the talent acquisition technology and services space, announced today the addition of three workforce industry visionaries to its Advisory Board:

  • Joe Juliano, former President and CEO of IQNavigator and a current member of the board whose career includes 25 years of extensive experience in technology, SaaS and procurement, and supply chain solutions.
  • Bob Livonius, Member of the Operating Executive Council of New Mainstream Capital and former CEO of Medfinders, COO of Spherion, and President of Strategic Workforce Solutions at AMN Healthcare.
  • Kip Wright, President and CEO of Genuent, a North American based IT Staffing and Solutions provider, and former senior leadership with ManpowerGroup, TAPFIN, COMSYS, Metamor Worldwide, Corestaff, BSG Consulting, and Ernst & Young.

Each of these new additions brings decades of experience in leadership and transformation in the broader workforce industry landscape. “Individually and collectively, these additions to the extended Genesys family represent both a fantastic resource in terms of guidance and knowledge and a tremendous validation of our vision and the progress we’ve made to date.” said Mike Willis, Chairman of the Genesys Board. “We are thrilled to have them on board and look forward to working with them going forward.”

More detailed information on each of Genesys’ new Advisory Board members can be found at http://genesystalent.com/about/advisory-board/

 

About Genesys

Genesys is a Talent Cloud innovator focused on providing exceptional experiences for our curated talent resources as well as enterprise companies seeking accelerated and broader access to an ever-expanding talent spectrum. Genesys is focused on driving efficiency and lowering cost over that of traditional sources. By combining a suite of job consumer and job creator facing technologies with patent pending processes, Genesys creates more efficient pathways between talent and enterprise companies. Functioning as a true solutions partner, Genesys works with companies to deliver strategically aligned Talent Clouds that represent a new dimension of talent strategy optimization. To learn more about Genesys, visit www.genesystalent.com.

 

MEDIA CONTACT:
David Cooper – EVP, Strategy
dcooper@genesystalent.com
817-999-7093


Throughout the year, tens of millions of business people spend countless hours in airports and planes traversing the globe. As a road warrior myself, I can attest that it is often difficult during this travel, to take the time to pause and reflect on what the potential end results and outcomes will be from all that frenetic movement. With Thanksgiving nearly upon us, I decided some reflection was in order along with a report from the road centered on perspective and gratitude.

Less than two weeks ago, Genesys sponsored the IQN Community event in Charlotte, NC. This event, like all other IQN Community events, congregated industry leaders with the collective goal of sharing their contingent workforce practices, perspectives, and strategies in a collaborative setting. At this one event alone, over $3 billion in annual contingent workforce spend was represented by their various leaders and stakeholders.

Read the full story here:FULL STORY


Please be sure to REGISTER for the event in advance.

Thursday, November 10 from 11:30 to 2:00 pm ET at Morton’s Steakhouse.  For more about IQN Community Forum click HERE.

Join Genesys’ EVP – Strategy, David Cooper, along with Gijo George, Director, Strategic Sourcing for AmeriCold Logistics along with the IQN team for a lively discussion on how to take advantage of the opportunities presented by the emerging talent ecosystem.

Our current employment paradigms, born over 100 years ago, are the offspring of the Industrial Age. They have served us well for many decades. But as the workforce has become more dynamic, complexity and limitations have become more pronounced. As we wait for new systems, new technologies, and new regulatory provisions to catch up, we must collaborate across traditional boundaries and functions to untangle and simplify the employment structures in place today to meet the needs of both worker and employer.

Come join us for…

  • An opportunity to collaborate with peers and industry leaders on key issues
  • Visibility into the risks and rewards of managing your non-employee workforce
  • Fresh perspectives and best practices on how you can win the war for talent
  • Transparency and thought leadership on emerging talent cloud sourcing strategies

We all read about it daily. We hear about it from our friends and neighbors that may be in a job search. If we are so fortunate to be employed in the labor marketplace, we feel it. Change is coming. But what is this change exactly?

To quote a recent article about Genesys by Andrew Karpie with Spend Matters, “the established workforce supplier landscape and supply chain is really changing now.” The reasons for and drivers of change are many fold. We believe in a better way and we welcome these changes to a system which can aptly be described as archaic. You can read the full piece by Andrew on Genesys HERE.

We see plenty of statistical evidence: the growing shift towards freelancing, the work and lifestyle desires of the millennials and Gen X’ers, the degree of unrest and disengagement expressed in virtually every worker survey you see. So what is driving this phenomenon some are calling “The New World of Work”?

This moniker by its very nature suggests change – the “new” world of work. While there may not be a definitive definition of the new world of work, one thing is for sure: we can see the impacts of change. For those of you lucky enough to hear Seth Mattison speak, he frames it as a battle being waged between the old, rigid hierarchy paradigm and the new, more dynamic network paradigm. The younger members of our workforce have been shaped by a networked environment of mobile technology and social experiences.

So what does this really mean? A clash of culture, of needs, of expectations, and interests. So in essence if we understand the workforce of today, we can understand and define what is both an opportunity and a challenge: a need for major structural shift in the way people work and connect with work opportunities. This is evidenced by:

  • Employment Unrest: A recent report by Rapt Media titled “U.S. Employees: Detached, Disengaged, and Disenchanted” found that only 32% of US employees feel engaged.
  • Shifting Priorities: In a recent GoCo Blog, “10 Ways to Attract Top Talent by Improving Your Workplace Culture,” none of the ten were related to the actual work being performed.
  • Changing Processes: The Coca-Cola Company recently posted “Hire Power: How Social Media is Changing the Way People Search for Jobs,” in which they discuss the impact of social media stating, “where recommendations have replaced references, connections trump cover letters and the resume is a soon-to-be relic…”.

This is only a small sampling of the change afoot in the labor markets of today. But these few examples illustrate just how rampant the changes are and how they are affecting everything. While technology is an important facilitator, it isn’t the driving force of change. It is people that are changing the ways in which they think about work and prefer to perform it as well as how they find work and how they incorporate work into their lives rather than the other way around.

This is the birthplace of Genesys: to recognize, change and improve the ways in which people engage with work, by meeting the fundamental needs of people beyond just finding a job. While Genesys is anchored in technology, you won’t see technology mentioned in our vision, mission, purpose or values. That is because we see our reason for being centered on people and meeting their new expectations through experience, empowerment, transparency, and mobility. We believe that by working within the existing landscape of industry participants to create a higher functioning ecosystem is the pathway to achieving those things most efficiently and effectively.

Andrew Karpie put it well when he said “Genesys is a prime example of how innovation can occur within the established staffing supply chain, as a reimagining and rearrangement of staffing processes enabled by new technology and platform models.” We believe that is an accurate representation of where Genesys is currently in our evolutionary journey.

Bill Price, CTO


As we are wrapping up our preparations to visit with many of our peers and other industry participants at SIA’s “Collaboration in the Gig Economy” event next week, it occurred to me that we are at an interesting juncture in our industry. The event itself is a sort of “way point” in a shift in thinking from more traditional, siloed problem solving in our industry to more of a community or ecosystem approach.

Our current employment paradigms, born over 100 years ago, are the offspring of the Industrial Age. Over time we’ve developed a family of conventions, practices, and systems that govern the myriad employment vehicles available today. These have served us well for many decades, but as the workforce has become more dynamic the complexity and limitations have become more evident. Many of our processes, systems, and methods for employing a workforce have become bloated and inefficient translating to an ever lengthening gap between when the talent is needed and when the worker starts. It will take time for new systems, new technologies, and new regulatory provisions to catch up with the accelerated changes we are seeing in the workforce.

In the meantime, as a community and as the shepherds of the labor marketplace we must stay focused on meeting the needs of our workers and employers while the supporting framework catches up. That means we must find ways to work together to untangle and simplify the employment structures in place today. That will require collaboration across organizations and functions in new ways that may feel foreign or seem counter-intuitive.

As the Genesys team builds automation to deliver talent clouds to our customers, we recently encountered a situation where we found a better solution for representing and transmitting a candidate’s qualifications and experience than using the traditional resume. So we approached our client with an alternative and the option of adopting a new way of consuming this information. Unsurprisingly, their initial reaction was “we’ve always required a resume.” However, because of the flexibility and speed inherent in our technology we were able to quickly configure to this delivery model and demonstrate the feasibility of the proposal. After the client adopted the new method there were readily apparent new efficiencies that meant workers were engaged and ramped up in a fraction of the time required under the traditional resume approach. This is just one simple example of how old conventions can be challenged to the benefit of workers and employers.

We’re really looking forward to the exchange of ideas and experiences at the SIA event next week and we’re hoping that you’re pushing the envelope in your thinking and will bring those thoughts with you!

Bill Price, CTO


Changing Trade Winds in Talent:
Where We’ve Been and Making Sense of
Where We’re Going 

by Adam Gould, Vice President – Brand Experience

Over the last two decades, the traditional staffing supplier and MSP/VMS models have collectively matured and efficiencies and savings have been captured and continue to provide necessary value.  Over that same period, the traditional sourcing channels have remained relatively unchanged and have experienced ongoing downward pricing pressure to the point of diminishing return.  The new macroeconomic “normal” and the increasing competition for talent make it inevitable that enterprise workforce managers will pursue new vectors of value and efficiency. Disintermediating models which include Talent Cloud Solutions, Freelancer Management Systems (FMS), internally managed Direct Sourcing programs, and other more “direct” options are the logical avenues.

Workforce managers are hungry for innovative ways to more directly tap into the talent universe that exists outside of traditional supplier channels. As an enterprise consumer of talent, the challenge is obtaining the enhanced access and the lifts in efficiency and savings from disintermediation while effectively navigating the necessary change.  In addition to the obvious necessary adjustments we won’t delve into here, they fear the “law of unintended consequences” category might produce less than desirable effects on traditional sourcing channels that comprise the very foundation of their programs.

Shift in Power

In conjunction with this marketplace reality, the center of power in the labor marketplace is steadily transferring from the demand side to the supply side with the candidate increasingly more in control of their destiny and personal/professional “brands.” Meanwhile, Political/Legal, Economic, Social/Cultural, and Technological factors are simultaneously the motivation for and the enablers of new ways of engaging in work.  These factors combined with shifting generational attitudes make today’s worker quick to adapt to and adopt new channels and platforms for connecting with work opportunities.

Not only have they NEVER been “owned” by any of the market intermediaries or hiring organizations, now workers collectively know it.  Post-boomers are also highly interested in workstyles better aligned with lifestyle with distinction between the two increasingly blurred. They value mobility – between jobs, companies, and geographies – more than the steadily diminishing value propositions of traditional employment arrangements. Taking all of this into account, it is safe to assume that a structural shift in the marketplace is well underway and is only just in its infancy.

The Ecosystem Era

The reality is that the marketplace IS changing and every participant in it will eventually adapt and assume new or substantially evolved roles within it.  Like many other markets, the collision of the aforementioned factors enabled by technology has created a shift from the historically more linear, monolithic marketplace to a complex ecosystem of channels, service providers, and technologies. In the years to come, the most successful approaches – whether you are a consumer of talent or one of its suppliers/enablers – will be predicated on effectively harnessing ecosystem models or the ability to consume the output/capabilities these new models offer.

For those traditional industry participants who are willing and able to adjust, there will always be a place in this new paradigm.  Whether through morphing into ecosystem hubs themselves or discovering new ways to partner with and participate in ecosystems, their expertise will continue to represent value for the talent and the enterprise if properly re-focused.

Systems Thinking and Holistic Sourcing

Resulting from the various pressures facing the enterprise and changes in the macro environment, a number of new ideas and players have sprung up in the talent acquisition space offering services and technologies designed to deliver more direct, focused and efficient access to talent. Many of them focus on providing a more direct, self-service type path to talent but are aimed at very specific labor segments or narrow slices of work types and durations. And most of them are technology or online marketplace only with minimal “curation” of and interaction with the talent that resides within their networks.

These platforms are becoming part of the talent sourcing spectrum necessary for a holistic strategy which affords a wide variety of talent and engagement modes. By incorporating an entire palette of sources, enterprise companies will be able to minimize gaps and maximize flexibility in their sourcing efforts and talent engagement.  Thinking not only outside but also above the traditional HR and supply chain boxes, ideas such as internal sourcing of full-time candidate “silver medalists” for contingent roles will become more common and necessary as the concept of workforce management becomes more total in nature.

It is in the context of this paradigm that the concept of Direct Sourcing, wherein the enterprise taps into the pool of past contingent workers, becomes a more realistic proposition as a part of a holistic approach.  Technology plus service solutions (including ours here at Genesys) are emerging which aggregate the full sourcing spectrum and provide an environment for current, past, and potential talent to both maintain a professional brand and connect with the whole range of work opportunities and types.

Making It Work

Ultimately, the challenge will be accessing, organizing, and consuming the spectrum of sources in an intelligent and cohesive way that maintains compliance and provides visibility within the managed program structure of most large enterprises. Certainly, the MSPs and VMSs will continue to play a critical role as hubs/integration points for these new talent sources in addition to the field of traditional staffing and recruiting suppliers.  As the landscape of emerging technology and service providers unfolds, success will depend largely on the ability of the ecosystem to manage workflow and data hand-offs and integrations.  The good news is that established players, like IQNavigator, who understand their role as that potential ecosystem hub are already showing a keen interest in doing just that.  It will be quite interesting to see which organizations make the evolutionary leap and how.

Conclusion

Genesys is extremely excited about what all this means for the future of the talent acquisition and contingent workforce spaces.  If we collectively re-frame our thinking to become more candidate centric and begin to better understand that what is good for the candidate IS what’s best for the hiring organization, great things will happen.   As a result, we will see an unprecedented degree of worker mobility and the kind of marketplace fluidity that the flexible workforce model has sorely needed since its inception.


Genesys Talent LLC Raises $2.1 Million in First Round of Funding

HOUSTON, TX, August 24, 2016 — Genesys Talent LLC (Genesys), a Houston based innovator in the talent acquisition technology and services space, announced today the closing of $2.1 million in seed round funding.  Genesys plans to use the capital in growing the Genesys team, investing in additional technology development, and enhancing existing Talent Cloud technologies and processes.  Twelve investors including undisclosed angel investors and Genesys employees were the source for this first round of funding.

Using a combination of patent pending processes and web technology, Genesys creates and curates communities of top talent with specific skills and experience aligned to customer demand. These Talent Clouds can then be presented to the enterprise’s hiring managers for review, selection, and engagement via mobile responsive portals. As opposed to existing Freelancer Management Systems (FMS) and traditional talent community solutions, Genesys’ technology-enabled human Talent Curation layer is a critical value driver in terms of both outcomes and experience for both the job consumer and job creator. Also unique to Genesys, is its focus on longer term contract assignments and full-time hiring across the complete spectrum of skills, disciplines, and industries.

“Ultimately, our mission is to give our talent a superior experience that offers them the mobility they increasingly desire – between organizations, roles, and geographies.” said Rick Roberts, President and Founder of Genesys. “We believe that by focusing on the needs of the talent first, we will by definition create a superior pathway for enterprises to find the right people when and where they need them.”

Genesys has established formal strategic partnerships with numerous industry players such as Vendor Management Systems (VMS) and workforce program Managed Service Providers (MSP). The company will continue to look for opportunities to creatively partner with innovative ecosystem participants in ways that will improve its talent’s experiences and help shorten the path between those seeking talent and those seeking work.

With a growing customer base of household name Fortune 1000 companies, Genesys’ unique ability to deliver speed, quality, and savings simultaneously has resulted in rapid acceptance by the marketplace. “Now, the investor community has provided us with additional validation as well as the capital to further execute to our vision.” said Michael T. Willis, Chairman of the Genesys board and majority investor.

About Genesys

Genesys is a Talent Cloud innovator focused on providing exceptional experiences for our curated talent resources as well as enterprise companies seeking accelerated and broader access to an ever-expanding talent spectrum. Genesys is focused on driving efficiency and lowering cost over that of traditional sources. By combining a suite of job consumer and job creator facing technologies with patent pending processes, Genesys creates more efficient pathways between talent and enterprise companies. Functioning as a true solutions partner, Genesys works with companies to deliver strategically aligned Talent Clouds that represent a new dimension of talent strategy optimization. To learn more about Genesys, visit www.genesystalent.com.

 

MEDIA CONTACT:
David Cooper – EVP, Strategy
dcooper@genesystalent.com
817-999-7093

Read the original release: READ RELEASE


Top 3 Trends in Building Talent Pools to Gain Access to High-Demand Workers

With every day that passes, the non-employee is becoming a more and more strategically significant workforce component for clients of all sizes across all industries. Why? It’s a simple story of supply and demand. There is a shortage of talent available to fill key positions (ranging from warehouse workers to data scientists and everything in between), and in-demand workers are finding they prefer to work as non-employees for a variety of economic, cultural and technological reasons.

Companies need every advantage they can get in attracting this talent, which is what leads them to consider alternative sources of supply. This current climate has set the stage for three key trends in building talent pools that are both efficient and effective. Recently, I sat down with Rick Roberts, founder and president of Genesys (a premier IQN Connect Ecosystem partner providing Talent Cloud solutions for specialized talent) and IQN’s Brian Hoffmeyer, VP of product marketing, to get the scoop on the latest trends in activating effective talent pools for enterprise organizations.

Read the full story here:FULL STORY


Revolutionary Talent Cloud Management Solution from Geometric Results, Inc. and Genesys Changing Talent Sourcing Landscape

Read the full press release here:http://www.prnewswire.com/news-releases/revolutionary-talent-cloud-management-solution-from-geometric-results-inc-and-genesys-changing-talent-sourcing-landscape-300234171.html?tc=eml_cleartime