SIA Track

In today's economic environment, maintaining good mental health is a challenge for all of us. However, a study from McGill University in Canada found that people who were engaged in contingent, contract or casual fixed-term positions were more susceptible to poor mental health than those in long-term, stable employment.

There has been a lot of chatter around the trend "quiet quitting," and I hesitated to contribute to the noise until I realized that everything being written had negative connotations. They are saying "quiet quitters" are unmotivated slackers who do the bare minimum; they only want to do what they are paid to do and won't go "above and beyond."

Do you have someone on your team designated to ensure steps don't get missed in simple onboarding or extension processes around contingent workers? The results when a key person in the process is out for a few days unexpectedly can endanger projects - not to mention the reputation of your contingent workforce program. Whose responsibility is it?

Is leadership out of touch with its employees in corporate America? The answer is yes, according to research on companies' return-to-office plans.

What are employers committing to when they hire for potential? When an employer hires for potential, they are taking on candidates who may not have the necessary technical skills when they start but do possess the personal traits that make them a great fit for the organization.

It began with an engagement manager questioning why an independent contractor on his team did not attend a meeting. The IC clarified that his contract neither specifies hours nor includes daily meetings and stated he would not comply with a demand that he attend going forward. He was willing to walk away or be fired.

The US Supreme Court's rulings on two vaccine employer mandates imposed by the Biden administration are imminent; regardless of the direction the rulings take, businesses must still be ready to keep their workers safe from Covid-19. The question remains, what do workers themselves expect of their employers? The short answer is: It's hard to tell.

The nominations for the Global Power 150 – Women in Staffing poured in. It felt the ecosystem came together to do what it could to elevate women. Much has been said about corporate America's lackluster DE&I efforts and the poor representation of women including women of color in the C-suite and the boardroom. Is our industry any different? No.

There is no college degree offered to support contingent workforce operations and strategies. And those in the workforce solutions ecosystem hail from hugely disparate backgrounds - some from disciplines such as journalism, others from the fashion industry, many from business school, still others from the medical field.