What a year it has been. Organizations continue to look for creative ways to build dynamic workforces while facing fierce competition for talent. As a result, the topics that caught the most attention on our blog in 2022 reflect continuing shifts in the economy and the way we work.
More roles are becoming remote, and a greater portion of the workforce is demanding the ability to work when, where, and how they want. Economic uncertainty looms, and 2023 is guaranteed to bring more changes, but for now we invite you to revisit our Top 6 most popular People 2.0 blog posts published in the past year.
6. How Outsourcing Could Increase Your Firm’s Valuation
A staffing firm’s primary and most critical function is placing successful candidates quickly and efficiently. It’s what gets a firm noticed and is how a great reputation is earned. Help give recruiters time to focus solely on their primary goals by determining which functions can be outsourced.
Handled well, outsourcing certain functions can lead to growth and increased profitability. That’s because finding a partner to take on non-revenue producing activities can help lower your operating costs and reveal ways your company can scale and grow. Bringing in an experienced partner to assist with tasks involving payroll and taxes can also help mitigate risk, especially if you’re working in multiple geographic regions.
5. Employee Wants, Company Needs: Balancing the Borderless Workplace
It’s no surprise that a blog post about the major changes to the employment landscape was among the most read pieces on the People2.0 blog in the last year. Between the pandemic-driven shift to remote work and the Great Resignation, workers and companies are still coming to terms with the expectations of an office environment. Hybrid offices, remote employees, and independent contractors are only growing in popularity.
Workers want flexibility and companies want productivity. Both can be achieved, studies have shown, when employers have policies in place that are clear about what’s expected. Those policies also need room to grow, meaning companies should evaluate policies regularly and seek feedback from both managers and employees to strike the right balance.
4. Seven Employee Classification Types in the U.S. and How to Identify Them Correctly
Employee classification challenges even the most experienced staffing agencies and recruiting firms. Classification rules are ever-changing and companies put themselves at legal and financial risk if worker misclassification is proven.
The type of employee (including full-time, part-time, or independent contractor) is just the starting point in worker classification. Hiring agencies have to consider details such as the nature of the work assigned to each employee and how the employee’s supervision is structured. Classification takes into consideration things like whether or not equipment is provided, and how much of a worker’s pay from a single employer makes up that worker’s total compensation.
3. Recruitment Strategies for a Post-COVID World
Gone are the days when job candidates could be sorted based on their proximity to a physical office location. Remote work has expanded candidate pools exponentially, which is both refreshing and challenging for recruiters. Recruiters have the advantage of being able to offer schedule flexibility and remote work as a perk and they can open up their searches far beyond the geographic constraints that may have existed pre-pandemic.
The downside to this new way of working is that recruiters are also facing tough competition for top talent because companies everywhere are suddenly competing with each other. Successful recruiters focus on finding candidates with specific skills for their roles and giving candidates a streamlined hiring experience.
2. What is an AOR and Who Needs One
An Agent of Record (AOR) brings expertise as a partner for companies that engage independent contractors. AOR service providers act as an intermediary between a company and independent contractors to help with everything from payroll to onboarding.
Companies benefit from AOR services because the AOR partner can take on all the administrative details involved in hiring independent contractors and do it while staying on top of changes to labor and tax laws. Independent contractors benefit from AOR services because they have a dedicated point of contact for questions and support. A global AOR, with offices in lots of countries, can be an invaluable support for companies in need of contractors in multiple locations.
1. What Is Considered “Reasonable in the Circumstances” for Proof of Personal Emergency Leave in Ontario?
Our most popular blog in 2022 was specific to Ontario. However, all can glean insights regarding time-off requests and the steps employers took during the pandemic to process those requests.
The blog post also highlights the confusion and frustration government entities, employers, and workers felt as they struggled to understand changing laws and regulations throughout the height of the pandemic.
As 2023 begins, all of us at People2.0 are looking forward to helping organizations as they navigate change and growth. We’re excited to continue sharing our expertise and insights, and we wish you a prosperous new year.