Tag: employment

Remote Work Trends 2025: Hybrid Models & Flexible Staffing

As we delve into 2025, the landscape of remote work continues to evolve, driven by technological advancements, shifting employee expectations, and strategic business decisions. Here are the key trends shaping the future of work across various sectors, including Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service.

Hybrid Work Models: The New Norm

Hybrid work arrangements are becoming increasingly prevalent, with 53% of remote-capable employees preferring a mix of in-office and remote days3. This approach allows for flexibility while maintaining team cohesion and collaboration. Companies like General Motors are embracing hybrid models, recognizing their value in retaining top talent2.

Technological Advancements

Artificial intelligence (AI) is transforming remote work by automating tasks and enhancing productivity. 75% of employees are already using AI tools, which enable them to focus on high-value projects1. Virtual reality (VR) and augmented reality (AR) are also being used to create immersive team experiences, improving remote collaboration1.

Freelance and Flexible Workforce

Freelancers are projected to become the majority of the workforce by 2027, offering businesses access to specialized skills on demand1. This shift highlights the growing importance of flexible staffing solutions in meeting fluctuating business needs.

Cybersecurity and Remote Work

As remote work increases, cybersecurity remains a top priority. Companies are adopting zero-trust security models and investing in employee training to mitigate risks1.

Keystaff’s Perspective

At Keystaff Professionals, we understand these trends and are adapting our strategies to support clients across Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service sectors. We recognize the value of hybrid models and flexible staffing solutions in meeting the evolving needs of our clients. While we continue to focus on traditional placements, we are also exploring opportunities for remote and hybrid roles, ensuring our clients have access to the best talent regardless of location.

As the remote work landscape continues to evolve, Keystaff remains committed to providing insights and solutions that help businesses thrive in this dynamic environment. Whether you’re navigating hybrid work models, leveraging AI for efficiency, or addressing cybersecurity concerns, we’re here to support your staffing needs with expertise tailored to your industry.

Citations:

Minnesota’s Preventing Pay Discrimination Act: What Employers Need to Know

As of January 1, 2024, Minnesota has implemented a new law aimed at promoting pay equity—the Preventing Pay Discrimination Act. This legislation prohibits employers from asking job applicants about their salary history, ensuring that wages are based on qualifications, experience, and industry standards rather than previous earnings. By removing salary history from hiring decisions, the law helps close wage gaps and foster fair compensation practices.

For details on the official statute, visit the Minnesota Department of Human Rights.

What Employers Need to Know

To comply with this new law, Minnesota employers must:

Eliminate salary history inquiries – Employers can no longer ask candidates about their past wages, either directly or through a third party.

Set pay based on job qualifications – Compensation must be determined by factors such as skills, experience, education, and market conditions rather than an applicant’s prior earnings.

Adopt transparent pay structures – Employers should develop clear salary guidelines that justify pay decisions and promote equitable compensation.

Consider pay transparency in job postings – While not legally required, including salary ranges in job listings demonstrates a commitment to fairness and can help attract top talent.

How KeyStaff Supports Employers

At Midwest Staffing, we help businesses navigate these new regulations while streamlining the hiring process. Here’s how we ensure compliance and support fair hiring practices:

Transparent Hiring Practices – We assist companies in developing clear, structured pay frameworks that align with compliance requirements and market expectations.

Industry Market Insights – Our expertise in workforce trends enables employers to set competitive and equitable salaries without relying on past compensation data.

Candidate Screening – We evaluate applicants based on skills, experience, and cultural fit, ensuring that pay decisions are fair and unbiased.

Strategic Talent Placement – We connect businesses with highly qualified candidates, helping them build strong teams while adhering to fair pay practices.

By partnering with KeyStaff Professionals, companies can confidently comply with Minnesota’s salary history ban while attracting and retaining top talent. Contact us today to learn how we can help you navigate this change and enhance your hiring strategy! 🚀

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TIPS TO SIMPLIFY RETIREMENT PLANNING

You’ve invested years into the workforce and are now considering retirement. What factors drive some people to retire sooner or later in life? Is there a specific age-range that’s best to retire? Planning for retirement is unique for each individual’s situation and goals. Optimal timing for retirement depends on the person’s needs, aspirations, and financial position. It’s important to maintain flexible and open to new possibilities when planning for retirement.

THINKING OF RETIREMENT? CONSIDER THIS:

1. How many years have you been in the workforce? Social Security collects a portion of your employment income, accumulating funds for when ready to retire. Social Security provides detailed benefit information based on age, work history, and income. Applying for benefits is also possible on the Social Security website. According to AARP, the longer you wait to collect Social Security after age of 62 the greater the return. AARP comments further, “For each year you delay, your Social Security benefits will increase between 7 percent and 8 percent up to age 70, depending on your year of birth.”

2. Determine monthly income and monthly expenses. Jot down all sources of income and expenses for each month. This provides detailed information on financial obligations needed when considering retirement options.

3. Which sources of income will commence upon retiring and which will cease? List new sources of income such as Social Security, 401K’s or other retirement plans, savings, investments, and others. Also review income sources that will cease or decreases, and include updated financial figures to your retirement planning list.

4. It’s never too late to strategize for retirement. Regardless of age or work experience there are many options available. Seek assistance from a financial expert who can provide retirement options based on your goals and financial needs.

5. Working is still an option after retirement. Seeking employment after retiring is a choice for individuals who require extra income or enjoy working. There is a limit to the number of work hours allowed when receiving Social Security benefits. Consult with Social Security to make sure you’re keeping within their guidelines.

*All suggestions should be discussed with a professional who specializes in retirement prior to implanting any ideas discussed in this article. This article is only intended for informational purposes.

Employees employment Retirement Retirement Planning

TIPS FOR JOBSEEKERS WITH DISABILITIES SEEKING EMPLOYMENT

Pursuing employment can be quite intense as jobseekers prepare to highlight occupational skills and potentials that supersede those of other applicants. The job search requires thorough preparation such as proper attire, anticipating interview questions, and doing researching on the company and/or leadership team. People with disabilities may face other challenges along with the normal stressors involved in seeking work. Unfortunately there are instances were employers stereotype people with disabilities, making it difficult for some individuals to find fulfilling jobs. As a result some people prefer not to share their disabilities for fear of humiliation or disqualifications of potential job openings. Sadly such individuals are deprived from the deserved opportunity to share his or her given potential in the workplace.

The United States Department of Labor defines The American’s with Disabilities Act (ADA) as follows; “The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. The ADA also establishes requirements for telecommunications relay services.” Employers cannot discriminate when providing employee trainings, promotions, or benefits. Also, upon hire employers must provide suitable accommodations for people with disabilities to meet job requirements. The U.S. Equal Employment Opportunity Commission (EEOC) advises jobseekers to determine if job duties can be performed with adequate employer accommodations when seeking employment. Doing so decreases the burden of applying to numerous jobs and ensures protection under the ADA.

The EEOC comments further on how the ADA defines disability noting:

To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.

TIPS FOR JOBSEEKERS WITH DISABILITIES SEEKING EMPLOYMENT:

1. Research your employment rights. The EEOC and The United States Department of Labor offer resourceful information on ADA and related topics.

2. Partner with organizations in your area for employment opportunities and other available services for people with disabilities.

3. Focus on your strengths. We each have unique skills and abilities to share with others. Highlight individual skills and qualities that will be of positive contribution to the related job position. For instance: “I am excited to apply for the administrative assistance position. I feel confident in my potential to not only meet but also exceed company expectations. I am great with people skills and love to help others.” If the opportunity allows you can share your vision and potentials with the interviewer.

4. Work with a human resource or staffing personnel who can provide sound guidance and assistance throughout the hiring process. Staffing professionals are experienced in the field and can assist with resume tips and interview preparation. Human resource personnel can also suggest how, when, and to whom to address personal accommodations and disability questions.

5. Never feel inferior to other applicants. Career success is highly influenced by our mental attitude to follow through goals and aspirations with confidence. You know your individual strengths better than anyone else. Tap into your personal gifts and talents, seeking employment opportunities that align with your skills, abilities, and career goals.

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TIPS WHEN SEEKING WORK OPPORTUNITIES THAT OFFER JOB GROWTH

If you are seeking stable employment in a company that offers career growth, then this is a must read for you! When looking for a job it’s important to interview and evaluate potential employers. Yes, the company is making an investment in hiring you, but you are also contributing time and energy into the company. In the like manner jobseekers should inquire about opportunities that enhance professional growth.

When seeking employment it’s key to determine your career goals and aspirations. If you are looking expand in your profession, then it’s crucial to communicate such aspirations with potential employers. Inquire about available job promotions as you gain seniority with the company. Doing so provides insight into professional ambitions and seriousness in growing with the company. Below are sample questions to consider when selecting jobs that offer growth potentials.

QUESTIONS TO ASK POTENTIAL EMPLOYERS:

1. Are promotions available as I expand my skills on the job?

2. Is there growth potential in different departments of the company?

3. How often does the company evaluate employee performance?

4. If given the opportunity can employees expand in his or her job roles?

5. Can employees request transfers if a promotion is available at another location?

6. What are the requirements to be considered for a leadership position?

7. Is there a website were I can research your employee benefits and growth opportunities?

career options employment Job Growth Job Seekers Stress

FIVE Q & A’S TO DETERMINE WHAT JOB FIT’S YOU BEST!

With so many job opportunities available, it’s crucial to determine which positions best fit your lifestyle and personality. Here is a fun Q & A to to assist in defining which employment options are worth the time and pursuit. Taking a few minutes to think about your career decisions is a worthwhile investment.

Question #1: Do you prefer routines and schedules, or does spontaneity and excitement fuel your day?

Answer: If you prefer routine or a fixed schedule, then you may want to pursue employment options that offer a determined shift such as banking, sales, and various administrative positions.

If change and variety bring a sense of career satisfaction, there are many flexibility and creativity jobs you to engage. Unpredictable circumstances are encountered frequently, especially in the medical field and in the realm of education. These career choices are great choices for individuals that enjoy freedom and change.

Question #2: What do you find more valuable, the rate of pay or company incentives?

Answer: If there’s greater value in the hourly rate, then a high paying position may appear to be the best choice. This option may not always be in your best interest. Let’s suppose company A has an offer for a full-time position with an earning of 60,000/year. On the other hand, company B makes an offer for 50,000/year including health benefits, a company vehicle, travel expenses, and periodic performance bonuses. Although company A’s offer may seem more appealing upfront, less expenses are paid out-of-pocket and more benefits are gained with company B’s offer. It’s a good tactic to define benefits and compensations before basing your decision solely on annual income.

Question #3: Is your schedule flexible or do you have fixed days/hours of availability?

Answer: A job offer may be attractive and well paying, yet the hours of work may not suit your schedule. Take time to analyze your availability and the hours that you can commit to working. For some individuals the evening shift is ideal, while for others working twelve hour shifts three times a week works best. The key is to examine your lifestyle, preferences, and availability. There are many employers that offer up to four and five shifts, that accommodate to their employees schedule. Research the company and learn their work schedules, shifts, and hours of operation. This will help you determine if this job best suits your current employment needs.

Question #4: Are you extroverted and social, or introverted and reserved?

Answer: If you are a people person, getting an office job or working in the pharmaceutical lab may not be the best choice regardless of pay. At first the pay may be very appealing, yet it’s important to realistically envision yourself satisfied in the job role. Introverted or reserved individuals may not feel comfortable in a very social setting like marketing and sales. Being in such positions may create anxiety or frustration for job seekers that prefer some quietness and less social interactions. Office jobs, clerical work, and writing positions may better fit these personalities.

Question #5: Does the job opportunity enhance or contribute to future career goals?

Answers: Although some employment positions are on a temporary basis, it’s best to select occupations that contribute to your career goals. For example, your career path is in business management and there are two potential job offers that catch your interest. There’s an opportunity as a Sales Manager, or another offer as a Telemarketer. Both companies pay fairly the same, but the telemarketing position is more layback and closer to home. Although the telemarketing position may seem more beneficial, in the long run the experience as a Sales Manager will be of greater value on your resume when pursuing business management.

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