Between offering competitive benefits and combating rising premiums, managing your business’ healthcare needs is a complex situation. Group health insurance plays a key part in attracting and retaining top talent. However, selecting and managing the right health plans for your company and employees takes an enormous amount of time and effort. It’s a delicate balancing act that can be difficult for any small business owner.

Fortunately, you don’t need to go through this balancing act alone. A Professional Employer Organization (PEO) can not only help you offer quality, cost-effective healthcare benefits, but also give you the support necessary to develop benefits strategies and navigate any future changes. Let’s break down seven major reasons why a good PEO is a great choice for your small business’ health insurance.

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The hiring process is already difficult enough. The time, money, and energy it takes to conduct a thorough search for the right people is a serious commitment. Unfortunately, unconscious bias adds yet another hurdle for both your company and potential job candidates.

The goal of hiring is to find the right person for your company. Unconscious bias can cause your company to eliminate or overvalue prospects based on first impressions, preconceived notions, and other factors that aren’t true indicators of talent. Regardless of why and how they occur, it’s important to mitigate the impact of unconscious bias so that you can focus on what matters: hiring the best talent for your business.

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As an employer, it can be difficult to balance the desire to return to business and maintain a safe operation. Unfortunately, there’s not necessarily an exact answer as to how to approach reopening your business during a pandemic. While there are some rules and regulations, many details can be unclear or depend on your location, the nature of your business, and a plethora of other reasons. To help, we broke down some key factors you should consider when it’s time to reopen your business or expand operations.

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When you can’t meet face-to-face, video interviews are a great way to assess a potential candidate. When in-person meetings aren’t feasible, video interviews allow you to visually interact with applicants regardless of their location.

Of course, there are some additional hurdles with video interviews. Technical difficulties with video conferencing technology or unfamiliarity with video interviews can derail a promising conversation. To help, we’ve put together some tips you can follow to streamline your video interview process and quickly hire the right employees.

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Hiring talented, committed employees is a crucial part of running any business. Identifying those key employees is especially important when you need to lean on those individuals during a recession. Even during tough times, you may find yourself in a position where you need to grow your team. Between financial concerns and a growing pool of potential candidates, it’s important to weigh a few factors to ensure you make the right hiring decision for your business.

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Working from home creates a few challenges – more distractions, an inability to work in the same room as your coworkers, etc. Each of these realities can have a direct impact on productivity. With more employees working from home than ever before, it’s important to take steps to set telecommuting employees up for success. Here are four ways that you can help your employees stay productive when working from home.

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Hiring the right person isn’t an easy task. It’s even harder to do so in a timely fashion. When your business is ready to hire, it benefits you to do so quickly. Not only do long hiring processes cost you time and money, they also delay you from filling a needed role on your team (and that’s not including your onboarding process).

Every hour spent during the hiring process is an hour taken away from other essential business tasks. However, it’s also vital to recognize that rushing a hire can lead to other costly issues. Settling for a bad fit – or worse, dealing with negligent hiring – will only set your business back even further. Hiring means you need to perform an important balancing act – speed up the hiring process while finding the right candidate.

While tricky, it’s not impossible to speed up the hiring process without rushing. Here are ways you can streamline your hiring process to get the candidates you need quicker than before.

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It’s not easy running a business. In trying times, it becomes even harder. Disasters, pandemics, and other events can wreak havoc on your business. While property damage and other issues can be calculated, it’s difficult to measure the impact these events have on a key element of your business – your employees. 

Difficult times can have a direct impact on your employees both professionally and personally. Supporting them during these times can help ease your employees’ situation, which can both resonate with your workforce and help improve productivity. Here are five steps you can take to make a difficult situation better for you and your employees.

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Over the years, remote work has become increasingly more common. According to SmallBizGenius, the number of people who work from home has increased by 140 percent from 2005 to 2019 – and that rate has probably grown even more as a result of the 2020 COVID-19 outbreak. In fact, Global Workplace Analytics estimates that up to 30 percent of the entire workforce will work from home at least a couple times a week by the end of 2021.

While technological advances make it easier for employers to provide work-from-home privileges to employees, it does lead to a good question: How does workers’ compensation apply to employers who work from home? Whether your employees are temporarily working from home or are full-time telecommuters, it’s important to understand exactly how workers’ compensation applies to remote employees (and what you should do protect you and your workers).

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During the summer of 2019, I spent my time as a full-time sales intern at GMS, but didn’t want my relationship to end with them just yet. The end of the summer was when I finally felt I had the hang of everything I had learned and I wanted to continue putting myself to use. 

I was lucky enough to go into my senior year at Kent State University with a flexible schedule allowing me to keep an internship while remaining a student. Thankfully, GMS gave me the opportunity to do this internship one-to-two days a week. This time around, I was able to work as the marketing intern under the Marketing Coordinator, Matt Schoolcraft. 

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