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A Hiring Manager handles a lot these days, but they are tasked primarily with finding the right talent. That is much harder than it sounds, especially during times of historically low unemployment. There is more pressure than ever to find the right candidate when almost everyone in the U.S. is gainfully employed. Plus, Hiring Managers are all too aware of how much it costs a company when they pick the wrong candidate for the job.

For the layperson, computer programming may be an unfathomable world of algorithms populated by incomprehensible terms and rules. While our iPhones, smart homes, video games, and apps may have taught us the basics of how to use these tools, the idea of actually programming them to answer questions or navigate to the nearest restaurant (all in a smooth British accent) are completely out of our league. That’s cool, though, because we all know some Sheldon Cooper (a la Big Bang Theory) type that can probably fix the WiFi when it goes down.

Ask a Hiring Manager how difficult it is to find qualified job candidates these days. You’ll probably get an earful about the historically low unemployment rate, the labor shortage in technical fields, and how everyone that wants a job has one. Glassdoor reports that 76% of Hiring Managers say recruiting talent is their number one problem.

Hiring teams are looking for creative ideas for staffing up in this unusually tight labor market. They’re working on culture and partnering with recruiting firms to attract top talent to their companies. One of the newest employment trends Hiring Managers are implementing has them teaming up with marketing executives to create recruitment marketing plans to attract more candidates.

When it comes to the final stages of the employment process, the in-person job interview is a key step for both hiring teams and job seekers. But this necessary part of the hiring process produces anxiety in both the applicant and the interviewer.

If you’re interviewing on site, selling yourself and being grilled by strangers drains both time and energy. This is true for almost anyone, whether they’ve interviewed 10 times or just once.

When was the last time you did just one thing at a time?

Most people believe the ability to multitask makes them a better employee. Employers look for multitaskers, believing that these workers are the smartest, most efficient, and most productive.

What if we told you these beliefs were completely unfounded and that multitasking is actually making you less productive and potentially less healthy? It turns out there are all kinds of scientific and anecdotal evidence that confirm the truth. For the most part, multitaskers are the least efficient people in the room.

With July 4th looming, we thought it would be a good idea to celebrate the independence of our remote workforce.

It’s as clear as the crack on the Liberty Bell that remote workers are the new normal, with about 50% of the U.S. workforce today producing from some location other than a traditional office. Most believe this isn’t a passing fad because both workers and employers benefit from having remote workplace options, but this relatively new model requires some attitudinal and process shifts in order to manage these teams.

This article will look at how employers and employees can make the most of their remote teams without being held back by common management mistakes.

Staffing agencies have two primary clients: The employees we place in jobs and the employers that hire them. At Artisan Talent, we appreciate both and work hard to deliver on our promises to employers and the talent we hire for them.

But a frequent question asked by both employers and creative talent is what does the staffing agency bill the employer and how much profit does the agency make?

Forbes calls the U.S. the “no vacation nation.” That’s because almost one-half of Americans had unused vacation time last year. Polls indicate we are working more, sleeping less, and getting sicker. Stress is the number one cause of illness, and the data shows that most of us are handling a mountain of anxiety right now. All this stress costs employers big money: about 8% of total healthcare costs are associated with stress-related illness stemming from unhealthy work environments.

It’s true that work can be stressful. But does it have to be? Why aren’t we using vacation days? What can employees and employers do to create a culture of health in the workplace?

Four years ago, TechCrunch published an article called “In the Future, Employees Won’t Exist.” That was their way of predicting that the future state of work will be irrevocably tied to freelance contracting instead of traditional full-time employment.

Artisan Talent has been following the state of freelancing for a decade, and publishing insights on the topic since 2016. We have come a long way since the early days of contracting: The EY Global Contingent Workforce Study says by 2020 nearly one in five global workers will be in some sort of contingent role. LinkedIn says that, by next year, 43% of American workers will be freelancers.

While the future that TechCrunch predicted isn’t quite here yet, let’s look at the current state of freelancing and how it may affect your work prospects in the coming year.

June 8th is National Best Friends Day, the day we should all turn to our favorite BFF to tell them how much we value the time they spend listening to our problems and texting stupid memes at us when we’re stuck in work meetings. If you’re lucky, the best friend you’re celebrating this week might be someone you know from work.

It turns out there’s a solid set of research showing that having friends at the office can increase the chances that the business will be successful and that employees will be happier. Here’s how having a workplace BFF helps businesses retain talent, improve productivity, and cut costs.