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Maybe someone told me once or I read it somewhere? But who told me? Where did I read it? What if it wasn’t a reputable publication? An unreliable source. Maybe I imagined it? Surely not.
One thing recruiters know to be true is how to advise contractors on how to work out their hourly rate

With flexibility the key focus for the future work force, OCG looks at whether you should stay in a permanent job or fast forward into the future in a contracting role.

It’s back- to-basics with our guide to writing a CV that will get you noticed for the right reasons.

Contractors should form healthy relationships with their recruitment agency to make life easier.

You can learn a lot from the internet: where to eat, what to wear, who’s nearby and morally flexible. There is a wealth of information on the ‘world wide web’ and some of it is even accurate. It’s a triumph of quantity over quality, proof that more is more, not less. More or less.

Our consultants recommend their contractors steer clear of office politics and don't become immersed in water-cooler gossip if they want to enhance their reputation in their profession and become the preferred choice for plum roles.

There is a growing desire from employees to work for organisations with a solid reputation, reward for performance, clear career trajectory and a culture of collaboration. It is no longer just about how much they can make or if they can become the top employee.

In today’s workplace, 20 year old employees can find themselves working alongside colleagues who are older than they are by 50 years or more.

Our research found that just over half (52%) of employers do not have any generation specific talent management strategies in place. Only 3% of organisations surveyed have strategies in place for all four generations.

With the virtual workforce here to stay, businesses will be forced to reconsider old practices used to manage and motivate employees; whether onsite or offsite... this is where digital technology will come to the fore.