Hiring foreign workers is becoming increasingly popular for US organizations. It allows them to widen their talent pool, gain diverse perspectives, and avoid many of the costs and hassles associated with full-time employees. But what happens when those contingent workers are from another country? If there is a shortage of skilled workers to fulfill a job opening, looking for staff outside of the US may seem tempting; after all, the world is becoming more globalized by the minute. Hiring foreign workers on a contingent basis offers many benefits to businesses. Still, they must understand the process and regulations required by the US Department of Labor before they say, “you’re hired.” Keep reading for our step-by-step guide to hiring contingent workers in other countries. Hiring Foreign Workers: A Step By Step Guide  Hiring contingent foreign workers can be a challenge, but this simple step-by-step guide will… [Read More]

The coronavirus pandemic has shifted the way workplaces across the globe operate. Due to the need for social distancing and constant sanitation, many employers have encouraged or required their employees to work from home. The shift has also made its way into the job interview and hiring process creating opportunities for migrating workers with zoom meetings becoming the normal operating procedure for narrowing down the candidate pool. In fact, 62% of employed Americans currently say they have worked from home during the COVID-19 outbreak.  The allure and flexibility of working from home have contributed to many individuals migrating from their home state to a different state altogether.  If location no longer matters, why pay California rent prices when you can pay Idaho prices? While an employee moving between towns isn’t a major cause for concern, moving between states can leave business leaders and human resources… [Read More]

In today’s ever-changing business environment, many companies are looking to reduce the time and money spent on recruiting, hiring, and payroll by utilizing outside agencies in a co-employment agreement.  Based on data from SHRM, it takes companies 36 days on average to fill a new position at an average cost of $4,425.  Co-employment arrangements allow busy businesses to focus on providing co-employees’ duties, day-to-day schedules, and expectations while the Recruiting Agency handles personnel matters such as onboarding, payroll, sick leave, and benefits. This hybrid form of employment means that the contract employee is technically working for both parties, the business, and the recruiting agency at the same time.  Contractors and gig workers are becoming a vital and growing force to be reckoned with in the business world so it is important for businesses to be aware of the benefits, as well as the risks associated… [Read More]

A new multi-generational workforce poses both challenges and opportunities for today’s employer. An increase in average retirement age and life expectancy have created an unprecedented five generations coexisting in the modern workforce, also known as the “5G Workforce.” Each generation brings to the workplace a different set of character traits, behavioral patterns and value systems. These differing perceptions and values are a potential source of conflict, frustration and misunderstanding. Unresolved conflict among employees decreases productivity, morale and motivation. Employers must understand generational differences and use this understanding to manage generational diversity. Once properly managed, an employer can capitalize on the unique strengths of this diverse workforce. Successful management of the 5G workforce begins with an understanding of not only the differences among generations, but the environment that shaped those differences. The five generations of the modern workforce include: • Traditionalists: Employees born 1945 and before… [Read More]