Nowadays, the workplace is changing.  Jobs are changing, some even becoming “obsolete.” A large part of this flux is due to artificial intelligence being the new normal, increasing productivity and altering traditional job roles.  

More than ever, hiring managers have to look at what positions can be entirely filled with robots, and which can be assisted with the help of AI to produce more and cost less.  This means that who is being hired is being impacted.  The conundrum of AI vs human labor is one that sounds like the plot of a movie.  The evil machines have taken over and people who have years of manual labor experience find themselves jobless and left to fight the big bad robots and the corporations that tossed them aside.  But it isn’t a movie, it’s truly happening, just not necessarily with everyone losing their jobs in the end.  Being conscientious of the use of AI in your workplace and how to hire to utilize it without losing human labor could be a vital step in keeping business booming and people employed.

Finding the best possible candidates for a role in your company is incredibly important, and of course, interviews are crucial for this. And while understanding who to hire lies heavily on the head of the person being interviewed, there are mistakes you could be making that are turning-off exceptional workers. Here are five things interviewers do that candidates can’t stand:

In a job market like today’s, where skilled workers are in high demand and employers are having a hard time filling positions, offering workplace flexibility is something to consider in order to attract top talent.  The idea that flexibility invokes laziness is an old school one and has since been proven untrue. Employees are far more likely to rate their job positively and use their hours productively when they have some control over their schedule. Here are some easy ways you can give your employees the flexibility they want.

Generation Z is the first generation that can barely remember a time before smartphones and the internet. They hold many qualities in common with millennials, but have been greatly influenced by coming of age during the Great Recession. Understanding how these factors make them unique is the first step to understanding how they will change the workplace.

Monday mornings are hard enough, but factor in a night of indulging, watching football (and commercials) and you have a recipe for disaster.

With Super Bowl Sunday on the horizon, employers around the country should be bracing themselves for a bombardment of calls from employees calling in sick Monday morning because according to a survey conducted by The Workforce Institute at Kronos Incorporated and conducted by The Harris Poll 17.2 million employees plan to do just that. 

What’s great about the Super Bowl is that people host parties specifically for this game—even if their team isn’t playing and even if they don’t care about football—it’s amazing! But as a result many overindulge and neglect their responsibilities the next day, i.e. work.

The new year is starting out with some headlines that undoubtedly have employers on edge. Half of DC-area Workers Would Jump Ship for Amazon, Why More Employers May Be Checking in With Talent Every Day, or even Employee Experience Rarely Exceed Expectations, Study Says. All of these headlines point to one thing: in order to retain your top talent and keep them happy, you’re going to have to pay attention to employee engagement.

In years past, workplace wellness programs meant discounted gym memberships and awkward office-wide weight loss competitions. And while we love a good discount, across the board, corporate wellness is diversifying and modernizing for the better. From a focus on meditation and mindfulness to personalized, data-driven wellness plans, what we’re seeing from employers across the country is a holistic, modern approach to wellness in the workplace.

So, employers, here’s what you need to know to bring your corporate wellness program out of the Stone Age and into 2019.

Nexxt is excited to announce our latest partnership with Bridging The Gap, which will support military members in finding career opportunities in the civilian job market.

If you type “company culture” into any search engine, you’ll quickly see the term “radical transparency” rise to the top. First coined in the early 1990s by stock market guru and hedge fund founder Ray Dalio, it’s become a hot topic over the last few years as more and more companies adopt the concept.

A few weeks ago, we announced our partnership with the Northeast Conference (NEC). Nexxtciting things were promised – and we’re delivering on that promise.