Assuming the responsibility of hiring a new person is exciting, rewarding, and slightly terrifying, all at the same time. In the current job market, there is so much more to do than study a resume and conduct an interview. Unstructured interviews are seemingly disappearing and being taken over by more standard practices that will give further insight to how an individual will actually perform on the job, and rightfully so. It is no secret that you want to like the person you’ll be working with, but asking questions about what a candidate likes to do in their spare time, or where they enjoy vacationing, isn’t doing your organization any favors.
This is an interesting group, ages 37 to 50. They are our smallest group by population and are known as the Latch Key Generation, and the Forgotten Generation. This was the first generation who are our first gamers. They saw music move from radio to TV, so you could see your bands that you’re listening to on TV. When MTV came out it was a lot of rock n roll bands, and now you’ll see it has transitioned largely since then. This group is known as the Latch Key generation because they saw more divorces than any generation before that time. These kids would go home and have no parents waiting for them. They would find the rock that had the special key and let themselves in and have themselves fix their own snacks, get their homework done, watch some TV (perhaps the Brady Bunch or Partridge Family or Gilligan's Island) and then do some chores without having a parent in the house until 5 or 6 o’clock. Setting that kind of history really had an influence on who they are today. About half of this group have post-secondary education and has learned to be very independent and self-reliant because of having those experiences growing up.
What I want to talk about today is really what is going on with these generations. Some of you may have heard the term “the generation gap” and where that started from. It actually originated in the 1960s. This was the absolute decade of revolutionary change. We saw Western world attitudes change on war, sex, religion and civil rights. The societal upheaval of the 1960s was truly ignited fueled almost exclusively by the young in that time. Even myself, growing up I did hear things like “don’t trust anybody over 30” and this was really the model of the hippie counterculture. So you really started to see some serious ideological rifts between the baby-boomer kids and the oppression era parents that coined the term “generation gap.”
By now you have probably heard a lot about going paperless. If your company has already gone paperless, then great! If not, now is the time. There are many benefits of going paperless. Not only does it saves time, money, and the environment, but it also improves security and it makes processing payroll a lot easier. Payroll and Human Resources are industries that use a lot of paper, they are also industries that need to keep their data secure at all time, which is why we at Dominion, try our best to be paperless. Here are some benefits of going paperless:
In terms of developing a good hiring process, we’ve talked about this a little bit already, but building the consensus once you’ve determined that you need to hire for a position. Next, you will want to evaluate the search process; do you want an internal team that can handle the search or do you need to go external? Be prepared to fully articulate the position and your company’s vision, challenges, and opportunities. One thing we are huge on during the interview process is transparency. I think sometimes there is a misconception that companies need to sell their position to the candidate, but in our view, talking candidly about the challenges the company has faced is going to make for a better hire. The candidate who takes on the position will find out about those challenges anyway, so why not talk about those during the interview process so they can be prepared to tackle them once they start.
Thursday night (February 9th), Dominion will be releasing some additional enhancements to the Benefits Administration feature. These enhancements focus on the ability to add voluntary short and long-term disability plans to enrollments. A large part of this enhancement focuses on obtaining annual salary/wage information to use in the calculations for these plans as well as to use in voluntary life plan elections. Enhanced features are explained below.
We want to cover what we’re seeing here in Michigan from a trends and challenges standpoint. I’m sure if we have participants attending from other parts of the Midwest we have similar challenges with our Manufacturing base here. Governor Rick Synder has talked a lot about the gap between what companies need and what our system is producing. We’ve heard one speaker recently refer to the new currency in today’s economy as talent. What we’re seeing in many of our clients is their growth is being constrained by people, and also not having the right people in the right seats.
Have you ever had a job where it seemed like every day was a bad day? That caring about your work was a waste of energy and you were simply exhausted all the time. Perhaps you felt like the majority of your day was spent on doing tasks that you either found exceedingly dull or overwhelming and that you never got praise or appreciation for your work. If this sounds like something you’ve experienced before, or perhaps are experiencing currently, you know what it’s like to burn out at work. A survey conducted by Morar Consulting in November of 2016 stated that 95% of HR leaders connect burnout to low retention rates.
Adding a new team member is much more than just filling an open position. Aside from the training and onboarding that comes with a new hire, you also need to report their employment to the designated state agency for which you reside. Failure to do so is a direct violation of The New Hire Reporting Program which was mandated by the Personal Responsibility and Work Opportunity Reconciliation Act of 1996. New hire reporting information can be used for a number of different reasons, the most common being the collection of child support, reveal fraud in unemployment compensation, workers’ compensation and welfare programs.
We have added the ability to select Indiana and Ohio as a State W-4 selection. For both of these options to be enabled, you will need to reach out to us so our Tax Filing team can set it up for you. Once the setup is done, you will see the appropriate state selection.