Getting work done with Utmost Front Door

At Utmost, we are transforming how work gets done. This means finding a more strategic approach to sourcing and engaging talent. This requires less focus on the source of workers and more focus on the work that needs to be done.

We’d argue it should have already been this way long before the workforce increased tenfold in complexity. The hiring manager does not need to know which type of worker is best suited to meet their needs. Hiring managers are not talent acquisition experts - they default to the path of least resistance. This leads to misclassified spend, which creates waste and risk.

The hiring manager should only be concerned with accurately describing the work needing to be done - the system should figure out the best source of talent to meet the needs. This is why we created Front Door – a single place for hiring managers to go to get work done.

Not Another Decision wiZard (NADZ)

The industry has enough decision wizards and little success in actually using them. That’s why only 6% of spend is captured in a traditional VMS, and most hiring decisions occur outside of it, either bringing in workers buried in a SOW or other process outside a VMS/MSP program. Utmost Front Door is different in that it is not an afterthought - it’s intrinsic to how the system is designed. Utmost is built on the notion of Work Requests (to model every type of engagement, not just “role” based Job Reqs) and a global set of Workers (not just simple staff augmentation). Front Door is used at the point of inception to capture the details of the Work Request BEFORE you even know how it’s going to be filled.  

Based on the choices made and insights into proven efficacy, we provide recommendations based on data and benchmarking (we can do this with our open API architecture), and adjust or influence future hiring decisions in real-time. In the future, this looks like:

• • Skills-based search enablement
  • Redeployment of existing talent as a sourcing channel
  • Direct sourcing
  • Internal talent pools
  • And a proliferation of other sources of talent

Front Door is simply NADZ - it is a guided flow driven by the context of the Work Request and then the available options to meet that demand.

Benefits of Front Door

Human capital is one of the biggest assets of an organization and one of the biggest costs. Right sourcing can save anywhere from 3% to 15% of your total workforce spend, depending on the type of business you are in. 

With Front Door, all work comes into the organization in one central place, so the work can be assessed based on location, source, and other considerations. Then, leaders can look at how to fulfill those needs. Organizations can use their economies of scale to drive efficiencies. Better program adoption means less wastage and more spend through your extended workforce programs. That makes your organization more attractive to your MSP, your suppliers, and to the workers themselves.

Today, it’s not about an employee or non-employee. There are freelancers, staff augmentation workers, SOW project-based consultants, gig workers – the list goes on and on. Add to that talent pools, direct sourcing, staff suppliers, and consulting firms who bring talent into an organization. It becomes critical for one single, consistent place to request work – however that talent is engaged. This enables total workforce visibility, “in-the-moment” labor decisions, and access to increasing talent channels.

Stay tuned for my next blog on invoicing and the critical importance it will play as the workplace continues to evolve. If you want to learn more about Front Door in action, check out our upcoming podcast with Maarten Hanson, Head of Integrated Workforce Management at Novartis.