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Attract and Hire, the perfect match!

Valentine’s Day has come and gone and some of you may still be basking in the post-Valentine’s Day glow (aka sugar coma) and are back in the office.  This is the perfect time to talk about ways you can show you care to those people you are trying to attract the most…your job candidates!!

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Everyone knows a strong foundation is key to any great relationship, and this applies to those we work with and those we are trying to hire!  In recruiting, our experience has shown that a little extra effort to ensure candidates feel you care about them can go a long way!

The Hiring Framework

Developing an effective Hiring Framework sets the stage for your candidate’s experience and ensures you can maintain, automate and deliver with every hire you make!  It’s great to attract talent but being able to find the perfect match in your next hire is what really matters!

It sounds like a lot of work and it certainly can be without having an effective process in place.  We’ve become experts in defining this process and leveraging the right technology to automate specific steps in the hiring process for our clients. We love to leverage our ATS partner, JazzHR which gives even our smallest clients the ability to do all of the above, each and every time they hire.

A few key areas that an ATS can help simplify this include crafting compelling job postings that syndicate out to multiple sourcing platforms with one click,  leveraging templates to create personalized candidate communication and having a central system for all candidates to be managed.  This also helps in setting expectations for everyone involved from hiring managers to onboarding coordinators!

The hiring processes can be lengthy and time-consuming, so take the time to build relationships with candidates, show you truly care and follow through on promises. Simple strategies like providing clear communication, setting and keeping expectations and giving the candidates timely feedback can ensure your candidates feel valued and build trust, even if they aren’t the right fit for the role.  You never know who may become your next great hire!

“When I tell candidates that I’ll do something, I do it.  Even if I’m needing to reject them from a position and I promise to keep them in mind for future opportunities, I do.  It builds trust and credibility when I call them back.  It’s important to provide that service to exceeds expectations to our candidates, clients and partners.” Lily Rincon, Talent Consultant.

Love what you see? Contact our team to develop the perfect Hiring Framework, implement JazzHR or get more information about our on-demand, hourly recruiting services today! 

What you need to know about the new 2020 W4

It’s everyone’s favorite time of year, tax season. Keeping up with changes to tax regulations is not exactly top of mind until it’s time to prepare taxes. You are also probably not ready to face the fact that there are major changes to this year’s tax code. Don’t panic and call your accountant, again.

Here’s what you need to know about changes to your employees’ Form W-4:

In 2017, Congress approved major tax reform in the Tax Cuts and Job Acts, which has been enacted and takes effect in 2020.

New employees hired in 2020 need to fill out the redesigned Form W-4.

While employees hired prior to 2020 are not required to submit a new Form W-4, their withholdings will continue based on a form that was previously provided. According to the IRS, the new design “replaces complicated worksheets with more straightforward questions that make accurate withholding easier for employees.” Well, that’s promising, but we still would not recommend bringing up tax reform at your next company happy hour.

The new Form W-4 no longer calculates “allowances”

Employees should use the Tax Withholding Estimator to ensure that the right amount of federal income tax is withheld from their wages.  

For a step-by-step guide on how to fill out the 2020 W-4 form, check out our partner, Gusto’s Employer’s Guide to the 2020 W-4.

Can you fall in love with payroll? The answer is a resounding, yes! It’s a practical love but we are truly in love. We are proud to partner with Gusto to offer full-service payroll, including W-2s, 1099s, federal, state, and local taxes and more. Gusto automatically calculates, deposits and files your payroll taxes. That means that you don’t have to add your CPA to your favorite contacts this tax season. Find out more about why 100,000+ businesses choose Gusto.

Marijuana and the workplace… it may be April Fools’ Day, but this is no joke!

What comes to mind when you think of marijuana? Teenagers out way past their curfew getting up to no good? College kids with no supervision looking to blow off some steam? You’re likely partially right, but now more than ever working adults and average Joes are using marijuana… and they aren’t always breaking the law. Twenty years ago the thought of legalized marijuana would have made the boardroom shake with laughter, but on April Fools’ Day 2019, the realities of weed and the workplace are no joke!

So what is an HR professional or business owner to do now that marijuana use is both more legal and less taboo than ever before? Here are some facts to keep in mind…

  • Sorry smokers, marijuana isn’t legal everywhere…yet. While the federal government still considers marijuana a schedule one narcotic, more than 28 states have either legalized medical and/or recreational marijuana use. If that wasn’t complicated enough, several states have new laws coming down the pipeline. This means each state has different rules around who can use and what the makeup of marijuana products can be. Confused? Just wait, there’s more!
  • Drug testing, still legal or a thing of the past? Employers want to know who they’re hiring, and there is just some information you can’t get from a well-crafted resume and cover letter. If you’re living in a state where recreational or medical marijuana use is legal, you may want to rethink your drug testing policy. The good news is employers in these states still have the right to drug test applicants and employees (unless a state law prevents testing in the first place). The bad news is that’s where the guidance stops. As if business owners and HR professionals didn’t have enough tough decisions to make, they now get to choose if marijuana will continue to be part of their drug testing panel.
  • Good help is hard to find, marijuana laws make it harder. If you’re living in a state with legalized recreational or medical marijuana, what are the chances your “perfect applicant” tests positive for the drug in a routine screening? If the number is higher than zero, you’ve got a conundrum on your hands. As an employer, you have the right to pass on these candidates if they fail your screening. But you may also struggle to fill open positions or scare potential applicants away altogether. Our best advice is to know your business, job descriptions, and applicant pool well. There are certain jobs (construction, warehouse work, childcare, transportation etc.) where the legal pitfalls of marijuana use far outweigh the benefits. On the other hand, more sedentary jobs may be less affected. As HR professionals and business owners, you understand your organization better than anyone. Ultimately, if marijuana use does not mesh with your values or open positions, it may be best to pass.
  • Chill out, it’s just medicine. Medical marijuana has been around for years, but recently even the most conservative states have adopted policies around the sale and use of medical marijuana. It’s not uncommon for adults of all ages to head to the doctor’s office with a headache and leave with a prescription for medical marijuana and a very relaxed evening. With more employees using medical marijuana than ever before, what guidance does the ADA have for employers looking to maintain professionalism without harshing the vibe? To date, federal ADA guidance does not force employers to consider medical marijuana use a reasonable accommodation, but of course, every state is different. It’s best to brush up on state ADA guidelines before making a decision either way!
source: https://www.oswaldcompanies.com/

Marijuana and the workplace… clear as mud, right?! Just remember, federal and state laws are always in flux, so what’s illegal today could be good to go tomorrow! If you’re struggling to understand marijuana laws in your state or need a little policy advice around the country’s most controversial plant, we’ve got you covered.

Creating a pet-friendly work environment

As my 8-month-old Rhodesian Ridgeback lays snoring beside me, I can’t help but be grateful that she is past that young puppy stage that made it impossible to do anything but keep my eyes on her, replace shoes with chew toys and monitor her potty breaks all day.

Through those first few weeks with her at home, I consider myself lucky to have had the flexibility to manage my schedule and work from home as needed, but for others in a more structured office or workspace, bringing home a new puppy or other pet can be tough.  Those first few days are the hardest and trying to establish a routine, develop trust and get your new fur-baby acclimated to their new home while working can be a challenge.

As organizations look to provide perks that will not only attract and retain key talent, many are coming to realize that offering more pet-friendly benefits, like allowing dogs in the workplace, is key.  Pet-friendly benefits can be effective (and inexpensive) options for attracting new talent, improving culture and even promoting employee wellness.

Over the last few years, we’ve seen these pet-friendly trends increase.  Many millennials are delaying having children, opting instead to welcome a dog or other pet into their lives as their “starter” family.  Given that millennials are the largest segment of our workforce, this is significant and may explain the increase in some of these pet-friendly policies.

But not every company can allow for pets in the workplace.  Most professional office spaces don’t allow for dogs in the office building or space.  But don’t worry, even if you can’t allow pets in the workplace, you can still offer pet-supportive benefits that promote a pet loving culture.  This could be as simple as crafting a new policy or any of the following ideas:

  • Pet health insurance
  • Pet bereavement leave
  • Pawternity policies – allowing employees to work from home for the first week after bringing home a new fur-baby
  • Animal-related volunteer excursion
  • Dogs in the workplace policy

There are so many ways to create an awesome culture, knowing what is important to your employees is key!  If your employees consider their pets as part of the family, having policies that align with this value can improve your culture, employee satisfaction, and even promote employee wellness.  Have fun, get creative and embrace the flexibility of our workforce!

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My sweet office mate on her favorite JazzHR blanket!

Regardless of whether an office allows pets, service animals must be allowed to accompany a person with a disability, according to the Americans with Disabilities Act (ADA). That said, animals whose sole function is to provide comfort do not qualify as service animals under the ADA, although some state and local laws allow emotional support animals in the workplace.

How to perfect your Framework to Hire

The War for Talent is nothing new and with the labor market the tightest it has been in over 50 years, finding and retaining talent can be a struggle for companies of all sizes.   There may have been a time in your business that you were able to hire and onboard team members easily.  However, there comes a point in every company’s growth when hiring becomes more challenging, the organization grows and becomes more complex with multiple hiring managers who each have their owns needs and wants.

The good news is that as with almost every area of business operations, recruiting and hiring can be very process driven. Yes, it is a People function but defining and following a clear hiring process or framework is key to ensuring your company can scale and hire right!

When we engage with our clients, we develop a hiring framework specific to their needs.  From the recruiting engagement kickoff, we work to define the recruiting strategy, process and steps to ensure the framework to hire can be easily followed, automated and streamlined.

Developing your “Framework to Hire”

Every company that is hiring, needs or may even have a Framework to Hire.  The question is, how effective and streamlined is your hiring process?  Are you sourcing a good candidate pool and hiring the right people?  Do you find by the time you extend the offer, your top candidate has slipped away?  Is your turnover high in the first 90 days? Is it time to up your recruiting game?

We have developed countless recruiting strategies over the years, enabling our clients to onboard thousands of new hires, from seasonal/contract staff to interns, executives and everything in between.

This is a proven Framework to Hire that works!  Here are the primary steps to consider, define and execute and we can help you every step of the way:

  1. Identification of need. This step may seem like common sense, but clients often come to us with the need to fill position XYZ but have no clear idea what this person will be doing in the role, what skills, knowledge or ability they need to have, what the salary range may be etc.  We help our clients craft a clear job posting that outlines the position, responsibilities and skills required.
  2. Cast your net.  We approach the sourcing of candidates as a multi-pronged strategy.  We believe that you cast a wide net, but clearly define what you are looking for.  We include employment deal breakers in the job posting (as applicable by law) and the application so we can funnel out candidates that would not be eligible for hire.  Be clear about required and relevant education, certifications, background check specifications, office hours, job location etc.
  3. Screen, Interview and Vet.  This is where the magic happens!  We design an automated and streamlined screening process so quality time can be allocated to the candidate interview process.  While unique to each organization, it often follows a process like this and can be managed in your ATS:
    • Review resume
    • Pre-screen
    • Phone screen
    • Phone interview
    • Face-to-face interview(s)
  4. Post interview Negotiation. You have found your perfect candidate and are ready to move to offer…now you need to negotiate and close them.  Now is the time to request references, review background check requirements, review compensation requirements and any other items you need to cover before an offer can be extended.
  5. Pre-close!  Our favorite part of the process that sets the stage for onboarding.  This is an opportunity to have a quick call with your final candidate, ask any further questions you may have and allow them to do the same.  Next, let them know you are interested in moving toward an offer and outline the basics of what that may look like, repeating any pre-hire requirements and next steps. This gives the applicant an opportunity to express their interest or bring up any areas they may need to negotiate before moving forward. The pre-close conversation makes it easy to get required approvals needed to put a formal offer together. You likely know the candidate is ready to accept, so this quick conversation is a win/win for everyone.
  6. First Day Welcome.  From acceptance of an offer to the employees first day is just as important in continuing to communicate with your new hire, finalize the background check, confirm start date, and makes sure your onboarding process is ready for their first day! Don’t leave your new hire in the dark during this time, communicate with them to confirm first day specifics including where and what time to report, I9 documents requirements, team information etc.

This hiring process has been proven to improve your quality of hire,  overall candidate experience, and reduce your costs and time to hire.

It’s time for your company to leverage this resource and begin recruiting effectively. You need to hire, we can help!

Schedule a free discovery call for a free hiring process review

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“I have a dream…”

Monday, January 21, 2019 we celebrate MLK Day.  Every year, I think about what this day means, to some it’s just a day off school.  Others may work for an organization that includes MLK as a company paid holiday.  To me, it’s so much more than a national holiday, it’s a day that I try to reflect upon as it is the root of my core beliefs and what led me to my field of human resources.

We know that Martin Luther King Jr. led the nonviolent civil rights movement and made dramatic improvements possible during his life.  However this legacy he left has impacted us in ways you may not realize, he has forever left a legacy that goes far beyond his life and assassination 50 years ago.

As the president of the Southern Christian Leadership Conference, his initiatives helped form the civil rights movement. He led massive nonviolent protests in the ’60s throughout the South into DC & Chicago. These protests brought light to discriminatory hiring practices; segregated public places, restrooms and public housing; as well as denial of voting rights and so many more inequalities.

If you haven’t recently listened to the “I have a Dream” address that King delivered back in 1963 at the great march in Washington for jobs and freedom, now is a great time, given all our country is going through, the divisions among us and the inequalities still happening today.

I for one am always moved when I listen to his words, his urging to make good on our promise of democracy is certainly something to behold. I listen every year and without fail, I get choked up, my favorite line is always:

“I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.  I have a dream today.”

King’s influence on civil rights did not end with his death. His legacy has been the enactment of numerous statutes prohibiting discrimination in the workplace, the issuance of Supreme Court decisions furthering the civil rights cause and the advancement of all people.

From SHRM, I found the following timeline which is significant as employer look at the progression of civil rights, and the reach far beyond what Mr. King may have envisioned back in 1957.  This timeline outlines some of the notable milestones for workplaces around the country in the long, ongoing struggle for equal rights.

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As I think about this day and spend it with my family, and think about the divisions in our country and government, I’m going to think about these words and the strong current of hope for our future, I hope you do the same:

“I say to you today, my friends, so even though we face the difficulties of today and tomorrow, I still have a dream.  It is a dream deeply rooted in the American dream.”

and of course, we all know that:

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Hire Ventures does Payroll #withGusto

Is it time to consider switching payroll providers?

Hire Ventures and Gusto have partnered together to simplify your small business payroll needs with big-time features! Gusto makes payroll so easy, you’ll wonder why you didn’t switch sooner! The set-up is a snap and it integrates seamlessly with all of the most popular accounting software programs.

What is Gusto?

Gusto – an all-in-one platform for payroll, benefits, & compliance.

noun – great enjoyment, energy, and enthusiasm

Ex. Hire Ventures does HR and Recruiting #withGusto

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Payroll Made Easy.

End-of-year is fast approaching, and it’s the perfect time to change payroll providers! There’s no shortage of options out there, but for a small business, we recommend checking out our partner provider: Gusto.

And with Gusto handling year-end filings and W-2s for free, you ’ll save money since many other providers charge for these extras.

We recommend starting the new year #withGusto!

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Start off the new tax year with an easier payroll provider.

Gusto is offering free implementation services to ALL Hire Ventures referrals.  Check it out and if you have any questions we can help you through, let us know!  And, if you are ready to get started, sign up here.

Ghosting and the Candidate Experience

Halloween has come and gone and leading up the big event, I’ve seen so many emails, articles and blogs referencing “ghosting”.  Most of them are work-related ghosting references about applicants or new hires “ghosting” a company.

I find that more often, it’s the company or recruiter that “ghosts” candidates.

In this incredibly tight job market, one that we are working so hard to source and identify quality candidates, the candidate experience is super important.  This applies to all candidates, even those that are unqualified or not the perfect fit for your position.

The candidate experience does matter and you should care.  Here are the top reasons why this is important.

  1. Todays “not the right fit” candidate could be tomorrows “perfect fit” candidate.  Giving them a great experience regardless of if you hire them now is key.  Don’t leave them hanging or wondering when they’ll hear back after that phone or in-person interview.  Cut them loose, that “rejected” candidate may very well know someone who would be perfect for your role, or become a potential customer, client or partner.
  2. Having a good recruiting and hiring experience can often grant you forgiveness if other HR processes are not perfectly executed.  A difficult onboarding for a new hire, not having the right access or equipment ready on their first day, or perhaps an issue with the first paycheck can set the tone for the entire employee relationship.  But, if coming in the door they feel great about the way they’ve been treated in the hiring process, it’s easier for them to look past those bumps in the road early on.  Important because once you hire them, you want to keep them!

It’s not hard to do this if you have the right system and processes in place.  The key is not only having a system in place but having it set up correctly, to make it easy for your team to communicate with candidates throughout the process.  Even small companies can have a robust applicant tracking system, for less than the cost of a job posting (check out our favorite system JazzHR).  An ATS that is set up correctly can do so much to ensure a good candidate experience, including hiring stages and easy to use email templates that can be personalized, emails that can be automated and even scheduled in advance (Batch recruiting made easy).

If you haven’t considered your candidate experience in some time, or perhaps ever, do it now!  This is the tightest job market our country has seen in over 30 years.  Investing in a good candidate experience is a win/win for all.

With so much of life,

it’s the small things that make a difference.

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If you need help defining and setting up your recruiting and hiring process, let me know!

The Perfect Pairing: Crafting a Resume

Job description + your resume = the perfect match!

For part two of this blog series, let’s talk about a resume in relation to dating. Now you might ask yourself,

“How in the world is the job hunt related to dating?”

Well, in part one of this series, we explained how a relationship is connected to the job hunt, by creating a resume, getting social on LinkedIn, and standing out in the crowd. For this blog post, it’s all about resumes.

The perfect pairing of pizza and beer…

pizza and beer

When applying for a job, many people just believe that one standard resume works for every job that you apply for. When going out to dinner, would you always order the same drink with whatever it is your ordered for a meal? How does that champagne sound with a pizza? Terrible! For a pizza, the best pairing might include the perfect soft drink or something like an IPA is the right compliment drink. The same applies for every job category (be in marketing, sales or HR). When applying to these different job categories, it is best to craft your resume around the specific job duties. Because no one wants pizza and champagne, right?

Crafting the Perfect Resume…

this is a nightmare

From the employer side, every company and hiring manager is different in their resume preferences.  Some may prefer a cover letter to be considered for a position. Some companies might want certifications and references provided right up front, others may not. Either way, follow the instructions provided on the job posting and follow my top three tips for crafting the best resume:

1. “Speling Mistakkes arethe Worstt”: The #1 thing that bugs me to no end are misspelled words on any type of important document. Before submitting any resume to a potential employer, please do us, recruiters, a favor: PROOFREAD. we can almost guarantee that if a hiring manager sees multiple mistakes on your resume, your application will be put in the “no” pile. Before sending in something that could land you a dream job, read over it again and spell check.

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2. Make it professional: For many job descriptions, a skill requirement is often communication skills, including written communication. If your resume is written as if you were writing a text to a friend, most employers won’t take you seriously. Spend a little extra time making sure that your resume is clear, concise, and on a higher reading level.
3. Certifications and special skills: Just like you would list your degrees, any type of certification listed on a resume is a plus as long as its relevant.  If you take the time to earn a certificate, be proud and include it! Also, if you have any type of special skills, put them down!! Something like that could potentially help you stand out among the other applicants.

Those are the top 3 tips when creating the perfect resume to ensure you find the perfect pairing. While these tips may vary depending on the career choice, these little nuggets of advice can help anyone in receiving an interview. So, here’s the real question…

How will you make it easy for the hiring manager to select you to move forward?

be nice

 

Preparing for Election Day 11.6.18

Election Day 2018 is fast approaching and with everything going on in our political landscape, it will be a record turnout at the polls.  This could have an impact on your business so it’s a good idea to review your time off to vote policies now to minimize disruption on November 6th.

As an employer, you not only have an obligation to ensure your employees can take time off to vote but it may also be mandated by state law. While there is no federal law that outlines time off to vote, over half of the states in the US have laws that do.

State laws vary from state to state, some even outline the amount of notice an employee must provide to request time off to vote, others may even require advance postings of their policy to employees.

While some states have no time-off requirements, Georgia law requires that employees are granted time off to vote, if they cannot vote during non-working hours.  Georgia employers must provide two hours of leave to vote in “any municipal, county, state, or federal political party primary or election for which such employee is qualified and registered to vote.”  Employees in Georgia must provide reasonable notice to their employers and to be eligible they must not otherwise have two hours outside of work to attend the polls and vote.

I’ve typically seen Georgia employers have a simple, yet clear policy allowing time off to vote, up to two hours, if employees cannot get to the polls during non-working time.  This time off request may be submitted and approved however you would normally process time off requests but shouldn’t be deducted from PTO or other time off policy balances.

Click here if you would like to receive a free Time Off to Vote policy that you can copy and paste into your employee handbook.  Keep in mind this is a Georgia specific policy so be sure to check your state law and edit as needed.  If you are unsure of your state-specific law, I’m happy to help clarify that for you or you can check with your employment attorney.

Lastly, don’t forget to communicate this to your employees, encourage and support them to get out there and vote!

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