Why Polyworking May Be the Future of the Workforce

Polyworking just might be the workforce trend you already partake in without even realizing it. Polyworking—another name for engaging in multiple jobs at once rather than holding down just one main role—is allowing nearly half of today’s workforce to build diverse skills and talents while avoiding potential burnout. This recent trend shows no signs of slowing down.

How polyworkers and companies benefit from flexible arrangements

Polyworkers enjoy the flexibility of multiple roles, being able to explore a variety of interests and passions as well as expanded opportunities for income, creativity and networking in the work world. Reduced commuting and increased side hustles have paved the way for polyworking as more companies are increasingly open to part-time and contract workers.

In turn, businesses build a stronger pool of talent and innovation and benefit from more productive and engaged employees who stay longer and contribute more. Studies also find that multitasking employees may be more resilient.

How to join the polyworking movement

The good news is that anyone can be a polyworker!

The top skills for this workforce trend include the ability to identify personal and professional interests and to be willing to move in that direction.

Potential polyworkers should start by adding one new role or skill at a time. Where could you do this new role? What skills do you need to get started? You may need to engage in some training or courses ahead of time.

As you continue to grow as a polyworker, make sure you update your resume, bio and social media portfolio to reflect your expanded skills and interests. Then, you can continue to network, grow and seek out even more new opportunities for shining as a polyworker.

Frontline Workforce Trends for 2025 and Beyond

We all benefit from frontline workers. These are the friendly employees who take your coffee order, deliver your packages, check you in for your doctor’s appointment or ring up your groceries. Representing more than three-quarters of the global workforce today, frontline workers are indispensable to industries and individuals alike.

However, employers are struggling with high turnover and plunging job satisfaction from this demographic. Most of these employees say they don’t have the technical tools or training needed to excel at their current job. These front-of-house workers want solutions in the form of instant technology, such as AI, wearables, mobile apps and more. That is why automation is a top trend for frontline workers for the year 2025 and beyond.

Frontline workers are also looking for:

• Flexibility: More gig and temp roles are being used to meet shortages in the workplace today and this trend will continue. Along with this trend comes more hybrid work as frontline workers who have the ability to work remotely seek these opportunities.

• Upskilling: Workers want more opportunities to learn and grow and appreciate ongoing and updated training in new technologies and skills to further their knowledge and their careers. Likewise, they are interested in leadership development programs.

• More AI: Frontline workers are fascinated by the power of artificial intelligence in action and want to engage with it more to help them do their jobs, develop new skills and meet customer requirements.

• A focus on health and wellness: Mental health matters more than ever to workers of all stripes. Companies that take good care of their employees will be rewarded with dedication and longevity. Workplace safety and stress reduction are also critical. These programs can include health initiatives, crisis counseling and more.

• DEI: Frontline workers are tired of being discriminated against by both customers and coworkers. They not only want more diverse executives and colleagues but also diverse training, decision-making and inclusive initiatives across the workplace.

The companies that get these initiatives right will excel in hiring – and keeping – the best committed frontline workers for 2025 and in the years to come.

Understanding Gen Z Lingo in Today’s Workforce

With Gen Z projected to represent nearly one-third of the workforce by 2025, according to the World Economic Forum, their preferences, vocabulary and life choices are also making an impact on companies across the globe. Gen Z has also created its own office lingo, a generational jargon that might be challenging to interpret at first, however, businesses and HR teams that can talk the talk as well as walk the walk will be able to better communicate and connect with this highly digital group.

Here are some of the terms you might hear from Gen Z colleagues:

• Lit: When something is “lit,” it is cool. When it comes to today’s workforce, the word expresses enthusiasm about a project or event.

• Sus: On the other hand, “sus” is short for “suspicious” and denotes lack of trust in the workplace.

• Facts: Shorthand for something that is understood as true and factual.

• No Cap: A way of saying “I’m telling the truth,” “no cap” is an expression of sincerity and transparency.

• Slay: When you slay, you are killing it –whether on a project, in a new role or in life, in general.

• Ick: Just like it sounds, “ick” describes disgust or discomfort with someone or something.

• FR: Short for “for real”

• Rizz: Another word for “charisma,” rizz connotes charm and cool factor.

• Understood the Assignment: This Gen Z jargon recognizes those who excel at something—clearly, they “understood the assignment” in order to do so well.

• L and W: Losses and/or wins, L and W are shorthand for successes or challenges in the office.

• Bet: Akin to “okay,” this Gen Z word acknowledges that the speaker understands the assignment or task.

• Fire: When something or someone is “fire,” they are cool and impressive.

The list goes on—and the vocab is always subject to change based on trends, world events and a generation that knows what it wants and how it wants to say it.

Is the Great Resignation 2.0 on the Horizon?

In 2022, the world witnessed the “Great Resignation” as about 47 million workers quit their jobs in the wake of the pandemic. Some economists are wondering if the Great Resignation 2.0 will make an impact in 2024 since nearly 3 in 10 workers say they will quit their jobs by year-end. A Resume Builder survey of 1,000 full-time employees in the workforce noted that 28 percent expect to resign later this year, particularly younger workers ages 18 to 34 and those in the service industry.

Those who plan to make a career move say they will do so to increase salary, flexibility and job satisfaction. More than half of these workers cite low pay as a primary reason for the planned movement and nearly 45 percent want better benefits and reduced job-related stress.

In response, employers may need to rethink salary and benefits packages as well as remote and hybrid working options. However, since it remains an employer’s market, it may take a swing back to a candidate market to shift these trends.

Interestingly, many workers who participated in the initial Great Resignation later admitted that they regretted the decision to resign.

Why You Shouldn’t Worry about the Increase in the Unemployment Rate

In May, the unemployment rate reached 4% for the first time since January 2022, representing a minor uptick from April’s 3.9% rate. However, economists are saying “don’t worry” because new college graduates are likely the key reason for the increase. The May numbers chiefly reflected unemployment by new job seekers ages 20 to 24 as well as teens looking for a summer job.

The U.S. unemployment rate has been notably low for the past several years and 4% is still considered to be a historically low rate, according to experts and economists who will continue to monitor unemployment insurance claims, which approached 240,000 for the week ended June 15.

Likewise, both the number of jobs and overall size of labor force are both continuing to grow: Nearly 84% of people ages 25-54 are actively participating in the workforce, based on Bureau of Labor Statistics data, its highest peak in two decades. In addition, overall job growth is strong with “nonfarm” payrolls reaching 272,000 in May, outpacing the Dow Jones estimate of 190,000.

The news for now: All is well, but continue to pay attention to future unemployment rates and insurance claims.

The Value of Interim Leadership

Interim leadership might be the full answer for many organizations looking for affordable, flexible transformation. An option for companies that want a seasonal leader but on a more flexible or part-time basis, interim executives offer experience, intelligence, and adaptability.

Why are interim execs more popular than ever?

Interim leaders are trending across companies and industries because:

• They are more affordable. Exec pay is a top budget item for many companies, so interim execs offer a more sustainable and affordable option, especially for smaller firms or start-ups.

• They are flexible and adaptable. If your organization has a specific short-term need or issue to approach, interim execs can help you get the answers you need when and where you need them.

• They are innovative. Bringing in an interim exec, whether for a project or on a part-time schedule, can, in turn, elicit diverse insights, thanks to creative and impactful leadership.

Interim leadership can come with several potential challenges, however. Integrating a part-time leader can be more difficult than hiring a full-time or permanent one, and communication and performance metrics can also be areas that companies need to focus on if they want to employ this model successfully.

If your organization is considering adding an interim position, it is smart to talk with other companies who have done it well—as well as current interim execs—to gain their feedback and insights. Consider the options – consulting, projects, and part-time work—and ensure your legal and HR teams are apprised of next steps and on board.

Ultimately, interim leadership can add up to a full complement of innovation, experience, and excellence for your organization.

Anticipating the Alpha Generation in the Workforce

Independent, always connected, diverse and incredibly technologically savvy, Generation Alpha has grown up in a digital world, accustomed to spending hours each day in front of a screen or device. Named for those born in 2010 and after, Generation Alpha represents the start of a new era and generation that has been transformed by digital technology.

The world of the Alpha Generation is replete with smartphones and tablets, virtual assistants, data, artificial intelligence, personalization and wearables, among other technological innovations. This young generation is often more comfortable with online technology than they are with in-person interactions and they tend to enjoy working independently.

While all of these traits can be beneficial for workplaces, there are some challenges when it comes to the Alpha Generation: Their attention spans tend to be shorter and they sometimes lack the creativity and ability to connect with others that are hallmarks of previous generations.

While this generation is too young to impact the workforce in full force today, savvy companies will be prepared to meet this online and connected cohort in a few short years.

What is Skills-Based Hiring and Why Is It So Important?

Traditionally, hiring for an open position entails a careful review of candidates’ experience and education. Skills-based hiring, on the other hand, takes a closer look at the specific skills that each applicant brings to the table, particularly the ones that would help them succeed in your company. It decreases time to hire while increasing the overall fit of candidates with your company. This shift in evaluation also helps candidates find the best jobs for their particular talents and interests.

While this was an aspiration for many HR departments and businesses for years, skills-based hiring is now more of a reality, thanks to reduced costs and increased opportunities due to the latest technology.

Here are 3 tips to successfully bring skills-based hiring to bear on your job openings:

1. Identify the work that needs to be done and the specific skills required to do it. First, you need to understand the specifics of projects, goals and deliverables for any job opening. What skills will best suit this position? The ability to code under pressure? Strong public speaking skills? Be very specific. Then, revise job descriptions to match. You can use a skills database that will match jobs with skills to make this process easier.

2. Train your team to hire for skills. This will likely be a shift for your HR team and your company’s recruiters so they will need to be retrained on new technology and parameters as well as the overall culture change you are expecting. Getting internal buy-in is sometimes the most challenging part of the process, but showing how effective this type of hiring is will definitely help your case.

3. Track your efforts and progress. This change in hiring will not likely happen overnight and it is important to track metrics such as quality of each hire, the time to fill each open position and overall candidate performance. The data you capture will help you fine-tune your skills-based hiring program and make updates as necessary.

As you implement and review your skills-based hiring practices, you will likely need to make updates in things such as job descriptions or interview practices along the way—that is completely normal. Skills-based hiring can look a little different for each business and each industry.

As jobs change and new positions and skills are created, skills-based hiring can help your company stay at the forefront of successful hiring and employee and business growth.

Most Millennials Want to Launch Their Own Business: Here’s How

Millennials already have a reputation for being entrepreneurial, techie and purposeful. That’s why it is not so surprising that a recent study from Bentley University indicated that two-thirds of Millennials, who were born between 1981 and 1996, today would like to launch their own business.

Here are 4 top tips for starting an effective and successful business:

1. Make a plan. As the saying goes, “failing to plan is planning to fail.” Millennial entrepreneurs must develop a business plan that covers all of the basics, such as business purpose and mission, finances and budgets, customers, the market for the product or service, pricing and more. This is critical for every generation, not just Millennials.

2. Find the funding for your business. How will you pay for start-up costs? Whether you are securing investors, loaning your business money from your savings or applying for grants, this is a critical step in launching a successful business. This is a critical component of your budget.

3. Share the news. Digital marketing can be a great boost, and should include a website and email list, social media outlets, digital campaigns and more designed to reach your audience. And word-of-mouth marketing is still an asset as well—let your friends, family and broader circle know what you are up to!

4. Connect with others. Join a business community or find a mentor who can provide honest and open feedback—and make sure you are open to hearing that input!

Launching a business can be a fun and creative endeavor as well as a challenging one. The more prepared Millennial entrepreneurs are, the more likely they will be to succeed in their chosen business!

Half of U.S. Workers Want to Change Jobs

Take this job and shove it? That is the message coming from the latest LinkedIn’s Workforce Confidence Index, which revealed that nearly half of U.S. workers are looking for a job change in 2024.

According to the recent report, workers in retail and hospitality top the list of those who will be updating their resumes and applying for new jobs this year. Many plan to make a move in order to earn a larger paycheck.

The rest of the top 10 list includes: administrative and support services, arts and rec, technology, information and media, transportation, logistics, supply chain and storage, financial services, education, professional services and consumer services. Workers who are satisfied with their pay grade and expecting a raise in the next six months are less likely to make a job shift.

About 44 percent of educators in the United States—the 8th top industry looking for a job change—will look for a new position this year and only one-third of them anticipate a pay raise in the next six months, coming in at the lowest rate for all industries surveyed in the index.

Employers in all industries should be looking out for workers who plan to leave—and welcoming new employees with open arms.

What Industries Are Growing the Fastest?

The U.S. workforce continues to evolve and innovate as the pace of change never flows. In 2024, there are five key industries expected to lead the way in terms of growth, jobs and overall success. Read on to discover what they are and how they are projected to get ahead.

• Tech: Not surprisingly, the technology sector leads the way when it comes to innovations and advancements. In 2024, expect to see more AI, more data analytics, more virtual reality and more, more, more when it comes to the latest and greatest in tech.

• E-commerce: Along the same lines, the online world of shopping continues to proliferate. As digital transactions become even easier to make, more consumers will turn their purchasing power online.

• Health care: The world of health care—and again, technology—is benefiting from revolutions in telemedicine and personalized medicine, wearable devices and a need for care across the globe. This sector, too, will flourish in 2024.

• Renewable energy: Solar and wind energy are now commonplace and support greener, more environmental practices that help individuals, businesses and communities meet their sustainability goals.

• Biotech: Back to technology, again! Biotechnology combines innovations in tech with scientific advances, which can support every other industry. From new research to genetic engineering to pharmaceuticals, biotech is definitely an industry to watch.

These five industries will spark growth, jobs and headlines in the year to come—keep an eye on technology, e-commerce, health care, renewable energy and biotech for many exciting developments.

Graying of U.S. Workforce

The U.S. workforce today is older and grayer than ever: Many Baby Boomers have continued to work into their 60s and 70s, but their eventual retirement is profoundly changing the national worker-to-retiree ratio. Even though the senior workforce remains strong, people are retiring at a faster rate than they are being replaced with new workers, challenging critical programs including Medicare and Social Security. In fact, Social Security will be unable to make full payments to retirees beginning in 2033 unless lawmakers make significant updates to the program.

While some might complain that younger Americans are less interested in hard work, they simply represent a smaller portion of the overall U.S. population as each generation has fewer kids than their parents’ generation did. There aren’t enough millennials and Gen Zers to balance out the retiring Baby Boomers, which impacts both workforce and economic growth nationwide.

More retirees also means more demand for health care and other senior services—1 in 5 U.S. adults today provide care for family members or friends who are unable to care for themselves, which can create financial, health and workplace issues in subsequent generations. One solution to the shortage of workers and caregivers lies with increased immigration, which remains a political hot potato.

Regardless, as more seniors retire, the workforce will continue to evolve and must find ways to adapt to fewer workers to fill open positions.

Top Trends for Gen Z College Students

Generation Z, also known as the “zoomers,” are seeking something more and something different from a college education than their predecessors. They’re a little less traditional and a little more career-focused for starters and are willing to change direction mid-course.

Colleges and universities, many of which are facing lower enrollments and graduation rates than pre-pandemic, should pay attention to the following trends among Gen Z college students.

• Gen Z college students want to learn their way. They are digitally savvy and already experienced some online schooling—this group loves game-based learning and the latest interactive technology (and don’t forget about social media). They also love hands-on learning—learning by doing instead of just listening—and education that is more self-directed and self-paced. Nearly three-quarters say they want to follow their own path in their own time and are willing to forego a traditional four-year college experience.

• Career and skills development matter. Gen Z is concerned about costs and wants to make sure that their education will get them the job of their dreams. They don’t want to be burdened by massive student loan debt and are interested in lucrative STEM careers such as engineering, data and computer science, nursing and more. They are also willing to take a gap year if it will help them graduate without debt.

• So does mental health—more than ever. This generation knows that depression and anxiety and other mental-health challenges are real issues and they want accountable services for wellness and mental health as part of their college experience.

• DE&I are an A-plus. Diversity, equity and inclusion aren’t just buzzwords for Gen Z college students. They recognize the importance of diversity in education, the workforce and the world at large. They care about social issues and social justice. Colleges and universities should, too.

Like every generation, Gen Z has its own priorities, needs and interests. Savvy colleges will pay attention when developing programs and priorities to serve this dynamic generation.

The State of Gig Work 2023

Gig workers today account for a full 14 million Americans, according to a recent McKinsey & Co. report, and nearly one-third of younger adults have earned income through a gig platform at some point in their burgeoning careers. Interestingly, nearly half of U.S. gig workers have full-time jobs.

The advantages of gig work are clear: flexibility, creativity, additional income, being your own boss and the ability to work from just about anywhere. However, the disadvantages are also noteworthy, including lack of health care, other benefits and protections as well as inconsistent pay—in fact, one-quarter of gig workers earn less than their state’s minimum wage and many report being treated rudely or poorly.

That might be why this type of work is more common among lower-income brackets—only 9 percent of upper-income earners are earning an income through online platforms, according to Pew Research.

The most popular industries for gig work are recreation, construction and business services while manufacturing is on the opposite end, with only 2 percent of workers, based on a recent ADP Research Institute survey. Work can be both online (administrative, creative, finance and accounting, legal and more) as well as in-person (house cleaning, delivery drivers, yardwork, etc.).

Gig work is a side hustle for most—68 percent do it as a part-time job, according to Pew Research—while about one-third use this flexible type of employment as a main source of income. Just over 10 percent of gig workers in the United States say that they make at least half of their income from this work.

While gig work will continue to evolve and have both advantages and disadvantages, it is clearly going to be an influential part of the U.S. economy for decades and decades to come.

What Gen Z Really Wants When It Comes to Work

Gen Z—the generation of Americans born between 1996 and 2010—knows what it wants when it comes to work, careers and professional satisfaction. Not surprisingly, flexibility, money and job security top the list for this group, which represents about 20 percent of the U.S. population. As more members of this younger generation enter the workforce, successful employers will take note of their priorities.

Interestingly, they comprise a smaller share of the workforce than Gen X and millennials at just over 70 percent, and they are also better educated than the preceding generation. Overall, this generation of workers, which is more keyed into the importance of mental health and wellness, seeks meaningful work that comes with flexibility and true work-life balance.

Further, a solid salary and benefits package are also important—longer hours and micromanagement top the list of turnoffs. The flexibility of remote work is another notable plus.

Gen Z is especially interested in tech jobs, consulting, engineering and freelance work. And employers are interested in hiring more young employees—more and more companies are also recognizing that they may need to bridge the knowledge and cultural gaps among generations in the workplace.

As veterans of learning, interning and finding their first jobs during a global pandemic, Gen Z knows what it wants and is willing to wait to find the right position. Employers may need to roll out the red carpet and offer an impressive package to attract the best of the best.

The Reality of a Return to Office Work

“Back to the office” continues to look a little different for everyone. Some employees are enjoying hybrid at-home and in-office work while others are now working in person full time. Others have opted for jobs that allow them to work permanently at home.

Each choice has a variety of benefits and challenges. A recent survey by software company Glean showcases some of the issues that workers are facing with a return to work.

Wellness issues. When employees lose the ability to set their schedule, get in a workout over lunch and enjoy a casual dress code, they sometimes struggle with mental, physical and emotional wellness. A return to the office is reportedly more stressful for many workers. Naturally, some also struggled with the isolation of working at home—making the case for the flexibility of hybrid work. Likewise, companies must prioritize employee wellness.

Communication challenges. When some employees are in the office and others are at home, communication issues can rise to the top. Not only do at-home workers miss out on the social aspects and water-cooler conversations of office work, they also have a harder time reaching team members and managers and may miss out on key information and news.

Lost connection and collaboration. Simply put, it is harder to connect, communicate and collaborate when workers are in different places, time zones and mindsets. Employees in the office typically have better available resources and a more regular schedule. Teams must make collaboration a priority if workers are continuing to adopt hybrid schedules.

Other reported challenges include lack of networking for at-home workers, varying levels of accountability and families that struggle with establishing boundaries. Teams may need to continue to adjust schedules and plans accordingly to maximize productivity, efficiency and employee satisfaction.

How to Craft the Perfect Text Message to Millennials

If you’re trying to communicate with a Millennial, don’t even think about calling or using a period in your text. Of course, those aren’t the only off-limits tactics.

This generation has its own communication rules and norms—particularly when it comes to texting—that businesses and organizations should consider when reaching out to younger consumers.

Consider the following strategies for reaching Millennials and Gen Z with text messages:

• Exclamation points yes, periods no. For whatever reason, Millennials find periods in text messages objectionable. So what’s a marketer to do? Consider the power of a well-placed exclamation point or use shorter phrases that don’t require end punctuation at all, such as closing with a coupon code. Question marks can also create a sense of curiosity and interest. While punctuation might seem like a small thing, it can be a big deal in your outreach to this generation.

• Numbers matter. No one wants to read an endless text—simply put, you will lose your audience if you can’t keep your point and your message short and sweet. When texting Millennials and Gen Z, the sweet spot is typically one to five sentences. Finally, it is important to share messages that are both clear and sincere.

• So do names. Be personal in your texts—use the recipient’s name and include details and information that they genuinely care about. Avoid generic messages in favor of specific and authentic ones.

• Use emojis for impact. Millennials still love emojis and they can help you tighten up messages, convey an emotion, and create a specific mood. Make sure you use emojis meaningfully and for impact rather than haphazardly and excessively in texts and other communications.

Finally, when texting Millennials, messages should be positive, interesting and include a clear call to action. Spam is never OK.

U.S. IT Staffing Industry Continues Fast-Paced Growth

Hot on the heels of an incredibly strong 2022—where revenue grew by 16 percent—the U.S. IT staffing industry is poised for 5 percent anticipated growth in 2023. And that’s not all: The industry is expected to grow by 7 percent in 2024, showcasing three overall strong years for IT staffing.

In 2022, IT staffing industry revenue grew 17 percent. Current challenges include a higher interest rate environment, slower wage increases, recession potential and increased caution for clients, among others. The second half of 2023 may see stronger overall economic growth and greater government spending.

On the whole, the U.S. staffing industry grew 28 percent in 2021, reporting more than $186 billion in revenue; it is expected to grow about 2 percent to exceed $216 billion this year—representing one-third of total global staffing industry revenue. It exceeds the combined revenue of the staffing industry in Australia, France, Germany, India, Spain, Sweden, Saudi Arabia and Turkey.

Canada, for example, is anticipated to reach about $8.6 billion in staffing industry revenue this year with France at $30 billion, India at $8.3 billion, the UK at $57.6 billion, Sweden at nearly $4 billion, Belgium at $7.7 billion and Japan exceeding $98 billion in revenue.

In 2021 and 2022, healthcare staffing led the way for the United States, growing 18 percent in 2022 alone so that it now represents the largest portion of staffing in the United States.

Manufacturing Jobs Returning in Droves to United States

In the past few decades, more and more manufacturing jobs have been outsourced or lost to other countries, due to costs and regulatory environments, among other reasons. This unfortunate trend, however, is starting to turn around as more of these jobs are making their way back home.

Here is a closer look at why and how manufacturing jobs are returning or “reshoring” to the United States:

• Industry and technology growth. Both the auto and electronics industries continue to grow at a fast clip, both requiring advanced manufacturing capabilities and supply. Some of these products are unwieldly and expensive to transport; likewise, products that require more advanced technology need the most skilled workers to create them, further solidifying the reshoring of manufacturing jobs.

• Money, money, money, money. Many manufacturing jobs originally left because labor and production were significantly less expensive in other countries. However, overseas wages continue to grow at a brisk pace, decreasing the desirability of offshore jobs. Asia—China, in particular—has recorded the fastest growth in wages. The gap between home and away is smaller than ever, making it more affordable and logical to do business in the U.S.

• Lots of logistics. Simply put, it is easier to do business closer to home. Overseas supply chain issues have also made headlines and raised prices. Finally, doing business abroad isn’t less expensive if you have to build new facilities and parts, pay for transportation and shipping, and hire workers who are getting more expensive every day. All of these logistical challenges mean it’s easier to do business in North America than on other continents.

While manufacturing jobs change with the times, more of them are now available in the United States and even more are expected to transition back home.

Gig Economy Stats Emphasize Highs and Lows of Freelance Work

Did you know?

…That more than 90 percent of workers in the United States say they would consider gig or freelancing work?

…That almost half of millennials use online independent contracting platforms to look for and find work?

…That gig workers earn nearly 60 percent less than traditional full-time employees—and most lack access to benefits, according to Prudential?

While the gig economy continues to grow, it also continues to have its challenges—including the many freelance employees who lost jobs due to the Covid-19 pandemic. There are, however, many benefits for all parties: Companies can save money since they don’t have to pay for full-time salaries, office space and benefits, while freelancers can enjoy greater flexibility, work-life balance and variety, even working for multiple companies at once.

Today, about one-third of all U.S. employees take part in the gig economy, according to Upwork, representing nearly 60 million workers who work an average of 43 hours per week. The best-paying positions are in AI and blockchain, and the government/public sector is the largest employer at 14 percent, followed by professional and business services, education and health, and manufacturing, based on Statista research.

Freelance and independent contracting work are increasingly popular in Mexico, India and other locations, and younger people, in particular, gravitate to gig work. Presently, most self-employed workers in the United States (nearly 75 percent) are white, according to USA Facts.

Notably, about 60 percent of gig workers tout the flexibility of their positions while only 27 percent of regular workers do so, according to Forbes. Women currently represent just under half of all freelance workers, although this number is expected to grow as more women opt out of traditional workplaces for reasons involving family, workplace discrimination and self-fulfillment.

Today, up to 25 percent of U.S. employees work from home or telecommute at least occasionally, based on a Global Workplace Analytics report, although this number too, is likely to trend upwards.