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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.

“The true sign of intelligence is not knowledge but imagination.”

–Albert Einstein

Why does creativity matter? What role does creativity play in your job? Can a lack of creativity in your life make you sick? This blog has answers about creativity, work, and how humans and corporations can benefit from a little bit of imagination.

Since May 25th is National Wine Day, we thought it would be a good idea to whine a little about how your boss might be driving you to distraction (or wine, for that matter). The statistics back us up on this assumption: 44% of American workers say they left their last job primarily to get away from their boss. Gallup puts the number even higher at 50%.

Everyone reports to someone else and if the person that’s paid to hold you accountable is a poor manager, they could ruin more than your chances for a promotion. Having a bad boss can force you to look for a new career.

Should you contract or go full-time? That’s a question a lot of American workers are asking right now, because, let’s face it, job seekers have options. Historically low unemployment has shifted the balance of power toward the skilled worker, who has more choices when searching for work because there are more jobs to choose from.

More employers are turning to contracting as a way to staff up during fluctuating markets or to help with large one-time projects. Employers that are trying to figure out if contracting is better than hiring full-time will need to know the types of legal options available beyond full- or part-time employment. What are the benefits of having contract workers on the team?

Employees wondering if contract work is right for them should carefully consider their personal work and financial requirements. What are the ins and outs of contracting over full-time employment?

Is contracting right for you?

It’s hard to find good help these days. Thanks to historically low unemployment, this cliché is the real deal. Employers are adjusting to the new balance of power in the hiring game because, in most markets, the workers have the upper hand.

Simply put, there are more jobs than skilled workers right now, so employers are scrambling to sweeten hiring incentives while adopting new recruiting techniques to try to find the help they need to get the job done.

Attention Employers: If you think it’s time to consider lowering your hiring standards, here are some creative tips from your favorite creative talent firm to help you find top talent in 2019.

Attention Employers:
You might be doing onboarding wrong.

When it comes to bad hires, Hiring Managers and Recruiters feel the same pain. You know the scenario: the candidate made it through the first month and started to struggle. Maybe it’s culture fit or perhaps something went wrong during the screening process, but somehow, the new employee isn’t exhibiting the skills or attitudes that seemed to shine so brightly during the interview process. They’re rocking the boat, not doing the job, and it’s just not working out.

Hiring is a huge responsibility and an inexact science. Despite our best efforts, sometimes we hire the wrong person.

How can a hiring team reduce its chances of having an April Fools’ joke played after the employee onboarding is over? What can companies do to reduce the chances that they hire the wrong person?

If you’re wondering whether your business needs to hire a Marketing Manager, the answer is probably yes. Just asking the question is a sign it may be time. Here are other signs that indicate you’re ready.