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The 2018 Mid-Year US Jobs Outlook

The 2018 Mid-Year US Jobs Outlook

Whether you’re a candidate looking for a new job or a growing business in need of a recruitment agency, it’s important that your vision for the future is grounded in the realities facing your industry and the economy. Here we’ve gathered the most recent expectations for employment and hiring in the US for the remainder of 2018:

Lowest Unemployment in Nearly 50 Years

The unemployment rate dipped to a historic low of 3.8 percent in May. The jobless rate has not been this low since 2000, and hasn’t dropped under 3.8 percent since 1969. US employers added 223,000 jobs in May, making it a record-breaking 92 months in a row the economy has gained jobs.1

 
 
 

Is It Time to Join the Contract Workforce?

Is It Time to Join the Contract Workforce?

The contract workforce has grown rapidly over the past few years, and experts project exponential growth in the near future. According to a January 2018 NPR/Marist poll, 20 percent of US workers are contract workers. A 2017 study by Upwork and Freelancers Union projected that more than half of the US workforce will be freelancing by 2027 if the growth of the contract workforce continues at its current pace.

These freelancers include people who are doing contract work in addition to a full-time job, those who are freelancing but would prefer a permanent position, and those who are solely contract workers by choice.

 
 
 

How Virtual Reality Is Used in Hiring

How Virtual Reality Is Used in Hiring

When you think about virtual reality, chances are gaming and entertainment come to mind first. But the technology has actually been in use for decades as a training tool for pilots, astronauts, military personnel, and surgeons. Now, as the cost of VR headsets and 360 degree cameras declines, innovative uses for the tech are proliferating—including in the realm of talent acquisition. Here are some ways companies are leveraging VR technology to recruit, hire, and retain top candidates:

Workplace Tours for Candidates

 
 
 

Virtual Workforce Trends: Taking Work out of Office

Virtual Workforce Trends: Taking Work out of Office

In any given coffee shop on any given day, it is easy to spot the virtual workforce with their laptops open and headphones on to help minimize distractions. Telecommuters. Remote or virtual workers. Work-from-home employees. Digital nomads. All of these terms refer to talent who accomplish some—or all—of their work at a location that is not a company office, such as a home or at a café with a WiFi connection.

Virtual work isn’t new, but the number of people working out of the office has increased dramatically in recent years. Not surprisingly, increased remote work coincides with the rise of smartphones and other mobile tech that allow people to take the office with them wherever they go. Additionally, collaboration and messaging tools—think Trello and Slack—have become so sophisticated, virtual work can happen in real time.

 
 
 

The Impact of H-1B Visa Changes on Hiring & What to Do About It

The Impact of H-1B Visa Changes on Hiring & What to Do About It

Recent shifts in the H-1B program are impacting hiring for highly skilled roles, especially in sectors that rely heavily on science, technology, engineering, and math (STEM) talent. The changes followed President Trump’s 2017 executive order, “Buy American, Hire American,” that called for a review of H-1B and other policies thought to impact American workers and products.

For many organizations in the STEM field, this has made filling their available roles much more difficult – particularly for those that already rely heavily on H-1B talent. To compete, these companies must boost their employer brand image, enhance their training and succession planning, and increase their overall flexibility and agility when it comes to hiring.

 
 
 

Does Your Industry Need a Diversity Hiring Pledge?

Does Your Industry Need a Diversity Hiring Pledge?

Though diversity has been a top recruitment and business issue for decades, recently it’s taken on increased urgency as efforts to diversify consistently miss the mark. Many companies and even entire industries don’t reflect the demographics of their surrounding communities or the country. Stark underrepresentation persists in the workforce and the C-suite for minorities, women, the disabled, people of different religious backgrounds, and the LGBTQ community.

Recently, a growing number of CEOs have committed to improving their diversity numbers through diversity and inclusion pledges. In June, 2016, scores of tech companies signed a diversity pledge in an effort to correct Silicon Valley’s notorious lack of diversity.

 
 
 

Is Total Talent Acquisition Right for Your Company?

Is Total Talent Acquisition Right for Your Company?

Hiring is changing at a dizzying pace and gathering the necessary pieces of the recruiting puzzle is a challenge. Would a blend of contingent and permanent employees offer the best ROI for your business? Which job boards and social networks most effectively attract talent in your industry? How do you leverage emerging technologies, such as recruiting chatbots and analytics, for improved hiring? Depending on your organization, total talent acquisition can put the pieces of the talent puzzle together.

What Is Total Talent Acquisition?

 
 
 

The Best Non-Monetary Perks and Benefits for Candidates

The Best Non-Monetary Perks and Benefits for Candidates

To entice candidates to say yes to the job, many companies focus on compensation—the salary, the bonus structure, stock options, and retirement [401(k) Plan or RRSP, for example]—and big benefits such as health insurance and paid vacation. These are important and are weighted heavily by prospective employees. But all other things being equal, non-monetary perks and benefits can make the difference when candidates are on the fence about taking a job at your company.

What are Non-Monetary Perks?

 
 
 

How to Write an Inclusive Job Description

How to Write an Inclusive Job Description

An inclusive workplace fosters a sense of belonging, encourages authenticity and open communication, and supports the career growth of all employees, regardless of race, gender, sexual orientation, religion, age, education, or background. This is a tall order, but many companies are working hard to improve inclusivity through shifts in company culture, leadership development, and employee education.

All too often, however, these efforts bypass the job description and seriously undermine inclusion as a result. Job descriptions are the initial touchpoint for a large segment of your prospective talent and where candidates get a ‘gut feeling’ about whether they’ll feel valued and welcome to be themselves at work.

 
 
 

Is Gender-Blind Time Off Right for Your Company?

Is Gender-Blind Time Off Right for Your Company?

When you think about parental leave, what comes to mind? Chances are you thought of a female employee taking off a month or two to bond with the new baby. But where’s dad in this picture? If he was lucky, he saved up a week or two’s worth of vacation and then it was back to work. And what about same-sex couples? Who gets to take off, and how is that determined?

In the last few years, a growing number of American companies have challenged long-held assumptions about parental leave, by establishing gender-blind policies for workers taking time off when a new child joins the family. Read on to learn about gender-blind time off and whether it’s right for your business.

 
 
 

HRO Baker's Dozen
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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be.