The curious thing about technology is that if you’re not ahead, you’re already falling behind…and it’s no secret that the mobility industry has struggled to keep pace, burdened with systems that are siloed, complex to navigate, and, quite simply, not fit for the digital age.
Sure, we may all suffer from a little “tech neck” from time to time, but we can all agree that technology advancements are a wonderful thing. Technology has revolutionized how we move talent, helping us recruit more effectively, manage risks, provide responsive support to assignees, and estimate costs more accurately than ever before. Mobile technology tools have allowed us to engage with employees at every point of their move through systems that are both convenient and highly customized to their needs. So, are these mobility technology platforms effectively taking the place of the relocation counselor? Not quite. In fact, we’re discovering that the opposite rings true: the faster the pace of technology, the more important humans become.
In 2020, virtually every industry as we know it had to take a new approach to the way they operated while maintaining productivity that ensured the safety of employees. Two years later, these necessary changes have paved the way for dramatic transformations that impact how we work, where we work, and how we engage with our coworkers. These revolutionary adaptions to the way we work have ultimately driven the overall success of businesses during the pandemic.
Did you know 75% of the workforce now expects their employer to position itself on social and cultural issues? According to a recent study, this is true even if the stance is unrelated to the business itself. As time goes on, more and more progressive companies create a space for conversations and policies regarding diversity, equity, and inclusion.
Most organizations throughout the world are experiencing some type of skills shortage. In the US, some 83 percent of businesses are struggling to find workers with the right skillsets, according to the Society for Human Resource Management. Companies that can’t find the skills they need will continue to be at a disadvantage in the marketplace.
Does it ever feel like there's new independent contractor news every time you turn around? Uncertainty and constant change? Seems very on-brand for post-2020. There have been two major headlines regarding Independent Contractor Compliance circulating around the industry recently: the first is AB 2257, an update to AB 5; and the second is a proposed DOL rule interpreting IC classifications under the Fair Labor Standards Act (FLSA). Follow along below as we tell you all you need to know and the impact this could play on your procurement strategy for ICC!
Managing a program can be very complicated, especially when you're never quite sure if you're leaving money on the table. Enter the Cost Plus Savings Model! This rebate program ensures that members of OMNIA Partners don't over-pay on payroll taxes.
Throughout this pandemic our supplier partner, Populus Group, has proven to provide our members with a variety of solutions that addresses their unique goals and current challenges they may be facing with their contingent labor. Below, Populus Group shares how they used Virtual Hiring to help one customer make 120 hires in just 7 days! Read on and see how this process could work for any type of business.
When run the right way, internships help shape the future of the workforce, both for young people, and the organizations they work for. Learn more as our Managed Service Provider, Populus Group, shares how to make running an internship simpler, and easier on your program.