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Whether explicitly or unofficially, employers have always classified their workers based on those employees’ perceived utility to the company. To be clear, this classification doesn’t fall along the lines of permanent workers and contractors, full-timers and part-timers, or staff employees and temps. It’s about value. Even if organizations no longer publicly refer to workers using

person interviewing for a job

Inflation is up and the economy is dragging. An ongoing talent shortage has left many companies grasping for straws, with too few quality prospects in the candidate pool and little leeway to cover new payroll commitments. Let’s face it: Employers are up against it. But they’re hardly out of options. One trend experts expect to

Many organizations today have talent needs for seasonal or project work, while others find that fluctuating business demands require a flexible, on-demand workforce. Independent contractors can be an excellent solution to both challenges. But the savviest businesses don’t simply hire contingent laborers as needed – they take measures to learn the value of those workers,

Pay Day

Contractors are treated like vendors and have to wait on payment. But there’s an alternative wherein they enjoy the same, steady payment cycle as W-2 employees, and PeopleCaddie has developed a framework for how contractors can get paid every two weeks.

talent cloud

Hiring is hard. Managers, human resources professionals and business leaders of all stripes understand the tedious nature of identifying, onboarding and retaining quality talent. For companies whose workforce needs ebb and flow along with the fluctuations of market demand, that challenge becomes doubly difficult. But there’s an emerging technology that is a boon to these

resume

Corporate America long ago left behind the era of the gold watch. Once proud to work entire careers with a single company, employees are no longer incentivized or motivated to stay in one place in most of the ways they were in generations past. One remnant of that time, however, seemed to persist longer than

One of the more significant effects of the pandemic on the business world was the mass rethinking of work-life balance that followed. For some, that meant carving out more free time, travel opportunities or work-from-home flexibility. For others, it meant answering a simple but hugely significant question: Should I continue working at all? Most of

If an observer following the headlines coming out of Silicon Valley in recent months didn’t know any better, they would have to assume the bottom is currently dropping out of the technology industry. An estimated 70,000 jobs were shed by Google, Microsoft, Amazon and other tech giants in 2022, and some predict that the sector

One of the more significant effects of the pandemic on the business world was the mass rethinking of work-life balance that followed. For some, that meant carving out more free time, travel opportunities or work-from-home flexibility. For others, it meant answering a simple but hugely significant question: Should I continue working at all? Most of

If an observer following the headlines coming out of Silicon Valley in recent months didn’t know any better, they would have to assume the bottom is currently dropping out of the technology industry. An estimated 70,000 jobs were shed by Google, Microsoft, Amazon and other tech giants in 2022, and some predict that the sector

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