Independent contractors, freelancers, and contract workers are a valuable source of high-quality talent but managing dozens, if not hundreds of IC contracts, invoices and more, is a full-time job for several of your people.
Learn how to simplify, streamline and reduce the complexity of managing your freelancers, consultants and contract workers.
Acquiring top talent and placing highly-qualified candidates into the right positions in your organization is already hard enough, but what happens when your business needs to do just that in the middle of a skilled labour shortage?
In fact, that's the challenge most organizations throughout the world are experiencing today.
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Remote work provides a number of benefits and advantages for both workers and employers. Like anything else, however, it comes with a range of challenges that need to be addressed properly if your organization is to implement an effective recruitment strategy.
With more people than ever before working from home, and face-to-face meetings still out of the picture for most businesses, job interviews conducted either over the phone or online are becoming increasingly common.
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In our blog last year, we covered the introduction of a new Californian bill that classified gig economy workers as employees within the western US state. The bill had the biggest impact on technology firms, such as Uber and Lyft, which had previously classified their drivers as contractors.
Technology firms that make use of gig economy workers have long been scrutinized for how they classify those workers, and that trend has continued into 2020.
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