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  • Workplace injuries can have a significant impact on employees and businesses, leading to lost workdays, reduced productivity, and soaring medical expenses. As a business owner, it’s crucial to recognize and address the unique challenges different age groups face in the workplace. Recent data highlights a concerning trend – older and newer/less experienced workers have higher injury rates.

    Research from Travelers insurance company sheds light on the need for heightened attention toward new and older workers regarding workplace injuries. Continue reading to explore strategies to reduce accidents and foster a safer working environment for all employees.

    The First-Year On The Job Challenge

    According to Travelers’ review of over 1.2 million workers’ compensation claims, 34% of workplace injuries occur during an employee’s first year on the job. These injuries result in nearly 7 million missed workdays, highlighting the need for a strong focus on safety training and awareness for new workers. The primary reason behind this trend is that fresh recruits often lack the same level of experience and familiarity with workplace hazards as their more seasoned colleagues.

    To combat this issue, business owners must prioritize comprehensive onboarding and training programs for new employees. Investing in well-structured orientation sessions and safety protocols can equip new workers with the knowledge and skills they need to navigate potential hazards safely. In addition, mentoring programs that pair new hires with experienced colleagues can provide an invaluable resource for addressing questions and concerns as they arise.

    The Aging Workforce Challenge

    While new workers require special attention, the study also revealed that the most expensive workers’ compensation claims come from employees aged 60 and older. These claims were about 140% more costly than those from workers aged 18 to 24. Although older workers may experience fewer injuries overall, the impact of their injuries is significantly higher due to longer recovery times and higher medical expenses.

    As the workforce becomes increasingly multi-generational, business owners need to implement strategies that cater to the unique needs of older employees. Proactive measures such as workplace ergonomics assessments, age-sensitive training programs, and flexible work arrangements can help mitigate the risk of injuries for older workers. Promoting a culture of open communication encourages employees of all ages to report potential hazards and seek necessary support, fostering a safer work environment for everyone.

    Embracing A Comprehensive Safety Culture

    To effectively address the challenges posed by workplace injuries, business owners must work hand in hand with management and employees to cultivate a comprehensive safety culture. The following are essential steps to consider:

    • Training and education: Provide ongoing safety training tailored to the diverse needs of different age groups. Engaging workshops, informative materials, and online resources can reinforce safety practices and keep employees informed about potential risks.
    • Hazard identification and mitigation: Regularly assess the workplace for potential hazards and take prompt action to address them. Encourage employees to participate in safety inspections and hazard reporting, empowering them to take ownership of their workplace safety.
    • Mentoring and knowledge sharing: Implement mentorship programs that connect experienced employees with newer ones. Encourage knowledge sharing and create a supportive environment where questions and concerns are welcomed and addressed promptly.
    • Health and wellness initiatives: Support employee well-being by offering health and wellness programs that promote physical and mental well-being. A healthy workforce is more likely to be alert, focused, and able to prevent accidents.
    • Emphasize safety leadership: Effective safety initiatives begin with strong leadership. Encourage supervisors and managers to lead by example and prioritize safety in decision-making.

    Empowering Safety And Compliance: Unleashing The PEO Advantage

    In the quest for a secure and compliant work environment that benefits all workers, small business owners have a powerful ally in professional employer organizations (PEOs). If you’re unfamiliar with what a PEO is, here’s a quick rundown.

    A PEO is a strategic partner that collaborates with small businesses to manage critical HR functions, allowing entrepreneurs to focus on their core competencies and growth. Through a co-employment arrangement, the PEO takes on responsibilities such as:

    • Payroll processing
    • Benefits administration 
    • Tax filings
    • Workers’ compensation

    As the business owner, you retain control over the day-to-day operations and decision-making. When you team up with a PEO like GMS, you gain access to comprehensive HR solutions, expert guidance, and invaluable resources, all tailored to promote workplace safety and regulatory adherence. We bring our expertise in developing personalized training programs, conducting meticulous risk assessments, and navigating the intricate maze of employment regulations. Embracing a partnership with a PEO empowers small businesses to effectively address the unique challenges posed by new and older workers, nurturing a multi-generational workforce that thrives in a secure and vibrant workplace.

    Let’s foster an environment where employees can flourish, unburdened by unnecessary risks, and assured of their well-being at the core of the organization’s prosperity. Get a quote from us today!

  • Breaking news from the U.S. Occupational Safety and Health Administration (OSHA) is set to transform the construction industry’s safety landscape! In an unprecedented move, OSHA has unveiled its visionary plan for nationwide standards on personal protective equipment (PPE) in construction. Let’s explore the groundbreaking proposal that could potentially save countless lives while revolutionizing workplace safety.

    OSHA’s current standard on PPE has served as a solid foundation for safeguarding workers in various industries. However, it falls short regarding one crucial aspect – ensuring that PPE fits each construction worker properly. Unlike the administration’s prevailing standards for general industry and maritime sectors, the current rules do not explicitly mandate a perfect fit for construction workers. The critical oversight has raised serious concerns about the well-being of smaller workers and women, who may find themselves at greater risk due to ill-fitting gear.

    The consequences of this safety gap are deeply troubling, with potential health and safety hazards looming large. Fortunately, OSHA’s proposed rule is here to bridge the gap and eliminate any doubts about the efficacy of PPE for every worker on-site. The good news is that this initiative won’t burden employers with additional costs or compliance complexities. It’s a win-win for both workers and businesses alike!

    What This Means

    Imagine a world where construction workers are equipped with top-tier safety gear and feel comfortable and confident while wearing it. Ill-fitting PPE has been shown to create discomfort and distractions for employees, leading to decreased usage and increased vulnerability to workplace accidents. But with the proposed rule, the industry can look forward to a paradigm shift, motivating workers to embrace their safety equipment entirely.

    In addition, by addressing the issue of ill-fitting PPE head-on, OSHA is making a powerful statement about inclusivity and equality in the workplace. The construction industry has long been male-dominated, and this revolutionary proposal takes a bold step toward safeguarding the health and safety of all workers, regardless of gender or status.

    What Now? 

    As we anticipate the final implementation of this visionary plan, it becomes imperative for industry leaders, workers, and safety advocates to rally together in unwavering support of OSHA’s groundbreaking initiative. However, the true key to unlocking the full potential of these proposed PPE standards lies in small business owners embracing the partnership of a professional employer organization (PEO). With the expertise and resources that a PEO brings to the table, every worker can receive PPE that is not just a generic fit but tailor-made for their specific needs. Rest assured that your employee’s safety and well-being will be in capable hands with a PEO like GMS by your side.

    As the construction industry embarks on a momentous journey towards a safer and more inclusive future, a PEO empowers you to focus on what you do best – growing your business – while providing your workforce with the highest level of protection. Through our partnership, we can construct a thriving and secure workplace where every employee can flourish, knowing that their safety is prioritized and their business is supported by the commitment of GMS. Contact us today to learn more.

  • In a groundbreaking move aimed at advancing workers’ rights and improving working conditions, California has re-established the Industrial Welfare Commission (IWC). This long-awaited decision, part of the 2023 budget bill signed by Governor Gavin Newsom on July 10th, 2023, brings renewed hope for employees across various industries, especially for those in the fast-food sector and gig workers. As the IWC prepares to reconvene by January 2024, employers must grasp the significance of this development and how it may impact their operations.

    A Historic Return With A Clear Mission

    Founded in 1913, the IWC was initially created to protect and enhance the well-being of workers. Despite closing in 2004 due to funding issues, the commission’s wage orders have remained in effect, encompassing 17 different industries and occupations. Now, with a dedicated budget of $3 million, the IWC will reconvene and adopt final recommendations by October 2024.

    Empowering Workers And Raising Industry Standards

    The IWC’s revival signifies a potent tool for California’s Democratic-controlled Legislature to advance its pro-worker goals. By designating wage boards to recommend fair pay, appropriate working hours, and improved working conditions, the commission will actively support industries with a high concentration of low-income workers. In particular, the focus will be on sectors with over 10% of employees living at or below the federal poverty level.

    Addressing Key Industry Challenges 

    With the IWC’s return, lawmakers aim to tackle two pressing issues: 

    • Regulations in the fast-food industry
    • Classifications of gig workers

    The fast-food sector has resisted stricter regulations, including AB 257, a law designed to elevate the industry’s pay rates and working conditions. Business groups have opposed the law, leading to a ballot measure seeking its repeal. Similarly, the classification of gig workers has been a contentious topic, with AB 5 imposing stringent requirements on companies to classify workers as employees. Proposition 22, a 2020 ballot measure that allowed Uber, Lyft, and other platforms to classify their workers as independent contractors rather than employees, exempted certain companies from AB 5, but legal battles persist.

    IWC’s Implications For Employers And Industries

    Employers must acknowledge the magnitude of the IWC’s return. With its ability to influence California’s regulatory landscape, the agency will likely prioritize industries regulated by Wage Order 5, such as restaurants and hotels. Under the current provisions of Wage Order 5, if an employee works a 50-hour workweek of two 20-hour shifts and one 10-hour shift, the employer will pay daily overtime workweek because the employee’s workweek schedule is more than 40 hours.

    However, as the commission potentially gains more funding in subsequent years, its impact may extend to a broader array of sectors. This development may also pave the way for other states to establish their own IWCs, further reshaping workers’ rights nationally.

    Collaboration And Concerns

    While labor groups such as the Service Employees International Union (SEIU) applaud the IWC’s revival for its potential to combat poverty and inequality, employment lawyers harbor concerns about the scope of its power. The agency follows a unique rulemaking process not subject to the Administrative Procedure Act, which raises questions about transparency and accountability. Employers are advised to stay vigilant, as a small group of appointed members may hold significant sway over industry regulations.

    The Assistance Of A PEO

    In the face of California’s re-established Industrial Welfare Commission (IWC) and the potential changes it may bring to industry regulations, employers may find navigating the evolving landscape challenging. A professional employer organization (PEO) might be the solution you need. When you partner with a PEO like GMS, businesses can offload complex HR tasks, compliance management, and payroll processing, allowing them to focus on their core competencies. GMS acts as a co-employer, sharing employer responsibilities, which means we help employers adapt seamlessly to any industry-specific rules and regulations set forth by the IWC. Our expertise in HR compliance and industry best practices allows us to help employers remain compliant with evolving laws and can offer competitive employee benefits. Embracing the support of GMS during this transformative period ensures business continuity and empowers employers to prioritize their workforce’s well-being, ultimately leading to a more prosperous and harmonious working relationship for all. Contact us today to learn more!

  • In a world rapidly shaped by technological advancements, the emergence of artificial intelligence (AI) has revolutionized various industries, including human resources (HR) and employment. Recognizing the immense potential of AI in streamlining hiring processes, New York City took a groundbreaking step by introducing a unique law that regulates employers’ use of Automated Employment Decision Tools (AEDTs). After months of anticipation and rule changes, the law officially entered its enforcement phase on July 5th, 2023, ushering in a new era of transparency, fairness, and accountability in hiring and promotions. Continue reading to explore the significance of this groundbreaking regulation and how it sets a powerful precedent for the future of AI in the workplace.

    The Evolution Of New York City’s AI Bias Regulation

    The journey towards New York City’s AI bias regulation began on January 1st, 2023 when the first-of-its-kind law took effect. However, enforcement was temporarily delayed, accommodating essential clarifications and revisions in the regulations. Each rulemaking stage brought about material changes, leaving employers and stakeholders anticipating the final outcome. The release of frequently asked questions (FAQs) by the New York City Department of Consumer and Worker Protection alongside the enforcement date aimed to provide much-needed clarity on the law’s provisions.

    Addressing AI Bias: A Step Toward Equality And Fairness

    With AI taking on a more prominent role in hiring and promotion decisions, concerns about bias and discrimination have become more prevalent. The New York City law compels employers to conduct bias audits of their HR technology systems to identify and fix any potential bias. These audits, conducted by impartial third parties, are instrumental in holding employers accountable for the fairness and impartiality of their AI-driven employment processes. While AI has undeniably streamlined hiring processes, there’s also a potential for unintended biases to perpetuate if left unchecked. New York City’s regulation is a crucial safeguard to ensure that AI enhances the hiring process without compromising equality.

    Coverage And Compliance: Who And What Is Included

    The FAQs accompanying the law provide clarity on its scope and application. Employers and employment agencies fall under the regulation if the job is located in New York City. The employer’s location is not the determining factor; rather, the job’s physical location decides applicability.

    As for automated tools covered by the law, AEDTs encompass computational processes derived from machine learning, statistical modeling, data analytics, or AI that issue simplified outputs. These outputs may include scores, classifications, or recommendations used to assist or replace discretionary decision-making in employment decisions. If an AEDT is used at any stage of hiring or promotion to assess candidates, the employers and agencies must comply with the law’s requirements. Notably, the regulation only applies to AEDTs directed towards actual job seekers or employees, not those used for sourcing candidates or conducting outreach.

    Transparency And Bias Audits

    Transparency is a cornerstone of the law, and employers must publish a summary of the results of their most recent bias audit. The audit’s purpose is to evaluate AI tools’ potential disparate impact on sex, race, and ethnicity. To maintain impartiality, the audit must be conducted by third-party entities with no vested financial interests in the employer. The results of the bias audit must include relevant data, demographic information, and selection or scoring rates, all with a focus on upholding non-discriminatory practices.

    Collaboration And Compliance

    As businesses adapt to this regulation, they can expect the New York City Department of Consumer and Worker Protection to work alongside them in a spirit of collaboration rather than punitive action. This approach acknowledges that regulating AI-driven employment activities requires a nuanced understanding and is best achieved through collaboration between stakeholders.

    What Employers Should Know

    New York City’s law regulating employers’ use of AEDTs in hiring and promotions marks a momentous milestone in the journey towards fair and bias-free AI integration in the workplace. Amidst the complexities of New York City’s groundbreaking AI bias regulation, businesses should be aware of the support and expertise of a professional employer organization (PEO). PEOs like GMS offer comprehensive HR solutions, including AI compliance services, that ensure seamless integration of automated employment decision tools while adhering to the law’s requirements. By partnering with GMS, businesses can access the latest auditing practices, unbiased third-party assessments, and tailored guidance to ensure transparency and fairness in their hiring and promotion processes.

    As businesses face the challenges of this ever-evolving landscape, GMS serves as a trusted partner, helping them harness the full potential of AI while protecting against bias, discrimination, and compliance issues. With GMS by your side, businesses can confidently embrace the future of AI in New York City while prioritizing diversity, equity, and a thriving workforce. Contact us today to learn more.

  • Your people are your most valuable assets – without them, your business wouldn’t function. However, in today’s dynamic business landscape, many organizations face challenges regarding human resource planning (HRP). In fact, nearly 75% of companies struggle with recruiting and hiring qualified individuals. A proactive approach to evaluating your future talent needs is essential to keep your business running smoothly.

    By anticipating both internal and external factors that might affect your business, such as business growth, shifts in the economy, or job marketing, you can proactively address staffing challenges and provide a seamless transition during periods of change. HRP ensures you have the right people in the right positions at the right time.

    Although, with so much on your plate already, HRP can weigh you down. We recognize the importance of accurate forecasting, so we’ve gathered a few strategies to assist you in effectively predicting your organization’s talent needs. By implementing these techniques, you can streamline your HRP process and ensure that you have the right people in place when you need them most.

    What Is Human Resource Planning (HRP)? 

    HRP is the process of optimizing your workforce to navigate staff shortages, surpluses, and market changes effectively. There are four key components of HRP for effective workforce management.

    1. To start, your strategy should align with your strategic business goals. By clearly defining your business objectives, you can ensure your workforce planning efforts directly support and contribute to the success of your organization.
    2. The next step is to evaluate your existing workforce thoroughly. Take the time to analyze your employees’ skills, competencies, and demographics. This assessment will help you identify areas of strength within your staff and potential gaps that need addressing. It provides valuable insights into your current workforce’s capabilities and areas where you may need to dig a little deeper.
    3. Next, anticipate your future talent needs based on your business goals. By forecasting the types of skills, expertise, and roles required to achieve your objectives, you can proactively plan for recruitment, training, and succession planning. This guarantees a pipeline of skilled individuals ready to meet future demands.
    4. Finally, identify any gaps that exist between your current workforce and your future talent needs. This analysis will help you understand where additional efforts are required and help you develop and implement an action plan.

    Considering these four components of HRP, you can strategically plan and manage your workforce, ensuring that you have the right people to drive your business forward.

    Hard Vs. Soft HRP 

    Hard HRP is a data-driven approach that uses a quantitative analysis to forecast and manage the workforce. It focuses on historical data, trends, and organizational goals to determine the optimal workforce size, skills required, and timing of hiring or downsizing. The emphasis is on efficiency, cost control, and aligning the workforce with organizational objectives.

    On the other hand, soft HRP takes a qualitative and people-oriented approach. It emphasizes understanding employees’ motivations and aspirations. Soft HRP considers factors such as employee engagement, morale, and organizational culture to guide decision-making. It aims to build a long-term, sustainable workforce through employee development and talent management.

    Both approaches are valuable in their respective ways, as they address different aspects of workforce management and contribute to the overall success of your organization. With an integrated method combining hard and soft HRP elements, you can achieve a balanced and comprehensive planning strategy that accounts for quantitative and qualitative considerations, resulting in a motivated workforce aligned with the organization’s goals and values.

    Why HRP Matters

    In the age of quiet quitting, national staffing shortages, the emergence of new technology, and younger generations entering the workforce, effective HRP plays a crucial role in the overall success of your business. With continuous foresight, you’ll stay in a position to keep your business running smoothly and meet the expectations of your workforce during an ever-evolving business landscape. Additionally, HRP is essential for:

    • Anticipating talent demand: HR forecasting helps you predict future talent demand based on business growth projections, industry trends, and evolving customer needs. By identifying the skills and competencies required to meet these demands, you can strategically plan recruitment, training, and development initiatives to ensure your business has the right talent at the right time.
    • Cost optimization: Accurate HR forecasting can help you optimize talent acquisition, onboarding, and training expenses. By aligning workforce needs with business objectives, you can avoid unnecessary hiring or downsizing, reduce recruitment costs, and streamline training and development efforts. This results in efficient resource allocation and improved financial performance for the organization.
    • Talent retention and engagement: HR forecasting plays a vital role in talent retention and engagement. You can design tailored career development plans and succession programs by identifying potential skill gaps or career progression opportunities within your business. A proactive approach demonstrates a commitment to your employee growth, increasing job satisfaction and reducing turnover rates.
    • Agility and adaptability: Whether it’s technological advancements, market disruptions, or shifts in customer preferences, you can proactively identify the skills and competencies needed to navigate these changes, ensuring the organization remains competitive and resilient.

    HR Forecasting Strategies

    While there are numerous strategies you can adopt to support your business, many organizations find that a combination of approaches yields the best results. Some strategies include:

    Data analysis

    Utilizing data-driven analytics to analyze historical and current workforce trends and patterns. This involves collecting and analyzing relevant HR data, such as employee turnover rates, performance metrics, succession planning data, and external labor market trends. By leveraging advanced analytics tools and techniques, you can identify patterns that will assist in forecasting future talent needs.

    Community focus

    Depending on the size of your team, you may not always be aware of the needs of your staff. Therefore, fostering positive collaboration and communication between you, your leadership team, and employees is vital to better align workforce planning with organizational objectives. Regularly engage with key stakeholders and department heads to understand their strategic goals, anticipated growth, and upcoming projects. You’ll gain valuable insights into department-specific talent needs by involving your staff in forecasting, ensuring accurate planning, and effective resource allocation.

    Talent pipelines

    Another potential internal strategy involves implementing talent pipeline development programs to cultivate a pool of potential candidates for critical organizational roles. The method involves of identifying high-potential employees and providing them with targeted development opportunities, mentoring, and coaching. By nurturing internal talent, you can reduce dependence on external hiring, enhance employee engagement, and ensure a seamless transition during leadership or specialized role changes.

    Market trends monitoring

    Although internal focus is crucial, it’s equally important to consider external factors. Monitor and analyze external labor market trends to identify talent availability, skills gaps, and emerging talent pools. This involves staying updated on industry-specific developments, market competition, and employment trends. By understanding the external market dynamics, HR can proactively respond to changes in the talent landscape, adapt recruitment strategies, and explore opportunities for strategic partnerships or talent acquisition.

    Scenario planning exercises

    Scenario planning exercises are another effective external strategy to anticipate and prepare for future scenarios that may impact the workforce. Identify key external factors, such as economic changes, industry disruptions, or technological advancements, and assess their potential impact on your talent needs. By developing multiple scenarios, you can create contingency plans and adapt your HRP strategies to ensure your business is ready to face various circumstances.

    To summarize: 

    • Utilize your business workforce data to predict future needs
    • Get your staff involved
    • Implement developmental programs
    • Keep an eye on the external labor market
    • Implement scenario planning exercises

    Develop A Plan

    It’s necessary to note that HRP is not a one-time endeavor and requires ongoing monitoring and adjustment in response to changes in your business or industry. After thoroughly working through these techniques, you’ll need to leverage the gathered information to shape your HR strategy. By incorporating the insights, including your predicted needs and contingency plans, you and your leadership team will be well-prepared to reach your business goals.

    Armed with a comprehensive understanding of your organization’s requirements and potential challenges, you can confidently chart a path forward and develop a strategic HR plan that aligns with your goals and addresses any potential obstacles.

    This proactive approach empowers your team to navigate the future with clarity and ensures that your HR initiatives support the overall success of your organization.

    Right People At The Right Time

    How much time do you spend writing a job ad or going through resumes? GMS makes small business recruiting faster and easier. We do all the legwork before an interview takes place, so you can focus on choosing from a pool of qualified candidates. Our partnerships with Indeed and LinkedIn save you time and money while attracting top candidates. Additionally, through partnering with GMS, you can track every part of the hiring process through our Applicant Tracking System.

    Employee training is a vital step in onboarding new employees and retention of your existing workforce. Our learning management system (LMS) is a web-based platform or software application to implement and monitor a learning process. An LMS promotes ongoing learning, establishes career trajectories, and improves employee engagement. As technology continues to evolve, employees and employers have had to learn new skills. Our Cornerstone LMS offers employees a scalable, personalized e-learning experience to help them stay engaged and develop professionally. If you need help managing your workforce, contact us today, and let us help you improve employee engagement!

  • In today’s fast-paced and competitive job market, finding and attracting top talent can feel like solving a complex puzzle. Simply posting job openings on LinkedIn or job boards isn’t enough. You need a comprehensive approach encompassing every aspect of recruitment – from building a positive employer brand to creating a robust talent pipeline and candidate experience.

    That’s where recruitment marketing comes in. Recruitment marketing is the key to unlocking your recruiting potential. It’s not just about filling specific job vacancies; it’s about attracting the best candidates to your organization as a whole. You can optimize your recruitment process and achieve long-term hiring success by strategically leveraging various channels such as social media, employee referrals, and data-driven insights.

    A professional employer organization (PEO) such as GMS can provide valuable support and expertise to enhance your recruitment efforts. But in the meantime, we’ve gathered a few key recruitment marketing tactics to get you started.

    The Difference Between Recruiting And Recruitment Marketing

    Recruiting refers to the process of actively seeking, evaluating, and selecting candidates for a specific job position within your organization. It involves sourcing candidates, reviewing resumes, conducting interviews, and making hiring decisions. While recruiting concentrates on attracting talent to a specific job, recruitment marketing takes a broader approach by aiming to attract talent to your business.

    Recruitment marketing involves strategic marketing techniques to engage and attract top talent, such as branding, job advertisements, social media campaigns, and content creation. It aims to build a positive perception of your business and generate interest and excitement among potential candidates.

    Recruitment Marketing Strategies

    In today’s competitive job market, attracting top talent requires a well-rounded and strategic approach. To ensure you find the most qualified candidates and establish a strong brand, consider implementing these recruitment marketing tactics:

    • Optimize your website so users can easily find your careers page. Ensure straightforward navigation with a prominent “Careers” or “Jobs” link with consistent placement throughout your website. Additionally, implement SEO strategies to enhance your visibility. By optimizing your website, you can effectively direct interested individuals to your careers page, increasing the number of qualified candidates who apply to your open positions.
    • Maintain an active presence on social media platforms, particularly LinkedIn, where job seekers are most active. Regularly share engaging content about your company’s culture, values, and career opportunities. Include employee stories, industry insights, company events, updates, and achievements. Actively engage with your followers, respond to comments and inquiries, and foster meaningful conversations to build relationships and attract potential candidates.
    • Engage in paid advertising to promote your brand. Platforms such as Google Ads and social media channels allow you to target specific demographics and job-related keywords to reach your audience. Develop compelling ad copy and visuals that highlight your unique selling points as an employer and drive potential candidates to your careers page or job listings.
    • Keep an eye on employer review sites such as Glassdoor. These sites provide insights into employee experiences, company culture, and overall employer reputation. Encourage your current and former employees to leave honest reviews about their experiences. Respond to positive and negative reviews professionally and constructively to help demonstrate your commitment to employee feedback and shape a positive brand image.
    • Utilize job boards. Leverage popular job boards and career websites to promote your job openings. Identify platforms that are relevant to your industry and target audience. By optimizing your listings, you can create compelling job descriptions that clearly outline qualifications and responsibilities and highlight your company’s distinctive culture and benefits. Actively monitor and respond to candidate applications or inquiries from these platforms to provide a positive candidate experience.
    • Implement video marketing techniques to engage candidates. Create video content that showcases your employees. Take a virtual office tour or showcase interviews with key team members and share these videos on your website and social media channels. Video content is highly engaging, helps candidates better understand your organization, and helps to foster a deeper connection with potential candidates.

    Challenges And Best Practices In Recruitment Marketing

    Vacant positions can be expensive and disruptive to workplace operations, making you feel pressured to rush through the hiring process. This can be stressful for your hiring team and existing employees, who may be shouldering additional responsibilities due to staffing shortages. However, it’s essential to acknowledge that hiring takes several months on average, with the interview stage alone taking 24 days or longer.

    While you should recognize the impact of prolonged vacancies on your business and the well-being of your workforce, you should still dedicate sufficient time to the hiring process. Spend time crafting job descriptions with precise requirements to quickly filter out candidates who may not be suitable for the role. Carefully vet your applicants during the interview process to ensure a candidate aligns with your company’s culture and possesses the necessary skills needed for the position. Although it may require more time up front, thoroughly evaluating each candidate is crucial for ensuring your new hire’s long-term success and satisfaction.

    Taking a proactive approach and building a talent pipeline is another key strategy to ensuring a steady stream of qualified candidates. By actively engaging with and nurturing relationships with potential candidates, you can create a pool of pre-vetted individuals interested in your company’s opportunities. You can tap into this talent pipeline whenever you need to fill a position, helping to reduce the time and effort required to start the hiring process.

    However, engaging with candidates in your talent pipeline goes beyond simply reaching out when there is a specific job opening. Regularly communicate with this pool of candidates, even when there are no immediate vacancies, to keep them interested and engaged. For example, through a careers newsletter or social media channels, you can share relevant industry news, offer career development resources, or invite them to participate in webinars or networking events. By continuously fostering these relationships, you increase the likelihood that these candidates will consider your organization their preferred employer when a position opens.

    Ensure A Positive Candidate Experience 

    Candidate experience is a crucial component of branding and a decisive factor when top candidates evaluate your job offers. The way you treat your candidates reflects how you treat your employees, and it doesn’t go unnoticed. Unfavorable experiences can discourage candidates from accepting your offer, while positive candidate experiences can significantly enhance your brand. This attracts qualified candidates and increases their willingness to apply for and accept your job offers. Here are a few essential tips to keep in mind during the hiring process:

    1. Communicate frequently: Keep candidates informed and engaged throughout the hiring process to create a positive candidate experience. Regular communication on the status of their application or the next step in the process demonstrates your commitment to transparency and professionalism. Promptly responding to candidate inquiries and addressing their concerns or questions helps build trust and shows that you value their time and interest.
    2. Personalize interactions: Treat your candidates as the individuals they are and tailor your interactions to their specific needs and qualifications. Personalization can involve addressing candidates by name in email exchanges, referencing their relevant skills or experiences during conversations or interviews, and demonstrating a genuine interest in their career aspirations. By taking the time to understand their unique qualities, you create a more meaningful connection and show that you value them as potential team members.
    3. Be considerate of their time: Respect for candidates’ time is crucial in creating a positive experience. This includes adhering to scheduled interview times, minimizing delays or rescheduling whenever possible, and being mindful of the duration of each stage of the hiring process. Providing clear instructions and expectations in advance, such as the estimated length of interviews or assessments, helps candidates plan accordingly and feel valued.
    4. Demonstrate your company values: A candidate’s experience during the hiring process can offer insights into your company’s culture and values. Aligning your actions with the values you promote is essential for creating a positive impression. For example, if one of your core values is teamwork, ensure that candidates have opportunities to interact with potential teammates during interviews. If you emphasize work-life balance, demonstrate flexibility in scheduling interviews or assessments. By consistently embodying your company values, you can attract candidates who share those values and align with your organizational culture.

    Addressing these aspects of the candidate’s experience contributes to a positive impression of your organization. Candidates who have good experiences are more likely to view your company as an employer of choice, which can lead to increased applicant quality and acceptance rates. Additionally, positive experiences can generate word-of-mouth recommendations and positive reviews, enhancing your brand and attracting top talent.

    Recruitment And Retention Assistance

    Recruiting, training, and retaining employees has never been more challenging for small and mid-sized businesses in a tightening labor market. Creating a job ad, finding the right candidate, and providing opportunities for employee development are significant expenses. PEOs like GMS give you access to the tools and resources necessary to take on these responsibilities while improving your overall recruiting, hiring, training, and retention efforts.

    Our training and recruiting services make small business recruiting faster and easier. We do all the legwork before an interview, so you can focus on choosing from a pool of qualified candidates. We also partner with Indeed and LinkedIn to make posting job ads and attracting quality candidates quicker and more cost-effective for our clients. Contact us today, and let us help you find your next team member!

  • In today’s hyper-competitive job market, employers are racing to secure the best talent swiftly. As a result, the need for speed in every aspect of the hiring process has become more pronounced, including background screening. However, this relentless pursuit of speed may inadvertently overshadow the vital aspect of accuracy. Let’s explore the challenges and consequences of prioritizing speed over accuracy when choosing a background-screening provider and why striking the right balance is crucial for the long-term success of any organization.

    The Need For Speed: A Pressing Imperative

    In a rapidly evolving business landscape, time is of the essence. Employers face mounting pressure to fill positions, stay ahead of competitors, and keep pace with changing market demands. Consequently, background-screening providers are increasingly marketed based on the promise of rapid turnaround times, promising quick results that can expedite the hiring process.

    The Hidden Dangers Of Prioritizing Speed Over Accuracy 

    1. Incomplete information: Opting for a background-screening provider solely based on speed may lead to incomplete information about potential candidates. Crucial details might be overlooked, leaving employers exposed to unforeseen risks.
    2. Legal and reputational risks: Relying on quick background checks can increase the likelihood of overlooking red flags in a candidate’s history, such as criminal records or false credentials. This leaves companies vulnerable to legal liabilities and damages their reputation.
    3. High employee turnover: By prioritizing speed over accuracy, employers might hire candidates who are not a good fit for the role or the company culture. This can lead to high employee turnover rates, hampering organizational growth and productivity.

    The Quest For Balance: Redefining Priorities 

    1. Reevaluating criteria: Employers should reassess their screening criteria and identify critical information for decision-making. This way, they can streamline the screening process while ensuring that essential details are not missed.
    2. Partnering with reliable providers: Instead of blindly opting for the fastest provider, employers should prioritize working with reputable screening agencies with a track record of accuracy. A trusted partner will deliver timely results without compromising quality.
    3. Leveraging technology: Embrace technology-driven solutions that combine speed and accuracy. Automated systems can expedite the process without sacrificing the thoroughness of the investigation.
    4. Conducting comprehensive interviews: Supplement background checks with in-depth interviews to gain insights into candidates’ personalities, values, and work ethics. This holistic approach ensures a more thorough evaluation of potential hires.

    Embracing The Long-Term Vision

    While the desire for speedy results is understandable, employers must recognize that hasty decisions may have far-reaching consequences. Investing time and effort in choosing the right background-screening provider can lead to better hiring choices, improved retention rates, and a stronger organizational culture.

    A PEO May Be The Solution

    As employers navigate the ever-changing landscape of talent acquisition, it’s essential to strike the right balance between speed and accuracy in background screenings. While quick results may seem attractive in the short term, the long-term benefits of thorough and accurate background checks cannot be underestimated.

    In the quest for accurate background checks that relieve business owners of their responsibility, a professional employer organization (PEO) like GMS stands as a valuable partner. By partnering with GMS, businesses can confidently delegate the responsibility of conducting meticulous background screenings to experts who specialize in the field. A PEO’s wealth of experience, access to advanced screening technology, and compliance with evolving regulations ensure that the hiring process remains swift and precise.

    Amber Mora, GMS’ HR Account Manager, explains, “When partnering with GMS, our clients save a significant amount of time because all they have to do is send over the candidate information, and our recruiters handle the rest. They securely input the information into the software we use for background checks called CrimCheck. The completed results are then sent back to the client. Should the client decide not to move forward with a candidate, we can submit the adverse action process on their behalf so they don’t have to worry about it. Ultimately, we make it easy for our clients to have background checks completed.”

    Embracing a PEO empowers business owners to focus on their core objectives, securing the knowledge that reliable professionals bolster their workforce. In the dynamic landscape of modern business, GMS’ support can be the key to building a thriving and ethically responsible organization. Get a quote from us today!

  • Safety in the workplace is essential for employers and employees. The Occupational Safety and Health Administration (OSHA), in response to concerning data on workplace accidents and injuries, has recently launched a proactive national emphasis program to prevent hazards in warehouses, processing facilities, distribution centers, and other “high-risk retail” establishments. This three-year initiative addresses the growing concerns surrounding worker safety in these industries, leading to a safer and more secure working environment for everyone involved.

    The Growing Need For Safety Measures

    A troubling increase in workplace accidents has accompanied the rapid growth of warehousing and distribution centers in recent years. The Bureau of Labor Statistics data indicates that injury and illness rates in these establishments surpass the private industry’s average and, in some sectors, are more than twice as high. Recognizing the urgency of the situation, OSHA has taken action to safeguard the well-being of workers and mitigate the risks they face daily.

    Comprehensive Safety Inspections

    As part of this three-year emphasis program, OSHA will conduct comprehensive safety inspections focusing on critical hazards commonly occurring in high-risk retail establishments. Some of the key areas of scrutiny will include:

    • Powered industrial vehicle operations: OSHA aims to assess and improve safety protocols related to the operation and use of powered industrial vehicles, such as forklifts and pallet jacks. Adequate training, maintenance, and safety procedures will be at the forefront of these inspections.
    • Material handling and storage: Warehouses and distribution centers often deal with heavy loads and potentially hazardous materials. OSHA will thoroughly evaluate the storage practices, equipment, and procedures to ensure the safe handling of materials.
    • Walking and working surfaces: Slips, trips, and falls are common accidents in high-risk retail establishments. OSHA will examine walking and working surfaces, focusing on potential hazards and the implementation of preventive measures.
    • Means of egress and fire protection: In the event of an emergency, easy and safe evacuation is crucial. OSHA will inspect exit routes and fire protection systems to guarantee that employees can quickly exit the premises in case of a fire or other hazards.
    • Storage and loading areas: With a particular focus on retail establishments with high injury rates, OSHA will pay close attention to storage and loading areas to identify potential dangers and ensure compliance with safety regulations.

    Addressing Health Hazards

    OSHA’s emphasis program goes beyond traditional safety hazards. The initiative will also assess heat and ergonomic hazards that employees may face in these industries. The aim is to identify and mitigate factors that could negatively impact workers’ health and well-being during the course of their duties. If necessary, health inspections may also be conducted to ensure compliance with health standards and protect workers from potential long-term health risks.

    Incorporating State Plans

    In a significant move, OSHA has mandated that state plans adopt this emphasis program or establish an alternative program that is at least as effective as the federal model. This ensures uniformity in safety regulations across the nation and emphasizes the importance of prioritizing workplace safety at all levels of governance.

    Create A Safer Workplace By Partnering With A PEO

    To create a safer and more secure working environment, businesses operating in high-risk retail establishments can turn to a powerful ally – a professional employer organization (PEO) such as GMS. GMS can play a pivotal role in bolstering workplace safety by providing expert guidance, comprehensive safety training programs, and tailored safety management solutions. Through a PEO partnership, businesses can gain access to a team of HR and safety professionals who specialize in OSHA compliance and best practices, ensuring that safety protocols are diligently followed. By entrusting their workforce’s well-being to a reputable PEO, businesses can focus on their core operations, confident that they have a dedicated partner to foster a culture of safety and prioritize the health of their employees. With OSHA’s national emphasis program and the expertise of GMS, businesses can build a secure and thriving workplace where the safety of every worker remains the utmost priority. Contact our safety experts today!

  • Attention, California business owners! Get ready for some great news that will ease your COVID-19 burden (yes, COVID-19 is still relevant). The California Department of Public Health (CDPH) has recently changed the definition of a COVID-19 “outbreak,” and it’s in your favor. Let’s dive into the details of this game-changing update.

    The CDPH and Cal/OSHA previously defined an “outbreak” as three or more cases within 14 days for an exposed group. Employers caught in an outbreak were subjected to additional obligations under the Cal/OSHA COVID-19 nonemergency regulation until the number of cases dropped to one or fewer in 14 days. However, things have taken a positive turn. The CDPH has redefined an outbreak as three or more cases occurring within seven days. What’s even better is that this change is automatically incorporated into the Cal/OSHA regulation, as confirmed by the agency’s updated FAQ.

    What This Means For Employers In California 

    Now, let’s explore what these changes mean for employers. Brace yourself for lighter responsibilities, as meeting the “outbreak” status will now be more challenging. Here’s a breakdown of the impact:

    • Testing availability: Employers will only need to provide immediate and weekly testing to employees within the exposed group. 
    • Close contact management: Close contacts must undergo a COVID-19 test within three to five days after contact to be excluded from work, following the appropriate return-to-work criteria. 
    • Face covering requirements: Employees within the exposed group should wear face coverings when indoors or outdoors and within six feet of another person. 
    • Respirator rights: Employees can request and receive a respirator for voluntary use. 
    • Enhances COVID-19 measures: Employers will undertake additional COVID-19 investigations, reviews, and hazard corrections. 
    • Improved ventilation: Employers are encouraged to enhance ventilation using a MERV-13 filter or an equally efficient alternative. 
    • Reporting obligations: Reporting to local public health departments becomes necessary, if applicable. 

    To ensure compliance, it’s crucial that you review your local public health department’s outbreak reporting requirements, if any, to align with the new CDPH definition of an outbreak. Additionally, don’t forget that if your business experiences 20 or more cases within 30 days, it will be considered a “major outbreak” with additional responsibilities under the Cal/OSHA non-emergency regulation.

    GMS Is Here To Help California Business Owners

    At GMS, we understand the challenges faced by California businesses during these trying times. That’s why we’re here to offer our unwavering support as a professional employer organization (PEO). We help small business owners understand the intricacies of the redefined COVID-19 outbreak definition, ensure compliance with the updated requirements, and alleviate the burden of managing employee-related obligations.

    By relying on the knowledge and support of a PEO like GMS, businesses can focus on what they do best while leaving the complexities of regulatory compliance in capable hands. Take advantage of this positive shift in regulations, and let GMS be your trusted partner in safeguarding your California business. Contact us today to learn more.

  • As the calendar pages turn, business owners should begin thinking ahead to the next open enrollment season, understanding the importance of bridging the benefits communication gap. With November months away, it may seem premature to focus on benefits communication, but the truth is that early preparation is key to ensuring a smooth and successful open enrollment process.

    With the open enrollment period for employees approaching, business owners face a common challenge: effectively communicating the value and details of their benefits package to their workforce. Failure to bridge this benefits communication gap can lead to the following:

    • Employee dissatisfaction 
    • Low utilization of benefits 
    • Missed opportunities for both employees and the business itself

    Continue reading to explore practical strategies that business owners can employ to close the benefits communication gap, ensuring that employees understand, appreciate, and maximize their benefits.

    Start Early And Create A Clear Timeline

    Opening the communication lines well before the open enrollment period is crucial. Develop a clear timeline that outlines key dates, milestones, and other important information. Then, communicate this timeline to employees, giving them ample time to review and understand their benefit options.

    Meg Williams, GMS’ Benefits Account Manager, emphasized, “Effective communication has always been vital to open enrollment season. For employees, it’s a time that can make them feel confused and anxious. Open communication during the open enrollment process can help streamline this process and increase participation in important benefit offerings.”

    Tailor Your Message

    You must recognize that employees have diverse needs, preferences, and levels of understanding regarding benefits. Craft your communications to cater to different employee demographics, ensuring each group receives targeted information that resonates with their specific concerns and interests. It’s essential to remember that everyone is on their own unique journey. Take, for example, a 24-year-old recent graduate, full of excitement and starting their career, compared to a 60-year-old employee who is approaching retirement while potentially dealing with health challenges. These individuals have vastly different needs and interests regarding their benefits. Recognizing and addressing these diverse life stages and personal circumstances is essential in crafting benefits offerings that resonate with employees and support them at every step.

    Simplify Complex Information

    Benefits information can often be dense and overwhelming. Simplify complex concepts by using clear, concise language. Consider using visual aids, such as infographics or videos, to break down intricate details and make them more digestible for employees.

    Utilize Multiple Communication Channels

    Let’s face it; Everyone has different communication preferences. Some prefer email, while others may be more receptive to in-person meetings or a bigger group gathering such as a town hall meeting. With that in mind, utilize a combination of channels to reach employees, ensuring that the benefits information is accessible to everyone. This may include email newsletters, intranet portals, bulletin boards, webinars, and one-on-one sessions.

    Offer Personalized Guidance

    Many employees struggle to navigate the intricacies of benefits packages and may be unsure which options best suit their needs. Consider providing access to benefits specialists who can offer personalized guidance and answer questions. This can be done through dedicated support hotlines, online chat services, or even arranging in-person consultations.

    Consider Sharing Success Stories

    Highlighting success stories of employees who have maximized their benefits can inspire others to take advantage of available options. Encourage employees to share their positive experiences, whether through testimonials, case studies, or even internal newsletters. Real-life examples can help employees see the tangible value of their benefits.

    Foster A Culture Of Wellness

    Beyond the open enrollment period, business owners can further engage employees by promoting a culture of wellness. Offer workshops, lunch-and-learns, or seminars on mental health, nutrition, and work-life balance topics. By emphasizing the connection between well-being and benefits, employees will develop a deeper appreciation for the value of their benefits.

    Get Rid Of This Process In Its Entirety By Partnering With A PEO

    Closing the benefits communication gap is vital for business owners as open enrollment approaches. We understand that the open enrollment period is stressful and time-consuming, especially for small business owners. Fortunately, there’s a solution you may not have thought of – outsourcing your benefits administration to a professional employer organization (PEO) like GMS. This is a game-changer for small business owners looking to prepare early and ensure a smooth open enrollment season. With our expertise and resources, we can assist in crafting a comprehensive benefits communication strategy.

    By simplifying complex information, tailoring messages to different employee demographics, and utilizing various communication channels, PEOs help small business owners effectively convey the necessary details and actions employees must take. From providing personalized guidance to organizing workshops and consultations, PEOs empower employees to understand and make informed decisions during open enrollment. Meg added, “GMS has Benefits Account Managers on staff that work with clients to notify employees when it’s time to enroll in their benefits, provide concise overviews of all plans being offered, and provide easy access to benefits through the GMS Self Service Portal.”

    By leveraging the support of a PEO, small business owners can confidently navigate the open enrollment process, ensuring that all employees are equipped with the knowledge they need to take full advantage of their benefits when the time comes. Contact us today to learn more.