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Job searching can feel like a full-time job in and of itself. Endless networking coffees and cover letter drafts can make it easy to get discouraged. And while it’s helpful to get support from family, friends, and your significant other, they may not truly grasp the day-to-day grind that’s needed to keep the momentum going. In fact, for many, searching for a job is an isolating experience. According to a recent American Staffing Association/Harris Poll Workforce Monitor survey, 72% of Americans say applying for jobs can feel like sending résumés into a “black box.” And four out of 10 unemployed U.S. job seekers revealed they didn’t land a single job interview in a year. This cycle of applying for jobs and not hearing back can lead to frustration, hopelessness and loneliness, says Richard Wahlquist, chief executive officer at the American Staffing Association. One way to keep up a productive job search is to find a job-search partner. Experts say this support can help keep you motivated and feeling supported. Here’s how to best work with another job searcher to both secure new roles: 1. You’ll gain an extra set of eyes and ears There’s only so many hours in the day and so many networking channels one can explore. So, having a job partner—especially one searching in the same industry—can double your outreach. “They can identify job openings you missed,” says Wahlquist. 2. They can help you polish your materials and prep for interviews A job search partner can not only assist with proofreading, but they can also offer you a fresh perspective on your cover letter, and provide suggestions on how to customize your résumé for each position you apply for. Interview prep is also paramount, and Walhquist says a job search partner can provide very helpful roleplay as you practice answering challenging interview questions. These exercises can improve your communication skills and boost your confidence. 3. They can help you stay motivated Knowing that someone depends on your support can be motivating. “There’s an extra layer of accountability on days when the last thing you feel like doing is applying for another job,” says Wahlquist. How to choose a job search buddy It’s a personal decision whether to partner with a job seeker in your same industry—and of course depends on who you know who might also be searching for a job at the same time. Here are a few reasons why picking someone in the same field can be helpful: They understand the industry. Jenny Wood, a career-development expert and author of the new book Wild Courage: Go After What You Want and Get It, says picking a person in your field can be a good move, even if you’re worried about potential competition. “There are hundreds of thousands of jobs out there,” says Wood. “They only need one and you only need one. There are enough to go around.” They can give real feedback. Not only can they help you choose winning résumé keywords and bullet points, an insider can also help you grasp “what a solid versus mediocre answer is to an interview question,” says Wood. They’ll also better understand what certain role descriptions mean when you are both searching and applying. How to be sure a job search partner adds value Gaining support can only help you on your employment journey. “Job seekers who end up with the most options and, eventually, the best jobs are the ones who enlist as many people and resources as possible to support their job searches,” says Walhquist. But be sure to keep an eye on the prize of getting a job, and keep the interactions productive. “While it may be comforting to constantly touch base with your job search partner, make sure the relationship is not getting in the way of your actual search,” says Wahlquist. “Sitting in a café with your friend may be fun, but at the end of the day, you have to actually do the work to apply for jobs.” How often to check in The frequency of check-ins depends on the individuals involved, says Matthew A. Solit, LMSW, executive clinical director with LifeStance Health. “Weekly may work for some, but for others, higher frequency can increase accountability.” It’s all about what works for you and your accountability partner or partners. “Mutually agreed upon communication patterns and a framework for accountability is key to a good working partnership,” adds Solit. What to do when one of you gets a job There is a high likelihood that one member of the partnership will be offered a position before the other. And, says Solit, when one member of the team succeeds, everyone succeeds. “It’s not a race, and it’s not about winning or losing,” says Solit. “It is important to continue to support your job-search peers even if you are hired first and to see the mutual commitment to accountability through to the end for both members.” View the full article

There is so much you can do to optimize your online store, whether for users or Google. To help you cover all your bases, we’ve written this ecommerce SEO checklist. It doesn’t cover absolutely everything, but if you at least start by optimizing all the aspects in this post, you will definitely be doing a great job! Table of contents Site-wide ecommerce checklist Homepage Product search and categories Product pages Shopping cart and checkout Search and social appearance One last thing… Site-wide ecommerce checklist The first part of our ecommerce checklist is all about changes you can make site-wide to make sure your online shop is up to scratch. Some of these tips will help with your ecommerce SEO, but — more importantly — they will give users a better experience when they visit your site. 1. Use consistent branding The first thing you should be aware of is that you should always use consistent branding. Ensure your brand or logo is visible on your homepage and page title. This will build trust and help promote and build your business, helping trigger recognition offline and in search engine result pages. 2. Add social buttons and newsletter sign-up Newsletters and social media are the easiest ways to get return visits from your customers. Be sure to draw attention to your social profiles and newsletter signups throughout your website. Add your social profiles to your footer at least (use icons, links, and social widgets), but if you have space left in your header, that would also be a great spot for them. Promote your newsletter in your sidebar and use scroll-triggered boxes to draw attention to it. A nice giveaway always helps motivate people to subscribe. 3. Take care of site navigation essentials Make sure users can navigate to your most important pages from your site menu. It should always be easy to reach shopping pages and the shopping cart, as well as customer service information and FAQs covering essential information like shipping costs and payment options. If users can’t find these pages, they’ll find it difficult to shop on your site. 4. Use SSL and security seals Here’s one vital thing about creating trust: If your site has an SSL certificate, it will have that nice green padlock in your visitors’ browser address bar, and you’ll let them know they are shopping in a safe environment. These things will help customers confidently insert their home address, credit card details, or other personal information you ask them to provide. You could also add security seals. Find more tips like this in our trust article. 5. Make sure your site is mobile-friendly Don’t forget mobile users! Making purchases via mobile is a popular option for many shoppers. So be ready for them and don’t miss out on those transactions. Read our ultimate guide to mobile SEO to get started. 6. Get things up to speed When we say speed, we mean the performance of your site. People have short attention spans, and we’ve all got used to faster internet everywhere. However, many places worldwide have to make do with less-than-perfect mobile connections and a small data allowance. Don’t take your situation as gospel. Also, Google tends to rank websites faster, which is another reason to make sure your website is as fast as possible. 7. Add an ‘About us’ page if you don’t have one People like to know about the company they’re buying from. Who is behind it? What’s their story? What motivates them? If we share the same values and beliefs, people are likelier to return to that shop and buy more products. Adding an about us page, and perhaps a team photo will help build a connection between your company and your customers. If you want some inspiration, Patagonia and Dopper are nice examples. Buy Yoast SEO Premium now! Unlock powerful features and much more for your WordPress site with the Yoast SEO Premium plugin! Get Yoast SEO Premium »Only $99 / year (ex VAT) Homepage While you don’t necessarily need to optimize the homepage of your ecommerce site for SEO, you shouldn’t just ignore it completely, either. There are a couple of things you can do to make sure any visitors landing there will continue to shop and make a purchase: 8. Show featured products You also need to reserve a prominent spot on your homepage for featured products or something similar, usually your core products or the items you currently have on sale. This will provide an immediate trigger for visitors and a good way to let them know whether or not they have come to the right online shop. 9. Include a compelling call to action Your homepage needs a compelling call to action. This may change if you want to promote particular products or run seasonal promotions like a Black Friday sale. But whatever your CTA is, you need to make sure it’s always easily visible and meets your visitors’ needs and expectations. Product search and categories Having a great site is one thing, but if visitors can’t find the products they want to buy, it won’t be much of use to anyone. That’s why the following section of our ecommerce checklist is all about making your products easy for customers to find when searching on your site. 10. Add a search option Every online store with more than 20 products should have a search option. Make sure you put the search option in a visible spot, as this will probably be the navigation of choice for your visitors. Besides optimizing your search option, be sure to give the search result pages some TLC. More on that later. 11. Use product categories How you set up your categories and make these accessible to visitors matters – a lot. Categories help visitors get to different groups of products as quickly as possible, especially those who aren’t sure which specific products to buy. Amazon has a large list of categories (or departments), but makes the kind of products a category contains as clear as possible. That has much to do with naming these categories and logically using subcategories. Put yourself in the place of your visitors and go over your shop’s categories. Do they make sense? Are these the terms a visitor would use? If the answer is yes, you’re on the right track. 12. Add introductory content on category pages Besides being clear about the name of your category, be sure to add a nice introduction to your category pages as well. This introduction is like the glue that holds the collection of products on that page together. This is really helpful in determining the subject of the page, especially for search engines. This also helps the category pages function in a similar way to cornerstone content. 13. Add thumbnail images for your products In most cases, product images say more than a thousand words. This is especially true for those pages that simply don’t have space for a thousand words about a single product, such as your category or internal search result pages. Adding a stunning thumbnail image of that dress or painting will encourage more clicks to that page. Good thumbnail images make it easier for visitors to choose from a wide variety of products in category or search result pages. 14. Include calls to action in overviews Besides having killer product thumbnails, your overview pages also need a call to action for each product, which means the visitor can add that product to their cart right from the category or search result page. Although it isn’t always possible for every product, you should do this wherever you can. There are online shops that allow you to choose the color and size of jeans, for example, without having to go to the product page. Choose the option you like, click add to cart, and proceed to checkout, all from the overview page. Product pages You’ve probably already put much effort into crafting your product pages. But are you sure nothing is missing, and nothing can be improved? This section of our ecommerce SEO checklist will help you ensure your product pages look the best they can. 15. Add great product images Be sure to add great product images to your product pages. They should be zoomable and give multiple views of the product. Remember that even the filename and alt text of the product image matter for SEO. There’s a lot more on this in our detailed article on product images. 16. Write a fantastic product description Optimizing your category pages is often much easier than optimizing all your product pages. If you’re selling bolts, screws and nails, adding an awesome and unique product description to each page is a lot of work. If you need your product page to rank as well, be sure to invest some time and effort in optimizing your product descriptions for the product name and/or SKU. Our Yoast SEO plugin will be useful if you have a WordPress site or a Shopify store. 17. Be clear about pricing We can’t emphasize this enough: be clear about your prices. Adding surprise costs like shipping or taxes later in the checkout process will backfire, and shoppers may abandon their purchase. Be clear about these additional costs (if any) right from the start. You could even leverage this by offering free shipping on orders of more than a certain value, say $20 or $50. Surprise costs are a major turn-off, and they are illegal in the EU. 18. Show product reviews Creating trust is a good thing for all online shops. Genuine product reviews help a great deal with this. One thing we would recommend for websites that include user reviews from third parties is to copy a couple of those reviews to your own website. Including third-party reviews in, for example, a widget, would be a great solution. Add these near your call to action for the best results. 19. Promote related products When you’ve got their interest, leverage it. If someone buys an iPhone from your site, chances are they’ll need a cover and might even want a pair of those expensive wireless ear pods. But they might feel a bit less expensive when a customer has just paid full price for a new iPhone! Adding a related products section or an ‘other customers also bought’ section to your product page will trigger upsells, allow for bundles, and much more. We highly recommend adding these. 20. Add a call to action on your product page Your visitor needs to click the Add to Cart button on your product page to start the purchase. Don’t hide that button! The number of shops that accidentally disguise the Add to Cart button is lower than it used to be, but we’d still like you to look at that button and make sure it stands out. This is especially true when you have a secondary call to action like ‘Add to wish list’. Making sure that the Add to Cart button stands out the most and is the largest and first major button on your product page is essential. 21. Show stock availability These days, the availability of a product drives sales. With online shops everywhere, people want to buy things at a shop that will deliver the products they want tomorrow or even the same day. If you tell users a product is in stock, people are likelier to buy it. But this isn’t just about competition; it’s about managing expectations. If your website shows something isn’t in stock, people can still decide to buy at your shop and know they’ll have to wait a bit. If people buy at your shop and won’t get the product for three weeks because it’s out of stock, they’d likely have bought it elsewhere. Not making availability clear also badly affects your brand, by the way. Shopping cart and checkout It can be easy to overlook the details of your shopping cart and checkout process. However, these parts of your site are vital to the customer journey. In this section of our ecommerce checklist, we encourage you to take some time to ensure everything is working seamlessly. 22. Make the shopping cart easy to find Regardless of how noble your intentions are, in most cases, your main goal is to make as much money as possible, and that money is made through your shopping cart. For this reason, your shopping cart should always be available and visible – don’t make people look for it. We recommend adding the number of products in the cart to the cart icon. It will help people remember if they have already added products to the cart. 23. Show the payment options early on Like in number 16 of this ecommerce SEO checklist, this one is about preventing surprises. It’s frustrating to get to the end of the checkout process only to find that your preferred payment option isn’t available. And again, if your ecommerce shop is in the EU, it is now a legal requirement to display your accepted payment methods to customers before they get to the checkout. 24. No account needed Always allow customers to buy without forcing them to create an account. We think that making customers create an account is bad practice. It’s only valid if creating an account gives customers perks like easy license renewal, managing recurring payments, etc. These are tasks customers probably would want to do in a secure environment, so they wouldn’t mind setting up an account, but when they’re shopping for clothes, having an account only makes sense for convenience reasons (not having to fill in address details next time and so on), and therefore it should be optional. 25. Set longer cookie expiration times Perhaps ‘cookie expiration times’ are too narrow for what we’re trying to say. Our article on shopping cart abandonment will tell you a lot about how people use your shopping cart. Read that entire article, and you’ll discover why using longer cookie expiration times for your cart is better. 26. Use discount codes wisely Discount codes and vouchers can be a great way to increase sales. But before you put a field to add a discount code on your checkout pages, consider whether you want to do this carefully. Once users see the option to add a code, they will want a discount code. And often, that means they’ll stop mid-transaction and search for one! So, if you want to offer discount codes, it’s a good idea to make it easy for users to find a discount (even if it’s to remove the delivery costs from their order). If you’re not planning to offer discount codes soon, leaving the discount code field off your checkout pages is probably better. Otherwise, it might increase your cart abandonment rates. Search and social appearance All right, by now, your online shop should be ready to go. One thing left to do for our ecommerce SEO checklist: make sure your site looks its best wherever it appears. That could be in the Google search results or social media, so be ready to make a good impression! 27. Optimize your SEO titles and Meta descriptions With ecommerce sites, more so than all other websites, SEO titles and meta descriptions serve a very important purpose. Where Google is probably able to come up with a proper and keyword-related invitation to your website for information pages, the chances are your product page doesn’t have enough product information, or it contains details about your customer service or warranty that Google might use instead. Add a product-focused meta description to your product pages to encourage Google not to show the wrong text in search results! Use Yoast SEO Premium’s AI tools to speed up the creation process. 28. Add structured data to your pages We recommend adding structured data to your product pages for technical SEO reasons. Schema markup will help search engines and Google Shopping understand your page’s contents better, and it might even help your page stand out in the search results! Add at least schema.org/Product and schema.org/Offer, and see if you can extend this to even more detailed schemas. Adding structured data markup is more technical than optimizing your product description, so if you don’t know exactly what you’re doing, please ask your web developer for help. You can also use our WooCommerce SEO plugin or Shopify SEO app, making it much easier! Read more: Schema.org is hard, Yoast SEO makes it easy for you » 29. Make sure you look great on social media Besides structured data, be sure to add OpenGraph and X Cards. Again, Yoast SEO can help you add images to your page to be displayed on social media. With Yoast SEO Premium, you can even preview those! These ensure that when people share your content or products, they will be displayed as attractively as possible. This and more are explained in our article about product page SEO. Keep reading: Positioning your shop in the online market » One last thing… 30. Make ecommerce easier with Yoast SEO Yoast SEO plugins and apps can help you to optimize loads of aspects of your site: Making sure your texts are readable? Check. Keyword research and optimization? Check. Managing your SEO titles, meta descriptions and social outputs? Check. Using AI to speed up the hard work? Check. Adding structured data to your pages with minimal effort? Check. Extra features for WooCommerce with our dedicated WooCommerce plugin? Check. And for your Shopify store? Check. Try Yoast SEO for WordPress (available in free and Premium versions) on your site today. If you’re using WooCommerce, add on our WooCommerce plugin for the ultimate ecommerce optimization. Alternatively, if you’re working with Shopify, try our Yoast SEO for Shopify app instead. Lastly, boost your ecommerce SEO expertise with our ecommerce training at Yoast SEO Academy! You can follow a trial lesson for free or unlock the full course when you buy Yoast SEO Premium, Yoast WooCommerce SEO, or Yoast SEO for Shopify. Still want more? Check out our ultimate guide to ecommerce usability. The post Ecommerce SEO checklist: 30 tips for a better online store appeared first on Yoast. View the full article

Brexit deal means region could be hit by EU counter-tariffs on US goods View the full article

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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

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. Our marketing team refuses to do projects for us, then complains if we do them ourselves I’m one of several who create new educational resources for our target audience. Like most companies, we have a graphic design/marketing department that designs and approves anything that’s going to be seen by the public. Well, they’re supposed to. Most of my work is in response to current events, so I might make a new guide for our customers who want to learn more about XYZ. I’ll do the research and most of the formatting, and I’m supposed to send it off to the marketing department so they can make it look nice and uniform with our branding before advertising/publishing. Makes sense! Not once have they ever “had time” to work on my team’s products. We always end up reformatting off of a years old template so we can get things out in time. We then get grumbling complaints from the marketing department that we didn’t do it right. But of course we didn’t! We don’t even have access to Adobe Suite, let alone the training to do actual graphic design! This is not a timeline issue either; we always send out heads-up and check-ins on these projects weeks or months before we need to deliver them. They don’t respond, say they don’t have time, or send an older version of the product for us to update ourselves. Things came to a head this year. The marketing team was increased by several new positions. I thought for sure this would solve the bandwidth issue. We held several meetings — at the marketing department’s request — to go over our needs for the upcoming year. A month later, a company-wide email goes out stating that we need to submit a form to request the marketing team’s services. All forms for every project in the next calendar year had to be submitted by the end of the week (it was a Wednesday). Any project that did not have a form submitted by then was “not guaranteed service,” whatever that meant. The form specified that projects that had previously been met about or agreed to would still need a form to be eligible for “services.” Great. So we redo all the work we did preparing for those meetings months ago, throw it in these forms, and get them in by the deadline. We covered as much as we could think of since we effectively had to plan a year’s worth of programming in three days. Today I received word that a team member reached out to the marketing team to follow up on one of these projects. This is a large project that will require a lot of new assets and copy. We’ve done what we can, and provided nearly six months notice. They were told that this project could not be taken on by the marketing team as they’re “busy reviewing the form submissions from earlier this year.” I have gone as far as escalating this issue to the CEO in the past. The projects I’m working on often come directly from them, and so I report these struggles all the way up the chain. Nothing has ever been done about it no matter how many times they agree with me that it’s “necessary.” I feel crazy and don’t know what communication strategy could possibly make a difference here. Please help! You need to escalate it again. When whoever you escalate it to agrees that some kind of intervention is “necessary,” you should say, “Can we talk through exactly what the next steps are? In the past there’s been general agreement that it needs to change, but it hasn’t been resolved. I’m concerned that everyone agrees this is a problem, but it doesn’t get fixed and it continues on.” You could also try saying that since you can’t get what you need from the marketing team, you want to be able to start sending work out to an external designer. Who knows, maybe they’ll let you — in which case, your part of this could be mostly solved. If they say you can’t do that, then you can say, “If that route isn’t possible, then can you intervene with the marketing team so that they will agree to do the work we need? Or is there a third option I’m not thinking of?” Worst case scenario, continue with doing their work yourself (as you have been) and when marketing grumbles about how it looks, you can say, “I agree, I would have had your team do it but you continually say you’re not available. Given that, what do you suggest we do differently?” I do want to be clear that none of these may solve the problem if your senior management is unwilling to act, but they’re all reasonable routes to try. (I also am assuming that you’ve sat down with the head of the marketing team directly and talked through the issues you’re having. But if for some reason you haven’t done that, that would be step one.) 2. I’m having second thoughts about the new job I’ve already accepted I was offered a job in January with a partner organization after a quite long recruitment process (I had started interviewing when it seemed my current role was more at risk; now it is safer). I signed the offer letter, pending contract negotiation, with a start date of May 1. I had been very undecided about taking the job, but I thought the decision would be better taken with the contract in hand and everything on the table. The new role has been sending welcome emails about onboarding, pretty much since January. It’s been an excruciatingly busy time at my current role, and to be honest I was slightly too stressed to think much about it. I have to give my formal notice today, or at least this week. Last week I asked for a delayed start date — mid-May — and they said yes. (They still haven’t sent a contract.) I know if I pull out of the new job now it will absolutely burn a bridge with a close partner organization, and with people I will have to see/work with regularly. But having made the decision to leave almost by omission (which is absolutely my own fault), I don’t want to leave. I love my colleagues, they have been nothing but supportive, I really like the organization, and my manager is wonderful and kind. Even through all this leaving chaos he has been kind — he’s said that after I give my notice, if at any time I feel I change my mind and want to stay, that’s fine (and welcome), until I actually leave. I have no clue what to do. I am not sure why I’m finding this so difficult (the new job is more money, a decent promotion, and likely less stressful than my current job), but for the last weeks I’ve been having near-panic attacks thinking about leaving. I feel a lot of shame about the way I’ve handled this, with regards to both sides, and I am not sure what to do — whether it’s better to burn that bridge (and maybe regret not trying something new?), or just try to own the decision and go. My current role won’t be able to be recruited (we’re in a financial crunch, and there’s a hiring freeze), and I’m dreading telling colleagues in other teams that the work we’ve been doing together, that my role supports, will now no longer be happening. (Slightly tortuous analogy, but say we’re a teapot company, and I’m one of three people liaising with the international teapot convention to promote our teapots, with primary responsibility for red teapots. Now our teams working on red teapots will have less support, and the red teapot parts of the international teapot convention will not have our organization’s participation). You haven’t really said much about why you’re suddenly reconsidering the move! Is it just that you’re feeling sad about leaving a job and people you like (which is very normal, even when leaving is the right move), or are you have doubts about the new job/company/manager? To figure this out, I think you’ve got to really into that more in-depth and sort out whether this is fear of change or if something about the new job is giving you pause. If it’s that you accepted the new job solely because you thought you needed a new job, and now you realize that you don’t … well, it’s not too late to undo that. If it’s really just that you dread telling people you’re leaving … that’s not a reason not to go. But if leaving is no longer in your best interests, that’s a whole different thing. You’ve just got to figure out which it is. 3. Should I escalate my coworker’s misuse of a contact list? I run a pretty popular newsletter out of our overall company. Mine happens to be tailored to specific topics and has a few different versions — for anonymity, let’s say they’re all about llamas, and each version is about a different aspect of llamas, like grooming, feeding, health, etc. A bunch of people run various newsletters out of the same account of the software we use because at one point, we were all in the same department. This particular coworker has moved to a different department, but still uses that account because her contact lists are still housed there and she still has to send her same newsletter notices out. It’s never been an issue — we all do our own thing with our own lists and leave everything else alone. I recently discovered that she sent one of her notices to her own list and one of my lists because the topics somewhat overlapped and her lists don’t have many subscribers. Say one of mine focuses on grooming, but only on specific brushes. She was sending out a grooming newsletter notice, and wanted it to get to more people, so she included my contact list as well. I’m … really uncomfortable with this. It’s technically within the law because the same entity gathered their info (at least I think so), but they didn’t sign up for her notices. They specifically signed up for my newsletter which is pretty niche. I’ve worked hard to both procure and keep my subscribers — I have a very high open rate (more than 70% in 2024!) and a very low unsubscribe rate. I’m very careful to not email that list more than the monthly email that they originally signed up for. But ultimately, the information she sent does technically apply to them and it’s good information for them to have. It’s just not what they signed up for. She and I both have excellent reputations in our company, and we definitely aren’t adversaries in any way, but we also just never clicked that well so I don’t feel that comfortable talking to her about it myself. My supervisor knows about it and I don’t think he liked it either but he couldn’t really do much since she’s no longer in our department. I could let our department lead know, and I think he’d agree that’s not something we should be doing and would have her department lead talk to her, but I can’t decide if it’s worth escalating. Ultimately, there’s no harm done, and I didn’t get any unsubscribes from her doing it. I guess I need a vibe check. Am I overreacting and should just let it go as no harm done, or should I bring it up because really, it’s a misuse of information that we should not be doing? You’re not overreacting, and you should escalate it. It’s not about getting your coworker in trouble for using your list; she may not even have done anything wrong. Rather, it’s about needing protocols for how lists should be used and when one list can “borrow” another’s subscribers. It’s in your company’s interests to have policies that make it clear what can/can’t be done in that regard, so people aren’t left to decide on their own — and this incident highlighted that currently there’s not enough direction about that. Raise it as a concern and suggest clarifying rules for when/if/how this can be done. 4. Coworker’s microphone doesn’t work well This is really a small stakes question. My coworker has a microphone that always takes 2-5 minutes to “warm up.” That means when she speaks, her voice is not really audible to anyone on the call for several minutes. The issue always resolves itself with time— it doesn’t seem like any sort of manual intervention or troubleshooting is necessary. This has been going on for a year. It just seems like an inefficient way to start calls consistently. She is in a role where she often leads meetings or is expected to chime in on calls. I’m not her boss or lead, I’m just a coworker. In the hierarchy, I would say we’re at the same level in different departments. Due to a departure, her manager is currently a really high-up VP who 1) I really don’t think wants to be involved in mic management and 2) likely doesn’t meet with my coworker enough to notice the issue. Would it be rude of me to suggest she get a new headset/ microphone/ etc. ? My company is cheap, so it may end up being an out-of-pocket expense (I paid for my own headset/ mic because the ones IT sent me to use were used and unclean in a concerning way), but I feel like decent mics don’t have to be wildly expensive these days. I splurged a bit on mine because I also use it for personal use. It wouldn’t be out line. Just be matter-of-fact: “I think your mic may need to be replaced. I’ve noticed we consistently cannot hear you for the first 2-5 minutes of every call. It seems to eventually warm up and fix itself, but we can’t hear what you’re saying at the start of calls so I suspect it needs to be replaced.” You don’t need to get into whether she needs to buy her own or not. Just alert her to the issue and let her take it from there. 5. Injury while off the clock but on a work trip I was recently on a work trip for a conference in a tourist destination. I had some time to kill between the end of the conference and my flight home, so I went to do some sightseeing. I narrowly missed being hit by a car while crossing the street — it was a close call but thankfully no harm done! It got me thinking though, would I have been eligible for workers’ comp had I been injured? Yes, I was there for a work trip but was doing personal stuff for fun that I didn’t log that time on my timesheet. I’m not an expert in this area but from what I can tell, there’s not a clear-cut answer. Some sources that say that it depends on whether you were acting within the scope of your employment, and others say simply by being on the trip you were acting in furtherance of a work-related activity. So I suspect it will depend on the specific facts of the case. View the full article

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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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