Scheduling Employees with Full-Time and Part-Time Staff

Full-time employment is the horse of the future. Not disappearing — but no longer the default. Think about it: You're going to be LUCKY to have 5 full-time employees. Right now that's just the default. Same with agencies — you'll be lucky to work with a really great one. The future looks like Jose De Cabo's model at Remotely: → A core team of 20-30 people → 1,000+ developers in the network you can tap into → Scale up. Scale down. No 12-month contracts. → Technology does the matching, not cold calls. The companies that figure this out first will move 10x faster than everyone else. The ones that don't will keep paying horse prices for horse speed. --- 🎧 Listen here: https://lnkd.in/enveyCF4 --- Sponsored by GreenLight (https://lnkd.in/eceNja5h) — the modern EOR for the modern workforce. --- #HumanCloudPodcast #FutureOfWork #Staffing #FlexibleWorkforce #TalentStrategy

Leave can be a complicated moment for employees, which is why accessibility matters so much in the tools that support it. I’m excited to share that Tilley Voice is now available in Spanish! Tilley Voice gives employees 24/7 leave support right from their phone, allowing them to start a leave, make updates, or ask FMLA questions without needing to log into a system. This Tilt update helps organizations better support Spanish-speaking employees and makes leave guidance more accessible across diverse and distributed teams. Grateful to be part of the team building this. 💪 Dive deeper on what Tilley Voice is and how it can help: https://lnkd.in/e3v9PYye

Hot take: Hour for hour, part-time hires pull more weight than their full-time equivalents. The magic of part-time work is this: The thinking keeps happening even when the laptop is shut. People worry that part-time means: 👎 less commitment 👎 less context 👎 less impact In practice, it often means: 👍 sharper focus 👍 better decisions 👍 fewer meetings that should have been an email Part-time hires have driven some of the strongest value in my teams. They arrive full of energy and work efficiently, knowing they're time-boxed. Part-time means you’re paying for judgment, not just attendance. It means that you get to buy the bit that actually matters - without paying for 40 hours of it.

Do late-stage surprises really start late? Most “unexpected” costs don’t appear on the event day. They appear when assumptions weren’t clarified early. ▪️Additional AV requirements. ▪️Overtime staffing charges. ▪️Restricted access times. ▪️Additional technician time. ▪️Extra set-ups or connectivity needs. If it’s not confirmed in writing, it’s worth double-checking. A proposal should indicate what’s included in the figure and flag likely variables. At 15Hatfields, we focus on getting assumptions, inclusions and constraints on the table early, so there are fewer surprises at the delivery stage. 👉 Read the full guide here: https://bit.ly/3NvJsSb #EventProfs #VenueManagement #CorporateEvents #EventStrategy

When we launched Tilley last year, the goal was clear: bring AI into leave management in a way that protects compliance, expands access, and supports HR teams without replacing the human side of the work. Today we’re taking another step forward. We’re proud to announce that Tilley Voice is now available in Spanish! 👏 Tilley Voice gives employees 24/7 leave support right from their phone. They can start a leave, make updates, or ask FMLA questions anytime without needing to log into a portal. For organizations with distributed or deskless workforces, accessibility matters. Adding Spanish helps ensure more employees can get clear, compliant guidance when they need it. AI should expand access and remove friction. That’s exactly what we’re building at Tilt. 🚀 Learn more about what Tilley can do → https://hubs.li/Q047rMvD0

Did you know it's 9-2-5? not 9 to 5. Yeah, work 9 hours a day, 2 days off, and work 5 days a week. The employment code. We learn everyday!

ED demand is increasing everywhere, departments are tackling it in pretty different ways. Some are putting more ED consultants on the floor during busy periods. Others are changing up rosters, trialling hybrid Staff Specialist/VMO setups, or putting more time and money into training and simulation. What keeps coming up in conversations is that it’s not just about the role on paper. ED consultants care about how the department actually works day to day - who’s on the floor with you, how supported you feel on shift, and whether there’s room to have a say in how the service runs. If you’re thinking about the next 12/24 months, it’s probably worth looking past the title and salary and asking how a department is planning for the future. Happy to chat privately anytime - george.johns@medrecruit.com

Words have power. At PulseBoard, we believe the term 'Sick' is often too static. It suggests you're only relevant again when you're 100%. But recovery is a process, an upward curve. That's why we're introducing Recovery Mode. Not to gloss over sick leave, but to shift the focus to the road back: recharging your batteries and maintaining connection with the team. What's your perspective on this? Is it time for a new language in HR? What do you call an employee who is temporarily unable to work? • Option 1: Sick (Old School?) • Option 2: In recovery (Recovery > Pulseboard!) • Option 3: Unavailable • Option 4: Something else (please provide in the comments)

Whether you're a new business owner or you've been around for several years, knowledge is key—this includes understanding what exactly part-time means and what designates a part-time employee. Check out our latest article for a complete breakdown of part-time employment and get the answers to your most burning questions! 💼 #HumanResources #PaydayHCM https://hubs.ly/Q048mgyX0

When Tom resigns, he doesn’t just take his laptop. He walks out with $200,000 worth of undocumented knowledge. Replacing that expertise can take 6 months and cost up to 200% of his salary. The hidden tax? Missed deadlines, duplicated work, and painfully slow ramp-up times. SkillPass isn’t documentation, it’s structured knowledge transfer. Our system captures tacit knowledge (the how and why), not just explicit files (the what). The result: - Structured, ready-to-use handover reports - Role-specific knowledge documentation - A single source of truth for incoming employees Up to 95% knowledge retention. Stop the brain drain. Capture your experts’ knowledge before they leave.