Way too often the interview process is looked at as a way for the candidate to impress their prospective new employer, with no regard to how the employer should also be in ‘wooing’ mode. If you’re in the traditional mindset that an interview is structured so the candidate can win over the employer, you may need to rethink your motives here. What employers are failing to realize is the interview process is best compared to your dating experience. Think of it this way, during the first date you can get a pretty good idea of how well the two of you will mesh. You learn more about your date, their interests, hobbies, family, and values, and of course, they learn the same from you.
No matter how perfect you think your retention strategy is, the truth is your employees will leave your company at one point or another, and there is nothing you can do about it. When an employee turns in their resignation letter, an exit interview should follow in the near future. Exit interviews are conducted when employees are departing a company, usually right before their last day.
If you’re reading this, you’ve probably come to realize that your business could stand to become a little more diverse. Perhaps you’ve become aware of the many benefits that come along with having a diverse company, or else maybe you simply looked around one day and noticed there aren’t a whole lot of minorities in your office. Either way, there’s no denying the importance of having a multitude of races, ethnicities, and backgrounds within a company.
First things first, compliance is everything in the back office. Whether you’re running the payroll, tracking employee hours, calculating who is eligible for ACA, or what have you, the key to success is making sure all your ducks are in a row. Issues with compliance can lead to hefty fines and working backward to correct what has been wronged. All-in-all, it should be avoided at all costs and with the help of a few tools, it can be for the most part. Even the most seasoned HR and payroll professionals can find themselves with a penalty due to error.
The hiring process is just that, a process that we follow in order to find the right candidate to meet the needs of our organization. Sometimes this process, along with many others, fall so much into our ‘routine’ that we forget to challenge them. Why do we have three in-person interviews before putting an offer out to a candidate? Is the test we administer really necessary, or will we hire regardless of the results? Just because the path has been paved for you does not mean you should follow it. In fact, I challenge you to question your hiring process and use those around you to improve upon it.
Benefit packages will be a new approach available to address which plans an employee is eligible for. Benefit packages can be set up within the software, and then plans can be assigned to one or more benefit packages. Once a benefits package is set up and plans are assigned to the package, employees can then be assigned to the benefits package. An employee will be considered eligible for a plan if the plan is assigned to the employee’s designated benefit package, or if the employee is marked as individually eligible for the plan.
It’s easy, as the years go by, to forget that nervous, excited, somewhat anxious feeling almost everyone has when they get a new job. When you stay in one place too long, you forget what it’s like to walk into the great unknown that is a first day on the job. That’s why it’s important to consider the perspective of your new hires when refining your hiring process. At the ripe age of 25, I have had a total of 10 different jobs, mostly two or even three at a time. This means I’ve gone through the arduous task of filling out new hire paperwork 10 times over the last decade. While the terminology within these documents has become familiar and I’ve learned how many dependants to claim, that hasn’t made it particularly enjoyable. However, by following these 4 steps we can evaluate our experiences as new hires in order to get a good insight into how we can ease this transition and make for a smoother onboarding process.
Last week I wrote a piece on the difference between an independent contractor and an employee, which you can read here. However, what happens if you thought you had an independent contractor, but after a bit of research you come to find that the worker is an employee. Unfortunately, the IRS has become more strict on this issue in recent years after they discovered billions of dollars were being lost due to misclassification of workers. Not only are there IRS implications, you will also find yourself penalized by the Social Security Administration, and your state government.