How do employers react to past hiring experiences when it comes to members of specific social categories? In Learning to hire? Hiring as a dynamic experiential learning process in an online market for contract labor, we investigate why job applicants run the risk of not being hired when they reveal their social category – in this case, their country of origin.

Global Benefits Vision: LeAnne, can you share some of your career highlights with us, focusing on global employee benefits and global mobility? LeAnne Stefl: I’ve been in the industry close to 30 years. I started my career on the private client services side, with Barney and Barney (now part of MMA) in San Diego, California, in the mid-1980s. In 1999, I joined Marsh San Diego as a benefit analyst, focused on U.S. clients.

When it comes to research and data on consumer behaviors and attitudes, one of the first names that come to mind in the United States is the Gallup organization. Their most recent report, State of the American Workplace, takes a comprehensive snapshot of the modern American workforce, and was created to help business leaders optimize their attraction, retention, engagement, and performance strategies in a time of unparalleled advancement and social change

Increased leisure time and reduced labor supply of young men may be partly due to the improved quality of video games, according to a working paper published in September 2017 by the U.S. National Bureau of Economic Research (NBER). The objective of the paper is to distinguish the increase in leisure due to improved leisure technology from increases in leisure due to other forces such as declining labor market