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Tomorrow’s workforce needs collaborative learning


Tomorrow’s workforce needs collaborative learning

Jeremy Tillman had a vision. “I wanted to create a marketplace that made it easy for people to find the corporate training they needed and to develop technology to allow companies to better manage the learning processes of their employees.” And so, in 2004, after an epiphany while working on another firm’s project, he started

Eighteen years later more than 60,000 companies, including 92 percent of the Fortune 500, have purchased one or more training courses from And Tillman, who grew up in public housing, has from the company’s inception traveled all over the world with training and with technology he says, “helps bring people together.”

His story is a fascinating one. Tillman started an e-commerce company while a computer sciences student at the University of Alabama – Huntsville. He managed the university’s five computer labs and built a training management system to aid in its corporate education programs. There, Tillman got his first taste of working with firms like Boeing, Teledyne, and Raytheon.

Tillman stated that truly took off by 2006 and has continued its growth and vision. The secret to his firm’s future, he lets on, lies with helping people to learn collaboratively. Traditional corporate training had been focused primarily on conveying job-related information, but adult learning theory teaches that information alone is insufficient to produce real change.

The collaborative approach flips the old narrative of, “what can I gain” to “what can I contribute to the larger whole.”

“We learn things faster when we gain the insights from others and brainstorm to find solutions to on-the-job problems. The end-result is often a richer learning experience that has ongoing impacts for individuals and companies alike,” Tillman noted.

That’s the view of training, one that multitudes have undertaken. is also on the cutting edge of creating custom learning, performance, and talent management solutions for building, tracking, managing, and assessing enterprise-wide initiatives for multiple large, recognizable corporations.

And in 2022, as companies across myriad sectors face the challenges posed by the new paradigm of diversity, equity, and inclusion (DEI), Tillman believes his training methods are a perfect fit.

The collaborative approach which has developed over nearly two decades is particularly geared toward Inclusion. Diversity and Equity are largely hiring decisions, while Inclusion requires a change of culture from the bottom up.

“Building inclusive workplace cultures has to include everyone on the job. The key to successful inclusion training is connecting people together rather than presenting training as divisive – and allowing employees to recognize contributions from those they may have previously discounted. These principles apply across the board, from global corporations to small businesses, and even church organizations. Good training is founded in connectivity, and that requires inclusivity,” he tells me.

Tillman cited a recent four-nation, 1,000-person pilot training session for a multinational corporation. In the pilot, 250 people each from China, India, the United Kingdom, and the United States were encouraged to leverage the platform for training. Prior to the event, over 600 of the participants were engaging together and interacting to address serious discussion questions, actions that surely enhanced the collective learning experience and that of the most active participants.

Plus, says Tillman, obtained lots of data on how the people engaged both before, during, and after the event. The platform enables participants in such group trainings to continue their conversations and share their successes and failures. The outcome has been impacts in areas far beyond the scope of the specific training. Once again, the key is creating community out of diverse parts, not just talking diversity.’s latest initiative to addressing contemporary adult corporate learning is its Institutes project, due to launch in April 2022. Therein are four planned courses – leadership skills, inclusive leadership skills, essential skills for first-time managers and supervisors, and customer service skills. The company asserts that unlike most online courses, participants do not have to schedule their lives around expensive live webinars and overpriced course libraries. Instead, these institutes are both on-demand and rooted in community.

In the Leadership Institute, the mantra is “you manage things; you lead people.” The program teaches the difference between people management and visionary leadership – which includes learning and putting into practice essential leadership skills including communication, strategic thinking, and empathy. The institute seeks to provide tools for beginning a lifelong journey.

The Inclusive Leadership Institute prepares students for creating and inspiring diverse workplaces. Students learn the basic building blocks like Cognizance of Bias, Collaborative Training, and Cultural Intelligence. Inclusive leaders must be able to tackle the challenges of diversity, equity, and inclusion with a confidence founded in practical implementation. has learned that jumping from individual contributor to manager is a difficult challenge requiring many skills that all too often are not in the toolboxes of first-time managers. To empower first-timers to achieve the goal of maximum team performance, the curriculum includes such skills as goal setting, time management, giving and receiving feedback, and employee recognition.

The Customer Service Institute teaches participants skills for retaining customers, in recognition that it is much cheaper to keep old customers than to acquire new ones. This institute focuses on elite ‘soft skills’, such as emotional intelligence and communication, and ‘hard skills’ such as time management and support metrics.

Tillman recounts one client company’s focus on customer service as a strategy for retaining top talent. Disaffected salespeople were reassigned to customer satisfaction roles. They had to refocus from short-term sales to helping customers feel value and satisfaction. The result was that the sales force found a new level of pride of accomplishment in satisfying customers that made them better salespeople.

Tillman, who knows something about the power of inclusion and overcoming adversity, says he dedicated his career to empowering growth and shaping the future of learning. His reason? “It is what takes someone from where they are today and get them to where they want to be tomorrow.”


And that, he adds, is best done by encouraging everyone in the workplace to maximize their potential and actual contributions to the work at hand – and to their individual futures.


Duggan Flanakin is a journalist and policy analyst who writes from San Marcos, Texas.


How COVID Affected the World Economy and What that Means for Business Owners

The COVID virus was one of the most recent viruses to sweep through the world. It has had a significant impact on both individuals and businesses, but not in ways that are all negative. In this blog post, we will discuss how the COVID virus affected the global economy and what it means for business owners.


Many business owners have decided not to add any new employees until they see what impact COVID will have on their bottom line profit margins – this can be seen through “hiring intentions” and the “average monthly increase in employment”.

Employment growth is slowing but this can be seen as an opportunity for job seekers to find a great new position before others do. There are currently more open jobs than unemployed people looking to take advantage of that.


Stock prices fell at first, with business executives unsure how the new tax plan would affect them, but those concerns vanished quickly as consumer confidence rose and company profits skyrocketed. The stock market and interest rates suffered as a result of the impact of stagflation. This impacted businesses negatively because it made investments less profitable by decreasing their net worth. It also caused inflation to rise, which increased costs for business owners who had no control over how much they could charge customers for products or services. Because people were spending more money on food and other necessities due to inflation, this led them to spend less money on luxury items such as expensive cars or homes, so sales went down at car dealerships and real estate companies alike.

Tourism Industry Crumbling

The tourism industry might be feeling some pain as it will now cost more to travel outside of one’s country due to COVID and other new tariffs that have been imposed on certain goods. This may impact those who enjoy traveling abroad, but with unemployment rates decreasing at such a rapid rate, the demand for labor will also increase. Many businesses that rely on tourism as a large source of customers and revenue might take a hit but it may be short-lived if they can adapt quickly enough.

The travel industry is feeling some pain from COVID already, especially with tariffs placed on goods like electronics and other items that are commonly exported and imported. Tourism is a vital part of many economies, but it will take time to see the true impact COVID has on international travel and tourism.

Online Shopping

Online shopping has impacted stores in a big way. Many consumers prefer the convenience of buying from home rather than going out into crowded retail centers to shop for items they need or want. Online retailers have been able to adapt quickly by increasing their marketing spend on Google Adwords so that they can be more visible when people search for products online. This might be a good time to consider an online marketing strategy if you own or operate a retail store.

The rise of e-commerce has allowed many consumers – especially Millennials and younger generations – to buy things from the comfort of their homes without ever leaving. Many brick-and-mortar retailers have been able to adapt quickly by increasing their digital marketing presence so that they can compete against online retailers.


Loans are getting harder to come by as banks begin to tighten their lending standards due to fears of rising defaults rates. They have not yet raised interest rates but many experts believe it is only a matter of time before they do! Businesses that need funding for various projects might look into alternative financing options or increase spending to boost revenue and profits so that they can generate enough cash flow to cover their debt obligations.

The difficulty of obtaining loans has increased as a result of COVID and other new tariffs placed on various goods from different countries. This is especially true for those who are deemed “high risk” borrowers by lenders, but it might be time to find alternative financing options if you need them.

World Trade

The world is slightly less connected as a result of COVID and other new tariffs that have been placed on goods from certain countries. This means it will be more difficult for those who rely on international sales to sell their products, but there are still plenty of opportunities out there. Business owners should keep an eye on how this plays out over time and consider new marketing strategies if they rely on international sales.

There are still plenty of opportunities out there for those who rely on international sales. If you haven’t considered it already, now might be the time to invest in some marketing strategies that will help you reach a larger audience.

Working Abroad

The ease of working abroad may decline as the world continues to become less connected. This could impact those who enjoy traveling and want to work while they are on holiday, but it might also make sense for some people if they can save money by living in another country. It will take time before we know how COVID affects the ability of individuals or business owners to work outside their home countries long-term.

It has become slightly more difficult (and costly) to travel overseas and work there due to tariffs placed on goods like electronics that many workers bring with them when they go freelancing or contract jobs globally. However, this is still an option open for businesses that want cheap labor; something which should be considered sooner rather than later if you are looking to expand your business overseas.

With all this information at hand now comes the time when you can use it to your advantage. Remember that while COVID was a major international event, many other factors are affecting the world economy which you should also consider when making decisions about your business or investments. Understanding how they interact and affect one another will help you make better-informed decisions for yourself in this fast-moving globalized society of ours.


Cities With the Most Economic Growth in 2021

The U.S. economy has made a remarkable comeback from the deep dive caused by the pandemic. Consumer spending (fueled by savings and government stimulus money) is strong, the economy recently added the most jobs in nearly a year, and the housing market is booming. According to the Bureau of Labor Statistics, nonfarm employment has grown by 1.5% from January to May, and the unemployment rate is now 5.9%, well below the high of 14.8% seen in April 2020.

In the spring of last year, real gross domestic product (GDP)—a measure of economic activity used to track the health of the country—fell by a record annualized rate of 31.4%, the sharpest contraction in modern U.S. history. In comparison, real GDP fell by less than 9% annualized in 2008 during the Great Recession and took several years to recover. Following the initial COVID-19 shutdowns, GDP has been recovering quickly as economic activity resumes, and is projected to return to its pre-pandemic level later this year.

Alongside the broader economic contraction were massive job losses: nonfarm employment initially dropped by 20.5 million in the early stages of the pandemic. Following this unprecedented decline, employment increased sharply in May of last year, but since then, the recovery has slowed with current employment far below pre-pandemic levels. Some cities and states have been affected more than others depending on local economic factors. As such, current unemployment rates vary widely across the country, ranging from less than 3% to more than 10%.

To find the locations with the most economic growth in 2021, researchers at Stessa analyzed data from the Bureau of Labor Statistics, the U.S. Census Bureau, and Redfin, creating a composite score based on the following factors:

-Percentage change in total employment from January to May 2021

-Unemployment rate from May 2021

-Average monthly building permits per capita (averaged over January to May 2021)

-Average monthly home sales per capita (averaged over January to May 2021)

Based on these metrics, Utah and Florida are the two states with the most economic growth this year. Both states saw employment grow by 1.5% from January to May and have lower than average unemployment rates (at 2.7% and 5.0%, respectively). At a time when housing is in short supply across much of the country, new residential construction is booming in these states, with 107 and 79 average monthly building permits per 100,000 residents, respectively, far above the national rate of 43.

At the opposite end of the spectrum, Louisiana and Alaska reported the least economic growth so far this year. Louisiana employment actually decreased slightly from January to May while employment in Alaska increased only marginally. Both states have higher than average unemployment rates and lower than average residential construction and home sales per capita.

To find the metropolitan areas with the most economic growth, Stessa ranked metros using the same composite score. To improve relevance, only metropolitan areas with at least 100,000 people were included in the analysis. Additionally, metro areas were grouped based on population size.

Here are the large U.S. metros experiencing the most economic growth in 2021.

Metro Rank   Composite score   Percentage change in total employment   Unemployment rate  Average monthly building permits per 100,000 residents  Average monthly home sales per 100,000


Nashville-Davidson–Murfreesboro–Franklin, TN    1     78.9     1.1% 3.9% 132 174
Raleigh-Cary, NC    2     78.6     1.0% 3.8% 136 168
Austin-Round Rock-Georgetown, TX    3     77.9     1.3% 4.2% 207 138
Jacksonville, FL    4     75.0     0.8% 4.2% 127 191
Orlando-Kissimmee-Sanford, FL    5     74.7     2.8% 5.4% 84 173
Oklahoma City, OK    6     73.0     1.3% 3.6% 55 139
Minneapolis-St. Paul-Bloomington, MN-WI    7     71.4     1.7% 3.8% 57 122
Tampa-St. Petersburg-Clearwater, FL    8     70.4     1.0% 4.6% 75 193
Salt Lake City, UT    9     69.9     1.1% 2.8% 78 107
Atlanta-Sandy Springs-Alpharetta, GA    10     68.9     1.1% 3.9% 55 153
Denver-Aurora-Lakewood, CO    11     65.3     1.6% 5.9% 77 156
Las Vegas-Henderson-Paradise, NV    12     64.7     3.1% 8.9% 63 181
Portland-Vancouver-Hillsboro, OR-WA    13     64.6     2.6% 5.3% 51 133
Phoenix-Mesa-Chandler, AZ    14     64.4     1.3% 6.2% 88 173
Charlotte-Concord-Gastonia, NC-SC    15     63.6     0.4% 4.3% 83 152
United States    –     N/A     1.5% 5.8% 43 165


For more information, a detailed methodology, and complete results, you can find the original report on Stessa’s website:


Cities With the Highest Wages for New Hires

As the U.S. economy enters a new phase in its recovery from COVID-19, businesses are adding new positions faster than they can fill them. A combination of rapidly expanding job openings, a smaller labor force, and more generous unemployment benefits is pushing wages higher, especially in fields like leisure and hospitality that historically have some of the lowest wages for new workers. According to the latest data from the U.S. Census Bureau on new hires, average monthly earnings was $3,266 in 2020—a figure that varies widely by industry, job, and location.

New hires in the information sector—which includes many of the country’s computer programming and technology jobs—were paid the most, at $7,060 per month or nearly $85,000 annually. In comparison, all information workers (including new hires and existing employees) were paid an average monthly wage of $8,825. New employees in the mining, oil and gas, and utilities sectors also commanded strong wages when compared to new hires in other fields.

Despite experiencing strong wage growth at the start of 2021, new hires in accommodation and food services have historically earned the lowest average wages, at just $1,458 per month or about $17,500 annually. Unsurprisingly, industries with low wages overall also pay new hires less, but the gap between new hire pay and all worker pay ranges from a low of approximately 11% in the agricultural sector to over 50% in fields like management, education, and the arts.

In addition to occupation and industry, location has significant direct and indirect effects on real wages. New employees in certain areas might command different wages for a variety of reasons, but differences in cost of living affect how comfortable it is to live on a given wage. When taking cost of living into account, new hires in Washington and Massachusetts earned the most in 2020, at $4,045 and $3,793 per month respectively. Other states with high adjusted wages for new hires included New York and Connecticut. Conversely, workers in Montana, Hawaii, and Idaho earned the least after adjusting for living costs.

To find the metropolitan areas with the highest wages for new hires, researchers at Self analyzed the latest data on new hires from the U.S. Census Bureau, cost-of-living data from the U.S. Bureau of Economic Analysis, and home price data from Zillow. The researchers ranked metro areas according to the cost-of-living adjusted monthly earnings for new hires in 2020. Researchers also calculated the unadjusted monthly earnings for new hires, the unadjusted monthly earnings across all workers, median home price, and cost of living.

To improve relevance, only metropolitan areas with at least 100,000 people were included in the analysis. Additionally, metro areas were grouped into the following cohorts based on population size:

-Small metros: 100,000–349,999

-Midsize metros: 350,000–999,999

-Large metros: 1,000,000 or more

Here are the large metros with the highest wages for new hires.

Metro Rank   Average monthly earnings of new hires (adjusted) Average monthly earnings of new hires (actual) Average monthly earnings across all workers (actual) Median home price  

Cost of living (compared to national average)


San Jose-Sunnyvale-Santa Clara, CA     1     $5,339     $6,764     $11,643 $1,364,273 +26.7%
Seattle-Tacoma-Bellevue, WA    2     $4,541     $5,199     $7,058 $627,290 +14.5%
San Francisco-Oakland-Berkeley, CA    3     $4,358     $5,862     $8,583 $1,235,705 +34.5%
Austin-Round Rock-Georgetown, TX    4     $3,957     $3,929     $5,550 $441,931 -0.7%
Denver-Aurora-Lakewood, CO    5     $3,649     $3,802     $5,102 $517,395 +4.2%
Hartford-East Hartford-Middletown, CT    6     $3,637     $3,728     $5,666 $274,468 +2.5%
Houston-The Woodlands-Sugar Land, TX    7     $3,614     $3,675     $5,577 $241,698 +1.7%
Washington-Arlington-Alexandria, DC-VA-MD-WV    8     $3,594     $4,219     $5,566 $498,649 +17.4%
Raleigh-Cary, NC    9     $3,571     $3,432     $4,891 $327,048 -3.9%
Dallas-Fort Worth-Arlington, TX    10     $3,549     $3,592     $5,284 $289,582 +1.2%
Charlotte-Concord-Gastonia, NC-SC    11     $3,535     $3,337     $4,561 $281,335 -5.6%
Boston-Cambridge-Newton, MA-NH    12     $3,463     $4,000     $5,864 $563,149 +15.5%
Nashville-Davidson–Murfreesboro–Franklin, TN    13     $3,449     $3,256     $4,593 $320,818 -5.6%
Pittsburgh, PA    14     $3,443     $3,181     $4,776 $185,063 -7.6%
Atlanta-Sandy Springs-Alpharetta, GA    15     $3,408     $3,336     $4,998 $280,038 -2.1%
United States*    –     N/A     $3,266     $4,783 $281,370 N/A


*Average earnings are weighted averages (by employment) of state-level data

For more information, a detailed methodology, and complete results, you can find the original report on Self’s website:


Rising Trends for Companies Looking at Digital Avenues for Business

Business in the COVID Pandemic – Companies and Individuals Turning To Digital Avenues

The COVID-19 pandemic has challenged the entire framework of worldwide economic and social structures. People and businesses must work out solutions for surviving in an environment where staying at home has become critical for safety and health. Technology and digital avenues are now a practical way to serve customers, manage operations, and earn profits. Working online has become a viable option for businesses and professionals alike, regardless of their size. Here’s a closer look at the survival strategies adopted during the pandemic.

How the Corporate Culture Is Adapting

Companies in different sectors and worldwide locations have adapted by focusing on the accelerated digitization of their operations by at least three to four years. In all internal and external processes ranging from organizing supply chains of raw materials to production and supplying to customers – wherever possible, larger investments are being made in automation and contactless performance.

The Stress Is More on Digitally-Enabled Products

Adapting their portfolio and offering a more comprehensive range of digital and digitally-enabled products and services to maintain their client base is another survival strategy companies have adopted. Statistics indicate an acceleration of around seven years in how products are researched, developed, and produced. Offering online and doorstep delivery is also a practical option to encourage sales and stay competitive.

Several sectors like financial services, professional services, healthcare, and pharmaceuticals report an exponential hike in demand compared to consumer packaged goods (CPG). Some excellent examples include developing channel manager apps, digital marketing and SEO services, online coursework, and educational products.

Overcoming Resistance To Change Has Become Critical for Survival

Issues with altering the existing organizational structure and integrating technology have impeded efforts to make changes before the pandemic. The reasons cited included the possibility of clients being disinterested in digitization and the higher risk of data breaches and identity theft. However, top executives not prioritizing the transition or being unwilling to allocate the necessary funding have been the primary reasons.

The pandemic has created an environment where companies must adapt or fail. Implementing the necessary changes becomes critical considering that competitors are opening up to newer and more streamlined operational techniques. It comes down to adapting or going out of business. Catering to customer demand with stress on offerings that comply with the new health and hygiene requirements has necessitated the adoption of digital avenues for conducting business.

Companies Are Offering WFH Options

Companies are now open to raising the costs of hiring trained personnel to run operations and purchasing advanced equipment to serve customers. That includes software and hardware complete with cutting-edge solutions to prevent data breaches and provide secure platforms for conducting transactions and sales. Cutting back on in-office teams and providing work-from-home options seems to be the new normal.

Organizations and the people working in them have recognized the positives of remote working options before the pandemic. From the business perspective, operational costs and overheads are lower while productivity levels are higher. Since the COVID-19 lockdowns, employees are being encouraged to work from home. Some are also provided with the necessary equipment, such as laptops and secure Wi-Fi connections to safeguard intellectual property and company data. Video conferencing and document sharing apps allow teams to coordinate efforts and keep up with their deliverables.

Hiring Remote Teams Is an Economical Work Process

Hiring the services of online freelance contractors to keep the company operational is also the way to go. Several aspects can function with the assistance of a remote notary, accountant, SEO, digital advertising and marketing specialist, bookkeeping, attorney, data analyst, and various others. In the past, executives would take up to 12 months or more to develop and implement remote working solutions, but this timeline has been cut down to as low as a couple of weeks during the pandemic.

Digitization Has Opened New Employment Opportunities.

The demand for digital services and professionals providing those services has led to more people turning to the industry to find jobs. The COVID pandemic has resulted in the loss of an estimated 114 million jobs, with close to $3.7 trillion lost in labor income. Although people are returning to work in 2021, the International Labour Organization predicts that global working hours are unlikely to return to their pre-pandemic numbers.

The workforce must look for other avenues to earn a livelihood, considering that close to 97,966 companies have closed down permanently in the US alone. Digital marketing has emerged as an industry that has the potential to absorb a large section of the newly available talent. As long as they have a computer and a fast and reliable internet connection, any person can train and start working in this sector. Not only are there lots of accredited courses available for professionals wishing to work in the digital sphere, but there are also several websites and social media platforms offering access to jobs and employment.

The New Normal and Digitization Is Here to Stay

The COVID-19 pandemic is permanently altering how companies, consumers, and employees live and work. Experts predict that even after the crises have passed, the reliance on digital avenues for conducting business and working will continue. The protocols and behavior adopted during the pandemic are likely to last, and organizations must evolve to function according to customer demand. Employing digital channels has become indispensable in providing a holistic customer experience and remaining competitive in their respective industries. Organizations may also have to overhaul their long-term visions for business strategies and objectives to accommodate digital integration.

Over time, as digital solutions advance and innovations emerge, companies may have to employ them to deliver more customer-centric products and services. Adopting suitable approaches while experimenting with new technology is critical for survival. From the individual professional’s perspective, digital avenues could prove to be a viable source of primary income or even a side hustle to make some extra money to supplement their earnings.


Tenstreet Market Index: What To Do When App Volumes Plummet

A healthy interest in the driver market always ranks high on a carrier’s list. But given the tough conditions, the industry has experienced over the last year, this interest has shifted to a furrowed concern. With application volumes dropping every week and more trucks sitting vacant, the desperation for drivers means carriers are likely paying more for less in an attempt to avoid the same fate other carriers and small businesses have suffered.

What’s Causing the Drop?

It’s a combination of several factors. Clearinghouse eliminations, retirements, and early exits would have affected the industry in 2020-21 anyway. But COVID introduced unprecedented factors to the market for which it couldn’t have prepared – notably drivers who are waiting to reenter the market (possibly until vaccination numbers rise or until they can get vaccinated) and the stimulus checks that keep them comfortable while they do so.

The number one thing to remember is that you’re not alone. This is not a carrier- or service-specific shortcoming, it’s a broad drop in application volume that has impacted the entire industry. While that may bring you little comfort, there is something you can do to prepare for when drivers return.

First, let’s review the data.

Weekly Driver Activity – Last 53 Weeks

Typically, application rates tend to be high at the beginning of the year and during late spring/early summer. They gradually drop off until the holiday season, when the drop in the volume of applications tends to be most pronounced (see late November and December). Another case of seasonality explains the dip in February 2021 when the country was locked down by storms.

From the first two charts below, you can see evidence of an additional market element. While driver job-seeking activity is still significantly below pre-pandemic levels, the stimulus has managed to drop the floor out from under the situation.

This is made clearer in the second chart, in which we’ve zoomed in on the last 5 weeks. Note the last 2-3 weeks in March where the number of applications fell drastically. March 2021 still places application volume 10 or 15 points below where we were in March 2020.

Weekly Driver Activity – Last 5 Weeks

Application Activity Index

This index is derived from Tenstreet clients who have had a consistent IntelliApp volume for the past 25 months. We assigned January 2019 a value of 100 for comparison. This gives us an easy way to see rate of application activity change over the last two years while removing the impact of growth in the number of carriers using the platform. As you can see, carriers as a whole have seen a huge decline over the past year in general.

Cost Per Lead, Cost Per Full Application

As mentioned above, carriers are paying more for leads and full apps than they did just a year ago due to the more intensified driver shortage, and are likely finding that the more specific their search, the shorter their results fall. Nevertheless, cost per full application has risen +30% over the past year.

Hiring Cycle Compared to Hire Rate

This chart shows a solid inverse relationship between the number of days in your cycle and the chance that a driver will make it to a hired status. Put simply, the longer your hiring process, the more opportunities there are for drivers to drop out.

With carriers having to work harder for every candidate, it’s more important than ever that they be able to glide through your hiring process smoothly. As past data has shown, the more serious the candidate, the more carriers they are typically interacting with – so finding and eliminating any rough patches will pay dividends when the pendulum swings and application volume improves.

This process need not be overwhelming, and we can help. Start by walking through your process as a driver and making note of any bottlenecks and hiccups. Replace them with time-saving solutions, like automation and integrations. Remember, drivers will be coming out of their own slumber and will not hesitate to move swiftly on to the next carrier if they encounter any reason to think they’re in store for more hard times.

Engagement and Early Onboarding

In addition to automation and integrations, engagement in early onboarding is another way you can improve your hiring cycle to improve your chances of getting that driver in a truck. The below chart shows carriers who engage drivers with text messaging, digital forms, and digital training modules within less than a day have a 40% greater chance of getting that driver all the way to hire.

Time and drivers aren’t the only things you’ll save. The more you can move online, the more money you save on hotels, meals, and recruiter onboarding time. Carriers who onboard online experienced an immediate 20%-40% in savings when they free their onboarding processes from expensive and unnecessary activities.

Tenstreet Can Help

Just as you’re not alone in this drop-in application volume, you’re not alone in improving your hiring process. Let us help your business see a new level of success. Many of our account managers and advisors have worked for carriers like yours in the past and know how to help.

Give us a call at 877-219-9283 or email us at and let us help you put new strategies in place for the next surge of drivers who come your way. It’s only a matter of time.

This article originally appeared here. Republished with permission.


Cities With the Most Technology Jobs Per Capita

California’s Silicon Valley has long served as the nation’s technology hub. But while Silicon Valley remains a global leader for tech firms and jobs, technology’s transformative impact on the economy and society is driving job growth across the United States. Led by employers—and even entire industries—that did not exist a generation ago, many of the fastest-growing industries in the U.S. are in the fields of science, technology, and mathematics. The long-running trend of growth in these fields shows few signs of slowing down.

According to data from the U.S. Bureau of Labor Statistics, job growth in computer and math occupations has outpaced the national average since 2008. The gap has only grown larger over the last decade, and the trend is likely to continue. According to the BLS, employment in computer and information technology occupations is projected to grow by 11 percent over the next decade, adding more than 500,000 jobs to the economy. And unlike many jobs that have been disrupted by the COVID-19 pandemic, computer and IT occupations are largely remote-friendly, which positions them well for continued growth.

Some states have seen the benefit of this job growth more than others. Driven by a high number of firms specializing in defense, information technology, and other professional services for the federal government, Virginia leads the nation with 5.6 percent of its workers employed in computer and math occupations. Washington—home to a strong aerospace engineering sector and tech giants Microsoft and Amazon—is second, with Maryland, Colorado, and Massachusetts following behind.

However, statewide trends do not tell the whole story of tech employment either, as employers in high-tech fields tend to cluster in local regions where the labor market can supply the specialized knowledge required for those positions. This often means that metro areas with many well-established innovative companies, strong institutions of higher education, or both—like Silicon Valley—tend to be the areas that incubate many of the firms that drive job growth in tech.

To see which metro areas have the most tech jobs, researchers at Spanning used data from the BLS’s 2019 Occupational Employment Statistics (OES) Survey to identify metros with the largest share of employment in computer and math occupations. The researchers also calculated the total number of jobs, wages, and wage premiums for computer and math occupations in each metro. To improve relevance, metros were also grouped into population cohorts of small (100,000–349,999 residents), midsize (350,000–999,999 residents), and large (1,000,000 or more residents).

Here are the large metropolitan areas with the most technology jobs per capita.

Metro Rank Share of employment in computer & math occupations Total employment in computer & math occupations Median annual wage for computer & math occupations Median annual wage for all occupations Computer & math wage premium



San Jose-Sunnyvale-Santa Clara, CA    1      12.7% 144,530 $130,100 $61,980 +109.9%
Washington-Arlington-Alexandria, DC-VA-MD-WV    2      7.6% 242,090 $106,220 $56,320 +88.6%
Seattle-Tacoma-Bellevue, WA    3      7.3% 147,800 $123,340 $53,360 +131.1%
San Francisco-Oakland-Hayward, CA    4      6.6% 163,630 $120,550 $57,040 +111.3%
Raleigh, NC    5      6.2% 40,580 $91,290 $41,640 +119.2%
Austin-Round Rock, TX    6      6.2% 66,800 $85,640 $41,560 +106.1%
Denver-Aurora-Lakewood, CO    7      5.4% 81,090 $96,520 $47,440 +103.5%
Baltimore-Columbia-Towson, MD    8      5.0% 68,450 $99,500 $45,810 +117.2%
Boston-Cambridge-Nashua, MA-NH    9      4.9% 136,850 $98,440 $53,300 +84.7%
Atlanta-Sandy Springs-Roswell, GA    10      4.7% 128,030 $89,150 $40,000 +122.9%
Salt Lake City, UT    11      4.6% 33,550 $78,490 $40,120 +95.6%
Minneapolis-St. Paul-Bloomington, MN-WI    12      4.3% 85,590 $90,290 $47,010 +92.1%
Dallas-Fort Worth-Arlington, TX    13      4.3% 158,490 $91,760 $40,430 +127.0%
Kansas City, MO-KS    14      4.3% 46,240 $78,760 $40,640 +93.8%
Columbus, OH    15      4.2% 44,590 $86,490 $40,380 +114.2%
United States    –      3.1% 4,552,880 $88,340 $39,810 +121.9%


For more information, a detailed methodology, and complete results, you can find the original report on Spanning’s website:


Will Remote Work Lead to Vast Migration in the United States?

Whether we want to admit it or not, times are changing. The United States is going through a definite transformation on many levels. Political, economic, sociological, and cultural. These changes are in no small part due to COVID-19, and all its effects on the general economy and business practices. And one of the more notable changes is that more and more people are working remotely. So, will remote work lead to vast migration in the US, or will things go back to standard work practices once we have COVID-19 under control? Well, let’s find out.

The impact of COVID-19 on general job practices

To understand why remote work is changing the US, we first need to explore how COVID-19 has impacted it. After all, it is no coincidence that there is an astounding spike in the number of remote workers ever since COVID-19 forced us into lockdown. So, is remote work a temporary struggle that people wish to get out of as soon as possible? Or did COVID-19 open our eyes to new job opportunities?

The benefits of working from home

First and foremost, there is hardly a remote worker that won’t emphasize the benefits of working from home. To begin with, you don’t have to struggle with daily traffic. Next, you can wear pretty much whatever you want. Also, there is no need to socialize with coworkers that you don’t like. You have more freedom to organize your time. Finally, you can enjoy home-meals instead of eating fast food or at-work cafeteria.

Are there downsides to remote work? Sure. But, the benefits outweigh them so much that people wonder, “Why haven’t we done this sooner?”. Well, one of the reasons for this is that employers were worried about productivity. And this is precisely what they had to overcome during the COVID-19 pandemic. They had to learn how to manage their staff remotely, ensuring that everyone is doing their job.

Improved monitoring software

Another surprising spike came in the form of monitoring software. Once employers figured out that they need to have most, if not their entire workforce at home, they concluded that having monitoring software was a must. Apart from constant monitoring, you have daily reports, weekly meetings, and improved communication systems to ensure that workers are doing what they are supposed to when they are supposed to. Add to that increased data security and improved worker motivation and, hey presto. Remote work becomes not only functional but quite effective. So much so that most companies either saw no change or an increase in work performance. So, does this mean that remote work will lead to vast migration?

Reasons why remote work might lead to vast migration

As of now, the answer is definitely leaning towards yes. This, of course, depends on what you mean by “vast.” But, if 14 million US are vast enough for you, then yes. Whether this is a permanent migration or whether people will migrate back after coronavirus blows over is hard to tell. But, if we have to give an answer, we would put our money or permanent change. Here is why.

The coming of 5G

One of the main limitations of permanent remote work was that the internet was not good enough. Sure, you can have a stable connection if you live in a big city. But, the smaller towns in the US have been notorious for having slow, unstable internet. Well, if 5G delivers what they promise, we should experience faster, more stable internet, even in smaller cities. Mobile devices should have constant coverage, which will make reaching remote workers that much easier. On the other hand, remote workers won’t have to worry about installing expensive internet packages to have a stable connection, as it will be quite widespread.

Increase in freelance work

Of course, not all jobs can be done remotely. Some simply require you to be there in person to get anything done. But, over the past couple of years, there has been a definite increase in online freelance work. Platforms like Upwork, Fiverr, and Toptal all provide a safe and easy way for freelancers to find a job. So, not only are people getting better at working from home, but companies are finding more and more ways to find workers. This increase in freelance work gives both companies and workers the freedom to choose and learn like they never did before.

Where do people migrate to?

Until recently, the main migration for people was from smaller cities to larger ones to find better-paid jobs. Now, we should see people going back to their hometowns. After all, why pay high rent and utility bills when you can go back home and easily save hundreds of dollars monthly. This train of thought lead many Americans to head back home and enjoy a quieter lifestyle. As it turns out, remote work is also excellent for people that want to practice farming on the side or live in secluded areas, as they don’t have to worry about finding work in the local area.

Final thoughts

In our view, the fact that remote work leads to vast migration is a good thing. Remote work gives people the freedom to live where they want to live. And as far as we are concerned, the more freedom people have, the better. Mind you, we wouldn’t be surprised if remote work changes in the upcoming years, as the whole concept of if being this massive is quite new. But, we are hopeful that those changes will be for the better.


Anthony Clark has worked as a business manager and consultant for over 15 years. After moving back to his home town, his primary focus has been on writing helpful articles about moving for websites like and raising his daughters.


Job Market Trends and Their Effects on Companies

The ongoing COVID-19 pandemic has touched just about every part of the economy, and the jobs market as a whole has gone into alarming freefall, despite the government’s job retention measures.

Where are the jobs going?

The sectors which have struggled most are, by and large, the ones you might expect. Aviation, hospitality, and retail have had to contend with unprecedented slumps in demand, and many businesses have responded by slashing their payrolls.

Even household names like HSBC have announced thousands of redundancies, albeit spread across the globe.

What is the economic outlook like?

According to the Guardian’s redundancy counter, more than 150,000 people have been made redundant, and more than nine million remain furloughed as of the 28th of July. Moreover, the number of employees on company payrolls tumbled during the lockdown period by around 649,000.

Though economic forecasts are not widely lauded for their reliability, the ones that are being focussed on by the mainstream media remain consistently bleak. According to the Office for Budget Responsibility, the body set up to advise the treasury, unemployment levels could skyrocket by the end of the year to levels not seen since the 1980s.

With that said, certain areas of the economy are now enjoying a surge in pent-up demand. Car dealerships are making sales faster than they can restock their forecourts; estate agents find themselves inundated with inquiries. Whether this can be sustained to the end of the year remains

The best-case scenario is a ‘v’-shaped recession – a sharp decline followed by an equally sharp uptick. This is a wildly different recession to the one experienced in 2008. The financial fundamentals which underpin the modern economy remain sound, and thus there’s some reason for cautious optimism – as articulated by the Bank of England’s Andy Haldane in June.

What can be done?

What does all this mean for businesses looking to navigate the post-COVID landscape?

Among the more popular shifts has been toward e-commerce. Retailers have tried to cope with sparse footfall by making the transition to trading online. E-commerce has, in fact, been in rude health through the pandemic, and it’s likely that this shift will outlast the pandemic itself.

Businesses may also wish to anticipate a fall in demand by being more cautious with their investments. Risk assessments and strategizing are set to be more crucial than ever, as is seeking out alternative forms of commercial finance from specialized online lenders.


A recently released Business Roundtable study finds that international trade supports 4,710,600 jobs in California, representing one out of every five jobs in the state. 

Trade with Canada and Mexico alone supports 1,470,700 jobs in California, which should be a key factor before members of Congress deciding the fate this year of the United States-Mexico-Canada Agreement (USMCA). Exports from California to Canada and Mexico have increased by 235 percent since the implementation of the North American Free Trade Agreement (NAFTA).

“We stand united to preserve and modernize North American trade, which supports over 12 million jobs and a strong U.S. economy,” says Tom Linebarger, chairman and CEO of Cummins Inc. and chair of the Trade & International Committee for Business Roundtable, whose CEO members lead companies with more than 15 million employees and $7.5 trillion in revenues.

The study – prepared by Trade Partnership Worldwide with the latest-available employment data from 2017 – examines the net impacts of both exports and imports of goods and services on U.S. jobs in all 50 states. It also compared 2017 data to pre-NAFTA data from 1992. The study found that trade-supported jobs in California increased by 88 percent from 1992 (when NAFTA was implemented) to 2017 – nearly three times faster than total employment. 

Find the study here: