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Catfishing. Once a trend confined to the realm of online dating. Now, like other relationship phenomena including ghosting, career cushioning, and quiet quitting, it’s infiltrated the workplace. This is bad for employers and employees alike. Corporate catfishing is when employers make false or misleading claims about their working culture in job ads or interviews in a bid to attract top talent, and it’s a big issue. Research shows that 70% of hiring managers have lied to candidates during hiring processes. A separate study also found that 72% of workers have experienced “shift shock,” where the reality of a new job doesn’t live up to what you were sold. The reason it’s happening is simple. Companies want to attract the best talent to fill skills gaps and drive performance. Yet presently, employers and employees have conflicting preferences over ideal working environments. The return-to-office movement is a prime example. In fact, our data shows that demand for fully remote jobs rose by 10% across last year, and by the end of 2024, almost two-thirds of workers sought remote roles. Yet, only 4% of employers advertised fully remote roles last year. The lack of remote roles on offer is unsurprising given that we’ve recently seen a spate of return-to-office mandates issued by companies including Amazon and JP Morgan. In comes corporate catfishing: a half-baked solution some companies use when they cannot (or will not) offer what workers want. Maybe the hiring manager lies about how often employees are expected to show up to the office, or tells an applicant that the company is deeply committed to environmental efforts, when it’s actually been scaling back on its sustainability goals. Like with all lies, the truth will eventually come back to bite them. While corporate catfishing may widen your talent pool, there’s no guarantee that this pool will be filled with the right talent. Workers are looking for certain working setups for a reason. For example, they could be looking for a remote role because they have a health condition that makes it tricky to go into the office every day, or need working hours that they can flex around the school run. Job seekers lured in under false pretenses are likely to be a poor cultural fit for the company’s working environment. Plus, if workers do fall for corporate catfishing and are hired, they certainly won’t trust or feel loyal to that employer once they discover the truth of the working environment. This won’t be good for staff retention and could be costly for businesses, given that replacing a single employee can cost up to twice their annual salary. There’s also the reputational risks to consider. Smart job seekers will do a deep dive and look at online reviews from former employees before they accept roles. When the secret gets out (and it always does), the company’s reputation for lying to candidates will likely impact job offer acceptance rates and deter future prospects. Businesses will be far better off if they’re transparent about their benefits and working environments from the outset. But the smartest employers won’t stop there. More than ever, workers care not only about where they work, but how, when, and who they work for. So if employers really want to build job seekers’ trust and set themselves apart in the war for top talent, they need to go one step further. They need to build a strong, genuine employer brand, which actively showcases everything from the company’s working setup and benefits to its mission and values. To do this, employers should identify three core themes, which encapsulate the company’s unique value as an employer (be that a commitment to diversity and inclusion or an industry-leading vacation allowance). More than three, and your core identity can get lost in the noise. Sticking to these themes will help keep messaging feeling authentic and consistent across job ads, the company’s website, and social media. Having guidelines around tone of voice can complement this well, too. Showing, not just telling, workers what it’s really like to work for the company also helps build job-seekers’ trust in the employer brand. So, share pictures from team days and events on the company’s social media. Featuring posts from employees from all levels of the businesses, where they share their typical work day or professional achievements facilitated by company training programs or mentorship, can be a great way to do this. The content will feel more authentic to job seekers when it comes from their peers. You should also post about things which reflect the company’s core values on LinkedIn. This helps demonstrate to job seekers that the values the company shouts about really are embedded into its DNA. For instance, if sustainability is important to you, you could post about another company’s new climate initiative. We already have enough catfishing to dodge in the dating world. It’s time for employers to leave false promises behind and put transparency first. There’s someone out there for everyone, and getting more candid about workplace culture means everyone wins—both workers and employers can find their ideal match. View the full article

Work is full of potential rejection. Ask a colleague for a favor, and they may refuse. Apply for a job, and you may not get it. Seek a promotion, and you may be passed over. Submit a proposal to a client, and it may not be accepted. One key part of success is to be willing to learn from these failures, rather than to be paralyzed by them. Yet, you may find it hard to get over a rejection. Before you can learn anything from a failure, you first have to get beyond the emotions associated with rejection. Dealing with rejection sensitivity The first question you have to ask is whether a particular rejection is bothering you, or whether rejection in general is a problem. A long line of research suggests that some people have a high level of rejection sensitivity. There is even a measure of rejection sensitivity called the Rejection Sensitivity Questionnaire. This measure asks you to consider a variety of situations in which you ask for something from another person. You rate both the level of anxiety or concern you might experience in that situation as well as the degree to which you expect someone would accept or reject your request. People high in rejection sensitivity get quite anxious when faced with the possibility of rejection and may also expect that their requests will be rejected. Rejection sensitivity may be a reaction people develop to feelings of rejection by key loved ones when growing up. If you generally have anxiety about rejection, then it can hamper you in the workplace. You may avoid asking for things you need or pursuing new opportunities. You may also react with fear or anger when you feel like others are rejecting you. You might also take criticism of a project or your performance as a personal rejection rather than as feedback that provides an opportunity for you to improve. If you’re sensitive to rejection in general, then you have ingrained a set of habits that probably will not go away on their own. This sensitivity is going to affect both your work and personal life, and so it’s worth addressing. A good therapist can be a valuable part of the process of understanding the source of your anxiety and expectation of rejection and help you to develop strategies to help you handle future situations more effectively. Dealing with a specific painful rejection Even if you’re not a rejection-sensitive person, you may still find a particular rejection at work hard to handle. Perhaps you had a trusted friend or colleague who has now turned your back on you. Maybe a longtime client has decided to work with someone else. You might have applied for a job that you really wanted and lost out to another candidate. Of course, nobody should expected to get over a rejection immediately. Rejection stings, and that pain can last for a while. Sleep is an important part of your ability to deal with difficult emotions, so getting several good nights’ sleep can help you move past a painful rejection. If there’s a specific rejection that stays with you, it probably reflects a significant loss for you that is worth understanding. You might be prone to avoid thinking about rejections, but it can be helpful to write about them. That writing can help you to get the thoughts outside of yourself, which can be healing. In addition, it may help you to understand the source of the loss. Perhaps you feel betrayed by someone you trusted. It might be that the rejection affects something that is part of your self-concept. The rejection might feel like it is closing off a career or life path that you were invested in. If writing about the rejection doesn’t help, you might benefit from working with a counselor or therapist. Career success ultimately requires that you put yourself in situations in which you could face rejection. Not only that, it’s virtually impossible to do anything of significance without being rejected often. That means you must develop strategies to learn to accept rejections, to analyze them so that you learn how to be more effective in the future, and to continue to try difficult things that might lead to additional rejections in the future. View the full article

PM hopes to strike a US trade deal to further cut 10% levyView the full article

The market was far too optimisticView the full article

For the past 15 years, the driving passion behind this website has been simple: to inspire and help people own less and live more. I hope, in one way or another, it’s been helpful to you in your pursuit. At first, this blog was the only resource I offered. I published articles three times per week and made them freely available to anyone who subscribed by email. (You still can, by the way.) But a website built on one-off articles has its limits. It becomes a stream of consciousness—topics shared in no particular order, simply based on what I was learning, thinking about, or wanting to articulate at the time. The articles were helpful—and still are—but now, just 30 short of 1,000 posts, they can be difficult to navigate. I started receiving more and more emails asking, “Do you have any articles about _____?” And often, I did—they were just buried in the Archives. So in 2016, I published The More of Less: Finding the Life You Want Under Everything You Own. The book laid out a straightforward argument for how owning less helps us pursue bigger and better dreams for our lives. I hoped it would inspire many people to embrace a new way of living. With over 100,000 copies sold, I’d say that’s a pretty good start. But as the book and blog gained readers, I began to notice something. Many people had read about minimalism and wanted the benefits of it—but still struggled to put the principles into practice. So nine years ago, I launched a solution: The Uncluttered Course. I created the course to provide everything a book, blog post, or YouTube video cannot: structure, accountability, weekly challenges, a supportive community, and an opportunity to ask questions and feel heard. The course has changed countless lives. I still receive emails that say, “I took your Uncluttered Course in 20xx and it changed my life.” And I always respond the same way: “I may have provided inspiration and structure—but you did the hard work.” A few years ago, in 2023, I sat down with a pen and paper and asked myself a new question: What more could I do to help people own less? I mapped out the entire journey someone might go through—from first hearing about minimalism, to decluttering their home, to building long-term habits that maintain a clutter-free life, to eventually inviting others into its benefits. No matter where someone finds themselves on that path, I want to help them take their next step. That process led me to a realization: As much as I love this blog, the books, and the online course, there are still some people who need something more personal in their journey. They don’t want to go through the process alone. They don’t want to figure it out online. They want in-person help. One-on-one. In their actual home. Sometimes that’s because they feel stuck. Other times it’s because they need personal support. And sometimes, they’re just too busy to do it on their own. Unfortunately, many professional organizers are focused on organizing what we already own—not helping us remove what we don’t need. It can be hard to explain to someone that the goal isn’t better organization—it’s owning less. The world needs more Professional Declutterers. So over the past two years, I’ve been training both professionals and passionate individuals in my approach to decluttering and minimalism. During our live professional trainings, I work directly with participants—teaching the most effective methods I’ve found to help people own less and live more. Today, nearly 100 individuals have completed the training. They live all over the world and are equipped to come into your home (or work virtually) to walk with you step-by-step through the process. If you’re looking for personal support to help you declutter, they are available and ready to serve. Here is a website where you can find their information. Of course, this is their livelihood. Hiring someone for individualized support will cost more than a book or course designed for a larger audience. But if you’re stuck, the investment is worth it—for your home, your peace, your time, and your life. *I don’t receive any commission from their work. Each of these professionals has my full recommendation. I’ve trained them personally. They have proven their understanding of my methods. And I believe they can help you. If you need the help, reach out. Owning less is worth it. — PS: If you’re a professional organizer—or even just someone passionate about helping others own less—I’d love to teach you. I offer this training three times per year. If you’d like more information or want to be notified the next time registration opens, sign up here. The post The Support You’ve Been Looking For: One-on-One Help to Own Less appeared first on Becoming Minimalist. View the full article

No doubt on doubtView the full article

Commission president warns global economy will ‘massively suffer’ from US trade barrageView the full article

Rumors of a Tumblr comeback have been bubbling for a couple of years—think a pair of Doc Martens here, a splash of pastel hair dye there. Now, Gen Z is embracing the platform as a refuge from an internet saturated with influencers and algorithm fatigue. Launched in 2007, just ahead of Instagram’s 2010 debut, Tumblr, with its blog-style format, encouraged users to craft personal aesthetics and immerse themselves in niche communities—where American Apparel tennis skirts, oversize flannels, and black wire chokers once reigned supreme. At its peak in early 2014, the platform had more than 100 million users and was often mentioned in the same breath as Facebook and other rising social media giants. But Tumblr struggled to monetize, even after Yahoo’s $1.1 billion acquisition in 2013. As competitors leaned into the creator economy with sponsored posts and digital storefronts, Tumblr faded into millennial nostalgia. Thanks to Gen Z, the site has found new life. As of 2025, Gen Z makes up 50% of Tumblr’s active monthly users and accounts for 60% of new sign-ups, according to data shared with Business Insider’s Amanda Hoover, who recently reported on the platform’s resurgence. User numbers spiked in January during the near-ban of TikTok and jumped again last year when Brazil temporarily banned X. In response, Tumblr users launched dedicated communities to archive and share their favorite TikToks. Meanwhile, progressives disillusioned with the political shifts of Mark Zuckerberg and Elon Musk are fleeing Facebook and X in favor of Tumblr’s more independent, chaotic charm. To keep up with the momentum, Tumblr introduced Reddit-style Communities in December, letting users connect over shared interests like photography and video games. In January, it debuted Tumblr TV—a TikTok-like feature that serves as both a GIF search engine and a short-form video platform. But perhaps Tumblr’s greatest strength is that it isn’t TikTok or Facebook. Currently the 10th most popular social platform in the U.S., according to analytics firm Similarweb, Tumblr is dwarfed by giants like Instagram and X. For its users, though, that’s part of the appeal. View the full article

US president’s imposition of global tariffs signals a shift in global economic policy View the full article

Blackstone, KKR and EQT among buyout groups raising concerns over government reformsView the full article

FTSE 100 group believes the £3bn narrow-body project could deliver a step change in British economyView the full article

Officials examine use of command and control systems and early-warning aircraft View the full article

A new study by Flatworld Solutions shows that remote work in the United States continues to gain momentum in 2025, even as some major companies reinstate return-to-office (RTO) mandates. The research, which analyzed telework trends across demographics, industries, and regions between 2022 and 2025, paints a complex picture of an evolving workforce adapting to the opportunities and challenges of distributed work. According to the report, overall telework adoption increased from 19.9% in October 2022 to 23.6% in January 2025, an 18.6% rise. As of early 2025, 12.5% of American workers were teleworking some hours, while 11.1% worked remotely full-time. Interest in remote work has also surged among the public, with Google search interest for the term rising 134% since 2020. “The exponential jump in remote work adoption reflects more than just a temporary shift—it signals a fundamental redefinition of workplace digital transformation,” said Israel Paul, head of human resources at Flatworld Solutions. “At Flatworld Solutions, we see technology not merely as an enabler, but as a strategic asset that fuels innovative workforce models.” Regional and Demographic Variations The study highlights significant disparities in telework adoption across the U.S. The District of Columbia leads with a 56.5% adoption rate, while Mississippi lags behind at just 4.7%. Other states with high remote work rates include Colorado (31.7%), Massachusetts (29.4%), and Washington (28.5%). Age and gender also play a role in remote work trends. Workers aged 35-44 lead with a 28.1% average telework rate, while those 65 and older experienced the largest growth—54.6% among men in that age group. In contrast, the 16-19 demographic showed the lowest adoption at 2.7%. “Distinct demographic and occupational trends in telework are reshaping how organizations plan their talent strategies,” Paul noted. “For instance, significant growth among older workers underscores the critical role of adaptable work environments powered by data-driven insights.” Occupational and Industry Trends Remote work remains more prevalent in certain occupations. The study shows that computer and mathematical jobs lead in telework rates at 69.9%, followed by business and financial operations (59.2%) and legal roles (52.6%). Media, arts, design, and entertainment roles also saw strong adoption at 46.5%. In terms of industries, professional and technical services top the chart with a 56.3% adoption rate, with finance and insurance not far behind at 61.7%. The financial activities and information sectors also reported high adoption levels, at 55.4% and 49.7%, respectively. The Rise of Global Capability Centers The emergence of Global Capability Centers (GCCs) is highlighted as a major trend shaping remote work. These virtual and offshore hubs allow multinational firms to scale distributed teams and tap into global talent pools. Google Trends data supports this shift, with search interest in capability centers climbing from near zero in 2020 to a peak of 100 in January 2025. “This transformation represents not just a response to immediate remote work needs but a strategic shift in how companies structure their IT and software service delivery for long-term resilience and competitive advantage,” Paul said. Return-to-Office and Its Challenges Despite the rise in remote work, some large corporations are pushing for full-time office returns. Amazon, AT&T, and JPMorgan have all announced five-day in-office workweeks for 2025. However, these policies are not without issues. The study found that 42% of companies enforcing RTO mandates experienced higher-than-expected employee attrition, while 29% faced recruitment challenges. About 23% of companies plan to introduce RTO policies by the end of the year, and 7% will delay implementation until 2026 or later. Security Concerns in the Remote Era With the expansion of remote work, job-related scams have surged. Losses due to fraudulent job postings and gamified task scams have more than tripled since 2020, reaching over $220 million in reported losses in the first half of 2024. “With the alarming rise in job scams targeting remote workers and the pushback we’re seeing with office returns, it’s clear that protecting our workforce while maintaining productivity is a delicate balance,” Paul said. “Success in this new era isn’t just about having the right technology—it’s about understanding and supporting the people using it.” Methodology The study draws on datasets from BLS monthly surveys, Google Trends, and supplementary sources tracking telework patterns across regions, age groups, and occupations from 2022 to early 2025. It focuses on growth rates, regional disparities, and emerging concerns like remote work vulnerabilities and workforce resilience. Image: Envato This article, "Remote Work Gains Ground Despite Return-to-Office Push, Study Finds" was first published on Small Business Trends View the full article

A new study by Flatworld Solutions shows that remote work in the United States continues to gain momentum in 2025, even as some major companies reinstate return-to-office (RTO) mandates. The research, which analyzed telework trends across demographics, industries, and regions between 2022 and 2025, paints a complex picture of an evolving workforce adapting to the opportunities and challenges of distributed work. According to the report, overall telework adoption increased from 19.9% in October 2022 to 23.6% in January 2025, an 18.6% rise. As of early 2025, 12.5% of American workers were teleworking some hours, while 11.1% worked remotely full-time. Interest in remote work has also surged among the public, with Google search interest for the term rising 134% since 2020. “The exponential jump in remote work adoption reflects more than just a temporary shift—it signals a fundamental redefinition of workplace digital transformation,” said Israel Paul, head of human resources at Flatworld Solutions. “At Flatworld Solutions, we see technology not merely as an enabler, but as a strategic asset that fuels innovative workforce models.” Regional and Demographic Variations The study highlights significant disparities in telework adoption across the U.S. The District of Columbia leads with a 56.5% adoption rate, while Mississippi lags behind at just 4.7%. Other states with high remote work rates include Colorado (31.7%), Massachusetts (29.4%), and Washington (28.5%). Age and gender also play a role in remote work trends. Workers aged 35-44 lead with a 28.1% average telework rate, while those 65 and older experienced the largest growth—54.6% among men in that age group. In contrast, the 16-19 demographic showed the lowest adoption at 2.7%. “Distinct demographic and occupational trends in telework are reshaping how organizations plan their talent strategies,” Paul noted. “For instance, significant growth among older workers underscores the critical role of adaptable work environments powered by data-driven insights.” Occupational and Industry Trends Remote work remains more prevalent in certain occupations. The study shows that computer and mathematical jobs lead in telework rates at 69.9%, followed by business and financial operations (59.2%) and legal roles (52.6%). Media, arts, design, and entertainment roles also saw strong adoption at 46.5%. In terms of industries, professional and technical services top the chart with a 56.3% adoption rate, with finance and insurance not far behind at 61.7%. The financial activities and information sectors also reported high adoption levels, at 55.4% and 49.7%, respectively. The Rise of Global Capability Centers The emergence of Global Capability Centers (GCCs) is highlighted as a major trend shaping remote work. These virtual and offshore hubs allow multinational firms to scale distributed teams and tap into global talent pools. Google Trends data supports this shift, with search interest in capability centers climbing from near zero in 2020 to a peak of 100 in January 2025. “This transformation represents not just a response to immediate remote work needs but a strategic shift in how companies structure their IT and software service delivery for long-term resilience and competitive advantage,” Paul said. Return-to-Office and Its Challenges Despite the rise in remote work, some large corporations are pushing for full-time office returns. Amazon, AT&T, and JPMorgan have all announced five-day in-office workweeks for 2025. However, these policies are not without issues. The study found that 42% of companies enforcing RTO mandates experienced higher-than-expected employee attrition, while 29% faced recruitment challenges. About 23% of companies plan to introduce RTO policies by the end of the year, and 7% will delay implementation until 2026 or later. Security Concerns in the Remote Era With the expansion of remote work, job-related scams have surged. Losses due to fraudulent job postings and gamified task scams have more than tripled since 2020, reaching over $220 million in reported losses in the first half of 2024. “With the alarming rise in job scams targeting remote workers and the pushback we’re seeing with office returns, it’s clear that protecting our workforce while maintaining productivity is a delicate balance,” Paul said. “Success in this new era isn’t just about having the right technology—it’s about understanding and supporting the people using it.” Methodology The study draws on datasets from BLS monthly surveys, Google Trends, and supplementary sources tracking telework patterns across regions, age groups, and occupations from 2022 to early 2025. It focuses on growth rates, regional disparities, and emerging concerns like remote work vulnerabilities and workforce resilience. Image: Envato This article, "Remote Work Gains Ground Despite Return-to-Office Push, Study Finds" was first published on Small Business Trends View the full article

Private sector employment in the United States grew by 155,000 jobs in March, while annual pay increased 4.6% year-over-year, according to the latest ADP National Employment Report produced in collaboration with the Stanford Digital Economy Lab. The report offers a high-frequency, independent view of the labor market using anonymized payroll data from more than 25 million U.S. employees. “Despite policy uncertainty and downbeat consumers, the bottom line is this: The March topline number was a good one for the economy and employers of all sizes, if not necessarily all sectors,” said Nela Richardson, chief economist at ADP. Job Gains by Sector and Region March’s job growth was driven primarily by the service-providing sector, which added 132,000 jobs. The goods-producing sector contributed an additional 24,000 positions. Goods-producing industries: Manufacturing: +21,000 Construction: +6,000 Natural resources/mining: -3,000 Service-providing industries: Professional/business services: +57,000 Financial activities: +38,000 Leisure/hospitality: +17,000 Education/health services: +12,000 Other services: +11,000 Information: +3,000 Trade/transportation/utilities: -6,000 Regionally, the Northeast led with 89,000 new jobs, including 57,000 in New England and 32,000 in the Middle Atlantic. The Midwest followed with 81,000 jobs, most of which came from the East North Central division. Regional employment changes: Northeast: +89,000 Midwest: +81,000 South: +27,000 West: -41,000 In the West, employment declined by 12,000 in the Mountain region and by 29,000 in the Pacific region. Hiring by Establishment Size Job gains were spread across businesses of all sizes: Small establishments (1-49 employees): +52,000 Medium establishments (50-499 employees): +43,000 Large establishments (500+ employees): +59,000 Among small firms, those with 1–19 employees contributed the most, with 42,000 jobs added. Medium-sized businesses with 50–249 employees added 34,000 jobs. Pay Insights ADP’s pay data showed a slowdown in wage growth. Job-stayers saw a 4.6% increase in annual pay, while job-changers experienced a 6.5% increase. The 1.9 percentage point premium for job-changers matched a series low last seen in September. Pay gains for job-stayers by industry: Manufacturing: 4.8% Financial activities: 5.3% Construction, education/health services, leisure/hospitality: 4.7% Other services: 4.4% Professional/business services: 4.4% Trade/transportation/utilities: 4.3% Natural resources/mining: 4.3% Information: 4.0% Pay gains for job-stayers by firm size: Small firms (1–19 employees): 2.9% Small firms (20–49 employees): 4.2% Medium firms (50–249 employees): 4.8% Medium firms (250–499 employees): 5.0% Large firms (500+ employees): 4.9% As of January 2025, ADP’s Pay Insights measure captures nearly 14.8 million individual pay change observations each month, up from nearly 10 million when it launched. The data provides near real-time insights into the private sector labor market. This article, "ADP: Private Sector Adds 155,000 Jobs in March; Annual Pay Up 4.6%" was first published on Small Business Trends View the full article

Private sector employment in the United States grew by 155,000 jobs in March, while annual pay increased 4.6% year-over-year, according to the latest ADP National Employment Report produced in collaboration with the Stanford Digital Economy Lab. The report offers a high-frequency, independent view of the labor market using anonymized payroll data from more than 25 million U.S. employees. “Despite policy uncertainty and downbeat consumers, the bottom line is this: The March topline number was a good one for the economy and employers of all sizes, if not necessarily all sectors,” said Nela Richardson, chief economist at ADP. Job Gains by Sector and Region March’s job growth was driven primarily by the service-providing sector, which added 132,000 jobs. The goods-producing sector contributed an additional 24,000 positions. Goods-producing industries: Manufacturing: +21,000 Construction: +6,000 Natural resources/mining: -3,000 Service-providing industries: Professional/business services: +57,000 Financial activities: +38,000 Leisure/hospitality: +17,000 Education/health services: +12,000 Other services: +11,000 Information: +3,000 Trade/transportation/utilities: -6,000 Regionally, the Northeast led with 89,000 new jobs, including 57,000 in New England and 32,000 in the Middle Atlantic. The Midwest followed with 81,000 jobs, most of which came from the East North Central division. Regional employment changes: Northeast: +89,000 Midwest: +81,000 South: +27,000 West: -41,000 In the West, employment declined by 12,000 in the Mountain region and by 29,000 in the Pacific region. Hiring by Establishment Size Job gains were spread across businesses of all sizes: Small establishments (1-49 employees): +52,000 Medium establishments (50-499 employees): +43,000 Large establishments (500+ employees): +59,000 Among small firms, those with 1–19 employees contributed the most, with 42,000 jobs added. Medium-sized businesses with 50–249 employees added 34,000 jobs. Pay Insights ADP’s pay data showed a slowdown in wage growth. Job-stayers saw a 4.6% increase in annual pay, while job-changers experienced a 6.5% increase. The 1.9 percentage point premium for job-changers matched a series low last seen in September. Pay gains for job-stayers by industry: Manufacturing: 4.8% Financial activities: 5.3% Construction, education/health services, leisure/hospitality: 4.7% Other services: 4.4% Professional/business services: 4.4% Trade/transportation/utilities: 4.3% Natural resources/mining: 4.3% Information: 4.0% Pay gains for job-stayers by firm size: Small firms (1–19 employees): 2.9% Small firms (20–49 employees): 4.2% Medium firms (50–249 employees): 4.8% Medium firms (250–499 employees): 5.0% Large firms (500+ employees): 4.9% As of January 2025, ADP’s Pay Insights measure captures nearly 14.8 million individual pay change observations each month, up from nearly 10 million when it launched. The data provides near real-time insights into the private sector labor market. This article, "ADP: Private Sector Adds 155,000 Jobs in March; Annual Pay Up 4.6%" was first published on Small Business Trends View the full article

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Instacart has announced the launch of Will Call Delivery, a new solution designed to address urgent same-day supply needs for foodservice distributors and their business customers. The offering aims to mitigate common challenges such as delayed truck dispatches, warehouse fulfillment issues, and the growing expectation for rapid delivery in the hospitality and food retail sectors. Will Call Delivery is part of Instacart Business, which launched in 2022. The new service allows distributors to provide fast, same-day “fill-in” or “hot shot” deliveries using Instacart’s network of trained shoppers. By integrating directly into distributors’ existing communication workflows, Will Call Delivery enables sales representatives to initiate orders quickly—allowing them to request a shopper to pick up items from a warehouse and deliver them directly to customers. “For more than a decade, Instacart has built its reputation on delivering grocery orders to households nationwide in as fast as an hour,” the company stated. “With Will Call Delivery, we’re bringing that expertise to distributors and business operators in need of rapid fulfillment, offering a seamless, same-day solution for the most urgent supply needs.” The Will Call Delivery system is a white-label application that enables reps to order via text or call, maintaining the workflow they’re accustomed to. If an item is out of stock or the customer is located far from a warehouse, distributors can also place orders from retailers on the Instacart Marketplace to fulfill the need. Instacart emphasizes food safety as a core feature of the service. All shoppers are trained through educational modules covering food safety standards, including hygiene practices, cross-contamination prevention, and safe transportation of temperature-controlled foods. The company has been piloting Will Call Delivery with Gordon Food Service, one of the leading foodservice distributors in the U.S. Feedback from the pilot has been positive. “Our pilot with Instacart is allowing us to test ways to advance our customer-first approach and best-in-class service. We understand that our customers are changing, and this pilot is allowing us to find ways to address their urgent and varied needs, and augment our traditional models of serving our customers. To date, we’ve gained valuable insights from this model and it’s making us think differently,” said Joe Mott, Regional General Manager of Gordon Food Service. Chef Tucker of Blackfinn Ameripub also praised the service, saying, “It has been extremely helpful to me and my staff when needing product in a timing manner. We love the ease of having items delivered with the rush of day to day kitchen operations.” Instacart plans to expand Will Call Delivery to additional distributor partners throughout 2025, aiming to scale the solution nationwide. According to the company, the service allows distributors to reduce operational strain and deliver better customer service, while helping end businesses—from restaurants to healthcare facilities—remain fully stocked during critical moments. Distributors interested in integrating Will Call Delivery can reach out to Instacart at business@instacart.com for more information. Image: Instacart This article, "Instacart Launches Will Call Delivery to Solve Supply Chain Disruptions for Foodservice Industry" was first published on Small Business Trends View the full article

Instacart has announced the launch of Will Call Delivery, a new solution designed to address urgent same-day supply needs for foodservice distributors and their business customers. The offering aims to mitigate common challenges such as delayed truck dispatches, warehouse fulfillment issues, and the growing expectation for rapid delivery in the hospitality and food retail sectors. Will Call Delivery is part of Instacart Business, which launched in 2022. The new service allows distributors to provide fast, same-day “fill-in” or “hot shot” deliveries using Instacart’s network of trained shoppers. By integrating directly into distributors’ existing communication workflows, Will Call Delivery enables sales representatives to initiate orders quickly—allowing them to request a shopper to pick up items from a warehouse and deliver them directly to customers. “For more than a decade, Instacart has built its reputation on delivering grocery orders to households nationwide in as fast as an hour,” the company stated. “With Will Call Delivery, we’re bringing that expertise to distributors and business operators in need of rapid fulfillment, offering a seamless, same-day solution for the most urgent supply needs.” The Will Call Delivery system is a white-label application that enables reps to order via text or call, maintaining the workflow they’re accustomed to. If an item is out of stock or the customer is located far from a warehouse, distributors can also place orders from retailers on the Instacart Marketplace to fulfill the need. Instacart emphasizes food safety as a core feature of the service. All shoppers are trained through educational modules covering food safety standards, including hygiene practices, cross-contamination prevention, and safe transportation of temperature-controlled foods. The company has been piloting Will Call Delivery with Gordon Food Service, one of the leading foodservice distributors in the U.S. Feedback from the pilot has been positive. “Our pilot with Instacart is allowing us to test ways to advance our customer-first approach and best-in-class service. We understand that our customers are changing, and this pilot is allowing us to find ways to address their urgent and varied needs, and augment our traditional models of serving our customers. To date, we’ve gained valuable insights from this model and it’s making us think differently,” said Joe Mott, Regional General Manager of Gordon Food Service. Chef Tucker of Blackfinn Ameripub also praised the service, saying, “It has been extremely helpful to me and my staff when needing product in a timing manner. We love the ease of having items delivered with the rush of day to day kitchen operations.” Instacart plans to expand Will Call Delivery to additional distributor partners throughout 2025, aiming to scale the solution nationwide. According to the company, the service allows distributors to reduce operational strain and deliver better customer service, while helping end businesses—from restaurants to healthcare facilities—remain fully stocked during critical moments. Distributors interested in integrating Will Call Delivery can reach out to Instacart at business@instacart.com for more information. Image: Instacart This article, "Instacart Launches Will Call Delivery to Solve Supply Chain Disruptions for Foodservice Industry" was first published on Small Business Trends View the full article

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