With the newest product update for our onboarding software, you’ll find some much-anticipated improvements. The most noteworthy of these is the ability to delete an onboarding employee. This is useful if you have an employee who never showed up to orientation or decided to go with another job. For whatever reason, if they have started, but not yet completed, the Onboarding process, you will be able to delete the employee record and all the Onboarding records.
If you own a business or manage your company’s HR department, then you are familiar with the hiring process. Once you post a job, you start getting a lot of applications and resumes. So how do you keep track of them? An applicant tracking system (ATS) is a software that allows you to electronically handle and organize all your recruitment needs. An applicant tracking system is similar to a CRM software, except that it is specifically designed for recruitment purposes. It allows an organization to collect and store candidate and job related data, as well as monitor the process the candidates go through in the hiring process. Basically, it is a way to streamline an organization's hiring process and help them review applications more quickly. So how do you find an ATS that is perfect for you? This is very important, but can be tricky. We will take it step by step.
It is a known fact that company culture is very important to keep employees happy. It is also a known fact that every company has a culture, just like every person has a personality. Nowadays, when people are searching for jobs, they no longer just focus on salary and benefits; they also consider the company’s culture. After all, the workplace is where adults spend most of their time, outside of their own home
We’ve made updates to our Onboarding software. You will now have the ability to add documents, videos and website links to the self-onboarding process. This means that when an employee is registering, they will be able to sign off on employee handbooks, training videos, company policies, or any other pre-employment material you would like them to view.
Let’s face it, there isn’t a single payroll solution that works for every company across the board. There are many factors that go into making the best decision, ranging from company size to industry. In fact, even once you’ve narrowed it down to a single method of processing payroll there are still dozens of businesses and resources to choose from, so it isn’t difficult to find yourself using a means of processing payroll that is not the most efficient for your business. However, it’s important to consider all options to make sure you’re using the best method for your company. Here is a list of factors you should consider when narrowing down your payroll method, followed by a quiz you can take that’ll help you make that decision.
Always make sure to do integrity checks such as background checks, references, education, etc. If drug testing is important to the position, we want to make sure that happens. We also always do work references and it is always a red flag if someone cannot produce good work references. Once we have all of our ducks in a row we can make an offer. This offer can be contingent on final clearance of all the integrity checks we just mentioned.
We here at HRM are completely passionate about people, and boy, getting this right is so important. When you’re selecting talent it doesn’t start with the job posting and end when the candidate signs their offer letter. Really, successfully choosing talent should be a structured process that begins with a clear, well-defined and justified definition of what the appropriate knowledge, skills, and abilities are as well as attitudes and just having a good fit culturally. We all have a big role in that, so it doesn’t matter if we are an HR professional, a hiring manager, or anyone involved in the hiring process, it is an awesome responsibility to pick talent. We’ve probably all had many successes and failures along our careers in doing so.
Hiring contract staff also allows your team to respond more quickly to changes in the marketplace. If all of a sudden a new server comes out or a new version of Windows, whatever the case may be, it allows your team to respond more quickly because you can bring someone in right away to get that taken care of. Of course this is nice because there is no long term fixed costs to employing a person permanently. You also reduce the risk for worker’s comp, unemployment, etc. Because they are employed by the contract staffing company, that risk is on their shoulders, and not on the client themselves.
I have been in the industry for just over 18 years, focusing mostly on IT placement. I would say 70% of that would be from a contract standpoint and 30% from a direct hire standpoint, depending on how the economy was flowing. Our goal today is to go over the types of placement within the industry, as well as an overview of the contract industry - why hire contractors, the benefits of hiring contractors, contractor expectations, and, briefly, co-employment.
If you work for a small business, you’re probably familiar with the term “doing more with less.” However, that term should not be synonymous with “going without”. While I completely recognize that small businesses tend to have smaller budget and have to operate on a more frugal and agile structure, this doesn’t mean you should limit the potential for processes to be automated. More and more I am seeing small businesses jump onto the software bandwagon, no matter the department. Whether you’re in Marketing and looking at a software to automate your emails or you’re in HR and looking for a software to host and track all your applicants, we’re seeing that software is an investment all business should look into.