“The pandemic has forced businesses to be more agile and nimble in carrying out digital innovation initiatives. While the struggle to keep things going — people, operations, ideas — are real, there are viable, proven options that businesses can use to keep driving positive, measurable change.â€
In times of crisis of this scale, organizations are getting practical about the future of work. Workforce strategies are being redrawn, business leaders are integrating new talent models to sustain business continuity and keep pace with technological disruption. Bottomline: adaptability is key to surviving the pandemic and across the board, new roles are being created to lead organizations through this crisis.
And to address the underlying future remote workforce needs, HR and the C-suite executives are beginning to view talent differently — as networked, open talent ecosystems rather than self-contained organization-bound resource pools. Employees are adapting, too: 98% of remote workers recently surveyedOpens a new window want to continue working remotely for the rest of their careers.
While the pandemicOpens a new window has definitely deepened this trend, C-suite executives will have to rework management practices to fully embrace the new workforce models. Toolbox speaks to Michael MorrisOpens a new window , CEO of TopcoderOpens a new window , the world’s largest technology network and on-demand digital talent platform with a global community of 1.5M+ design, development and data science experts and Global Head of Crowdsourcing for IT-services leader WiproOpens a new window who throws light on how businesses must adapt workforce strategies to build high quality teams, no matter where they reside. His solution — an open talent network model that allows businesses to stay agile and innovative even in times of crisis.
Key takeaways from this interview:
- Why organizations will pivot to an on-demand talent model
- Steps business leaders should take to support virtual talent resources
- Top certifications in security and Data Science that are in great demand
Here’s the edited transcript of the interview with Michael Morris:
1. How has the coronavirus crisis impacted Topcoder’s business?
Topcoder has had a surge in interest on the community side, as well as companies looking to access Topcoder’s global on-demand digital talent network. This isn’t surprising, as companies don’t want to and can’t hit the “pause button†on tech innovation. Topcoder is giving organizations in every vertical a way to reach more than 1.5 million technologists working remotely in nearly every country in the world, as well as the flexibility to easily scale resources as-needed.
2. How has the pandemic impacted business’ digital innovation strategies?
The pandemic has forced businesses to be more agile and nimble in carrying out digital innovation initiatives. While the struggle to keep things going — people, operations, ideas — are real, there are viable, proven options that businesses can use to keep driving positive, measurable change. Amidst a pandemic, the open talent networks and the gig economy workforce can help fast-track digital innovation, including those that can make an impact on our current, pressing medical and economic needs.
One notable example of digital innovation during the pandemic is Wizard.fit, an integrated fitness app that allows instructors to virtually teach classes, collect payment and instruct in a way that simulates a live studio. When COVID-19 forced health entrepreneur and Yoga Master Soofi Safavi to close locations, instructors were struggling with online class logistics and declining earnings; people were lost without the yoga practice they needed for mental/physical health. Safavi came up with Wizard.fit, but needed a way to develop and launch the app quickly. The Topcoder platform allowed Safavi to fast-track the development of the app and bring it to marketOpens a new window in just 30 days.
Innovation of this speed is possible for any sized company with an open talent, on demand, gig economy workforce model.
3. After the social distancing restrictions ease up, will our approach to work and innovation return to pre-pandemic approaches?
Remote work is the “new normal†and will continue even after social distancing restrictions ease. After operating this way during the pandemic, companies will opt for “resilience enterprise†strategies, which keep innovation happening quickly with remote, agile teams and a focus to find the best person to do the job, in the most efficient way, no matter where they reside.
Forward-looking businesses are already moving away from slower, hierarchical business structures, instead of adopting these more flexible and open talent models. Businesses are acquiring, investing in and developing closer relationships with specialized B2B talent networks and platforms, using the on-demand talent platforms to hire (or stream) the skills they need when they need them.
Employees won’t want to give up this new norm either. The 2020 State of Remote Work researchOpens a new window by Buffer found that 98 percent of remote workers surveyed want to continue to work remotely, at least some of the time, for the rest of their careers. This is how Topcoder has been functioning for 20+ years, so we’re not surprised.
Learn More: Burnout Is Real: Here’s How to Protect Your TeamOpens a new window
4. What are the top five remote work trends businesses should pay attention to in order to thrive in a novel 21st century and beyond?
- Open talent models have mainstreamed: On-demand, open talent models have become a mainstream part of the workforce, and businesses are utilizing them frequently and regularly. According to Deloitte, talent platforms now manage over $2 billion in freelance or contract outsourced activity. Further, 40 percent of the American workforce engages with the on-demand talent model, working on a freelance or contract basis. What used to be considered an “alternative†or “independent†workforce is now the 21st century norm.
- Talent is in the driver’s seat: Open talent strategies and horizontal cross-functional teams are replacing traditional vertical hierarchies and siloed organizational models. In the emerging open and flexible models, work is distilled into specialized tasks that can be executed through many work channels including in-house teams, freelance or contract workforces. Teamwork will remain crucial with the globalization of work, but networks and ecosystems will be the new team. Skills, not roles, will become the priority, putting talent in the driver’s seat.
- AI increases job opportunities: AI will elevate, not replace, the demand for human intelligence. According to Accenture, 74 percent of executives planned to implement AI to automate tasks in the next three years, but 97 percent say they will use AI to enhance worker capabilities. The need to integrate technology with human intelligence has never been greater. Technology is making some jobs obsolete or transforming others, but it will continue to create and elevate roles that utilize uniquely human qualities.
- Culture and infrastructure change will follow technology: As with previous industrial revolutions, technology leads the change while culture and systems require time to catch up. In the past year, new regulations are emerging in response to on-demand talent models, such as California’s Assembly Bill 5 (AB5). Organizations should plan accordingly for more regulations like these to arise soon. As the independent workforce and open talent models mature, businesses will also need to rethink rewards and engagement tactics, recognizing that all worker types are driven by similar motivations to find meaning, learn, advance and be rewarded for their work.
- Adaptability will be a competitive advantage: As businesses recognize the advantage of tapping the skill, speed and scalability offered by on-demand talent platforms and communities, those that adapt to this new ecosystem will have an advantage. Namely, businesses that adapt will create business talent models that integrate internal and external workers, blending full-time/permanent hires with freelance, contract, or on-demand talent for flexibility, speed and workforce sustainability. This new approach will fulfill more than technological skills gaps. It will serve other key functions like operations, marketing, R&D, product design and support.
5. Are there any organizations with notable successes in this new work climate?
In addition to Wizard.fit, another notable success is the creation of Ognomy, a new app designed to bring the sleep lab to patients for the treatment of sleep apnea. To address this condition for patients, Dr. Dan Rifkin, Medical Director of The Sleep Medicine Centers of WNY, envisioned a fully integrated app where a patient could schedule a visit, pay for a visit, and be treated for a condition without ever leaving the comfort of their home. With the current orders to shelter-in-place, offering such an app is critical in helping Dr. Rifkin provide care. Using the Topcoder Platform as a bridge to on demand tech talent in the Topcoder Community, the app was designed, developed and launched in six weeks. Dr. Rifkin and Ognomy have raised the telemedicine standard to simulate the clinical experience at home, making a significant, indefinite positive difference in the lives of sleep apnea sufferers.
6. Are larger enterprises at an advantage over startups/SMBs in this new era of work?
The great thing about gig economy on-demand talent is that it’s available to anyone and everyone, you just need to know where to look and how to access it. Highly skilled technologists are loyal to projects and innovative ideas. “Size matters not.â€
7. Can you highlight the need for skilled data science and developer talent and are we staring at a skills gap currently? Will this widen going forward, and what are best practices to bridge the gap?
Fast-paced technology advancements have created a skills gap among workers. According to Deloitte, 60+% of businesses report challenges in finding experienced hires, while 37 percent struggle to identify full-time talent with the right skills. Further, Randstad Sourceright estimated that 85% of the jobs that will be required in 2030 do not yet exist.
Businesses face the challenge of reinventing jobs while attracting talent to fill these gaps; according to the World Economic Forum, more than half of all U.S. employees will require significant reskilling and up-skilling in just three years. As jobs are re-imagined, worker skills will also need to change. With this in mind, industries are scrambling to adapt their workforce strategies to keep up.
Topcoder’s view is that the tech talent organizations need exists, they just need to know where to find them. Community is the answer — the global gig economy, on-demand talent networks.
Learn More: What Does Digital Transformation Mean for Your Business? Just ask ITOpens a new window
8. Can an industry academia partnership help bridge the critical technology skills gap?
Academia has done well by training new data scientists. This is one area of technology where college credentials can weigh stronger than certifications. Even more powerful is industry experience combined with academia. If you look at online courses like IBM’s Data Science Courses on Coursera, or the edX platform, you’ll find plenty of collaboration between academic and industry-driven curriculum.
9. Going forward, keeping COVID-19 in mind, what jobs in data science and software development do you see upcoming and what skills should these professionals ramp up?
A data science background is great for all positions whether a candidate is pursuing a software development or data science job. It’s important to be able to really understand data, what you can do with it and its impact. One of the best skills to learn from data science work is how to ask the right questions. Learning to “push back†and seek even deeper results, as well as excelling at data interpretation, are two additional must-have skills as a data scientist or developer.
10. What are the hottest data science and software developer certifications in the market you would recommend IT pros to go for?
Security has been a focus for a while and is even more so given the work from home (and anywhere) environment. The Certified Information Systems Security Professional (CISSP) achievement is still a top certification. Cloud architecture certifications are still in high demand, like Google Certified Cloud Architect (GCP), AWS Architect or Salesforce.com Architect.
For data science, most of the cloud platforms offer data science-specific certifications as well. However, the ability to prove you have “real world†work experience utilizing these certifications/skills still trumps certifications alone.
11. Any new C-level roles that will be added to C-suite for digital transformation post covid-19?
There may not be new C-Level roles added, but rather executive functions in the HR, Operations and Security offices will likely be elevated. Supporting work from home (and anywhere) initiatives will become critical factors for attracting and retaining talent. The talent will still expect the ability to work in different locations, as it has proved it can be productive while remote. On the flip side, companies will be making tough choices about the jobs that do (or don’t) need to be back on-site. HR will be responsible for quickly integrating new talent models that increase morale and productivity, rather than returning to the “old ways†of hiring/staffing. An organization that can effectively support virtual talent resources, communicate well (internally and externally), and build and maintain a great culture and team mission will depend upon HR, Operations and Security to make that happen.
About Michael MorrisOpens a new window : Michael is the CEO of TopcoderOpens a new window (the world’s largest technology network and on-demand digital talent platform with a global community of 1.5M+ design, development and data science experts) and Global Head of Crowdsourcing for IT-services leader WiproOpens a new window . Second only to his commitment to family—and perhaps waterskiing—Michael has served in leadership roles at Topcoder since 2002. A gig economy expert, he speaks worldwide about cultivating a passionate workforce to drive the transformative nature of digital innovation across every industry imaginable.
About TopcoderOpens a new window : Topcoder, a Wipro company, is the world’s largest technology network and on-demand digital talent platform with more than 1.5 million developers, designers, data scientists and testers around the globe. Topcoder empowers organizations including Booz Allen Hamilton, Comcast, GE, Google, Harvard, IBM, Land O’Lakes, Microsoft, NASA, SpaceNet, U.S. Department of Energy, Zurich Insurance and more, to accelerate innovation, solve challenging business problems and tap into hard-to-find technology skills. Enterprises distribute work through the Topcoder Platform where Topcoder Community members develop innovative solutions, win money, gain experience and earn recognition. Topcoder became a part of Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO), a leading global information technology, consulting and business process services company, in November 2016.
About Tech TalkOpens a new window : Tech Talk is a Toolbox Interview Series with notable CTOs and senior executives from around the world. Join us to share your insights and research on where technology and data are heading in the future. This interview series focuses on integrated solutions, research and best practices in the day-to-day work of the tech world.
Do you think a flexible, open talent model can help businesses navigate disruptions? Comment below or let us know on LinkedInOpens a new window , TwitterOpens a new window , or FacebookOpens a new window . We’d love to hear from you!