Gabriel Anthony

As the workforce continues to evolve, organizations face the challenge of adapting to new technologies, emerging talent trends, and changing worker expectations. A recent discussion with Ardent Partners and #TheFutureOfWorkExchange on the future of workforce strategy explored several key topics, offering insights on #SkillsBasedHiring, AI in #TalentAcquisition, the future of #DirectSourcing, and so much more. I've shared a brief summary of the discussion here: https://lnkd.in/eFk2MxmH AMS #WeAreAMS #ContingentWorkforce

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From the buyer’s seat, when suppliers treat talent transactionally, customers pay the price. Reposting a recent Staffing Industry Analysts article by Amar Panchal on contingent engagement, and reading it through a customer lens. When agencies aren’t intentional with contingent talent, when they don’t check in, invest in engagement, or help people grow, the impact shows up immediately for customers. Transactional models don’t just create attrition. They create risk, inconsistency, rework, and erosion of trust. Over time, clients pay more for less continuity, less commitment, and less value. Real engagement isn’t about swag, surveys, or one‑off programs. It’s about whether talent feels confident enough to go back to their agency and say: “I want to build my skills so I’m more valuable and earn a better rate on my next assignment.” That confidence is the line between seat‑filling and capability‑building. When agencies actively invest in skills development, career progression, and ongoing dialogue, customers see the difference: -Talent shows up more engaged and accountable -Work quality improves because skills are intentionally grown, not recycled -Retention increases, reducing disruption and ramp costs -Clients gain partners who are developing talent for the long term, not just managing churn This is how you create talent for life, professionals who stay with an agency because that agency is invested in their career, not just the next req. Those professionals perform better because they know the relationship extends beyond a single contract. From a customer perspective, that’s the model worth rewarding. Engagement isn’t a nice‑to‑have. It’s a quality strategy, and it’s how the entire ecosystem gets stronger. #ContingentWorkforce #WorkforceStrategy #TalentEngagement #FutureOfWork #StaffingIndustry #SIA #ClientPerspective https://lnkd.in/e3Gk2shK

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The skills CHROs need in 2026 are different from what they needed a decade ago. Bill Brewer, Iris Drayton-Spann, and Christian Ehl explain what sets exceptional HR leaders apart. Read "Four Core CHRO Skills That Drive Business Performance in 2026" ➡️ https://lnkd.in/gJuesna3 #ExecutiveSearch #CHRO #Leadership

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When it comes to succession planning, especially for CXOs and their minus-one leaders, organizations often wrestle with a familiar dilemma: Do we grow from within, or do we bring in the best from outside? On paper, the answer seems straightforward. Internal progression rewards loyalty, preserves culture, and builds continuity. External hiring brings in fresh perspectives, new skills, and often, cutting-edge expertise. But in practice, the balance is anything but simple and this is one of the most pressing dilemmas I see organizations struggling with today for critical leadership roles. Too often, organizations respond reactively, launching ambitious initiatives and strategies first, and only asking later: Do we have the people and readiness to deliver? Or they default to hurried external hires, without re-examining what the role of the future truly requires. Some questions leaders should be asking are: Are we defining success profiles for tomorrow’s roles or just recycling yesterday’s job descriptions? I’ve seen cases where searches have opened with dated job descriptions, overlooking new skills that have become mission critical. When a large proportion of roles are expected to look very different, are our internal successors equipped to take us into the future, or has the world of work already moved faster than we anticipated? If not, are we setting them up for failure? This demands truthful assessment. By holding too tightly to inside familiarity, are we missing what the “best” for the company looks like? Or by defaulting to hurried external hires, are we simply “chasing credentials”? External hires may bring cutting-edge expertise, but without cultural and systemic alignment and without internal talent that’s ready to complement their vision, even the brightest leaders struggle to translate potential into performance.   That is why succession planning today cannot be about rigid strategies. It has to be about judgment - about reading the pace of change, being brutally honest about readiness, and asking not “internal vs external,” but “who is best placed to take us where the future demands?”    Every organization’s answer will be different - shaped by its vision, its readiness pipelines, its context, and its courage to rethink roles beyond precedent. And it requires humility to recognize that today’s answer may not hold true tomorrow. #SuccessipnPlanning #LeadershipPipeline #InternalMobility #Kornferry  Navnit Singh Sandeep Bhalla

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The C-Suite Paradox: Tech Reach vs. Human Touch Is your executive search leaning too hard on one pillar? In modern Executive RPO, success isn't "human vs. machine." It's about combining them for an unfair advantage in the talent market. #Technology is the Accelerator. It provides the speed, #dataanalytics, and global market mapping to find the ideal candidates that traditional networking misses. It’s about precision and scale. Human Intelligence is the Closer. Only experienced recruiters can assess cultural alignment, manage delicate peer-to-peer negotiations and provide the white-glove engagement that high-level hires demand. It’s about trust and nuance. The Takeaway: Tech finds them. Humans hire them. You need both. How is your executive search #strategy evolving? #ExecutiveSearch #Leadership #RPO #TalentAcquisition #Careers #Growth #recruiting #recruitment #jobs #employerbranding #digital #manufacturing #BFSI #fintech #management #humanresources #ArtificialIntelligence

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Nearly half of organizations admit they can't move fast on new opportunities because they’re unable to find talent with the right skills. Even among large enterprises, 31% face the same challenge. This finding from our latest Agility Index should serve as a reminder for anyone thinking about future growth. If your talent strategy isn’t keeping up with the pace of change, how will your business? Curious about how your organization compares? Take a look at the full Agility Index and see where the gaps might be. Learn more ➡️ https://lnkd.in/gXByh694 #TalentStrategy #FutureOfWork #AgilityIndex

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In this podcast, Amy Schultz discusses how Talent Acquisition can lead HR transformation by adopting a product mindset, embracing agile workflows, and rethinking workforce models. She explores how innovative CHROs are collaborating with IT, navigating human/agent hybrid work, and balancing human-first and AI-driven strategies. https://bit.ly/45AAMAf

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CHRO now a CAIIO - Chief AI implementation Officer? The accelerating march of artificial intelligence is transforming not just technology teams, but the entire workforce—including the role of the Chief Human Resources Officer. Increasingly, CHROs are stepping beyond traditional HR boundaries to become the architects of enterprise-wide AI implementation which raises the question “Are CHROs Becoming Chief AI Implementation Officers?” The tech multinational ServiceNow has already made this change official. Why is this? Redefining Work: CHROs as Stewards of Change AI is fundamentally reshaping job roles, often automating tasks while amplifying creative & analytical work. Their core challenge: mapping which jobs need to evolve, which skills risk obsolescence, & how to ensure the human-AI partnership benefits both employees & the business. Training & Upskilling at Scale A future-ready workforce won’t emerge by chance. As AI-driven change accelerates, CHROs are charged with rolling out strategic upskilling & reskilling initiatives. This means deploying targeted, ongoing training to help employees adapt to new tools & roles. Far from a one-time effort, upskilling is now a continuous process that defines a company’s resilience & competitiveness. Bringing in New Talent With roles & required skills evolving rapidly, AI tools can now help surface “hidden” skills, assess candidates more objectively, & identify transferable capabilities, enabling smarter recruitment & seamless internal mobility. The CHRO’s mandate is not just expanding talent management but also orchestrating a dynamic, AI-literate workforce. Compliance, Ethics, & Responsible AI The CHRO now sits at the crossroads of technical and ethical leadership—ensuring that AI-driven decisions (in hiring, performance, or workforce planning) are transparent, compliant, and aligned with company values. C-suite Collaborator, Not Just HR Head AI implementation is a team sport. The CHRO is becoming a pivotal C-suite partner, collaborating closely with CIOs, CTOs, Chief Data Officers, & even Chief AI Officers to align business, technological, & workforce strategies. Their influence extends across all levels in shaping digital culture, change management, & value capture from AI investments. A New Era of CHRO Leadership In short, today’s CHROs are rapidly becoming Chief AI Implementation Officers, whether or not the title appears on their business card. They are redefining jobs, driving training and upskilling, employing new kinds of talent, ensuring compliance, & forging deep strategic alliances across the C-suite. For organisations, the opportunity (and the imperative) is clear, will you empower your CHRO to lead your AI transformation—or risk being left behind by more agile, people-driven competitors? The answer may well determine your place in the AI-powered future! #antalinternational #executivesearch #techrecruitment

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By 2030, skills shortages will result in over $8 trillion in unrealized revenue. What can forward-looking TA and HR leaders do to retain talent and drive productivity? Experts from AMS, Bank of America, and Bernard Marr, share their insights on the art of skills-based hiring: https://lnkd.in/ejdViJdH #Hiring #Recruitment #TalentAcquisition #Skills #FutureOfWork

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Labor Management is becoming a critical topic as digital labor evolves, the contingent workforce expands, and the regulatory landscape grows more complex. However, significant gaps in skills and knowledge persist, particularly in leadership roles within Payroll, Workforce Management, and Gig worker management. Recently, I have observed efforts to bridge these knowledge gaps through individual initiatives, offering forums and certifications. While these efforts are commendable, they are insufficient on their own. Now is the time to formalize and establish academic tracks for Labor Management professionals, akin to those in HR and Finance. This will ensure that individuals have the educational foundation necessary to effectively manage one of the largest operating expenses: labor cost.

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CFOs are navigating talent shortages, economic shifts, and changing workforce expectations. 📉📈 Part 2 of our Executive Guide to Talent Planning explores how to build resilient, growth-driven finance and accounting teams. 📥Download the full white paper now: https://bit.ly/3Gb0Dod

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