In the recruiting world we have heard it all before…
- “I don’t want to post a compensation range because everyone will expect the high end.”
- “I don’t want my current employees to know what others are paid.”
- “I don’t want my competitors to know our salaries.”
- “Other postings online do not include a compensation range, so why should I?”
Although these are common thoughts for all business owners, it can be directly affecting your candidate pool numbers. In fact, SMART Recruit Online found that job advertisements with a compensation listed increased the total number of candidates by 30 percent. Small and mid-sized companies are at a disadvantage by not posting a wage since larger companies have known salary and hourly rates.
Update: Federal judge blocks overtime rules a week before they take effect. Learn more in our new post.
As a small business owner, it is crucial that you stay current on the latest government regulations affecting your business and employees. Effective Dec. 1, 2016, the salary threshold for overtime eligibility will increase from $23,660 to $47,476. This means that anyone earning a salary under the new threshold will now be eligible for overtime pay for any time worked beyond 40 hours in a week.
The Department of Labor estimates there will be approximately 4.2 million workers affected who will now be eligible for overtime. Business owners must reevaluate their current workforce to meet the new requirements. The Department of Labor will automatically update the salary threshold every 3 years moving forward to match the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region.
Whether your company is growing or you are simply filling an open position, the hiring process can be painstaking for any business owner. Where do you start? Should you post a listing to online job sites? Should you place ads around the local university? Do you set up a booth at a job fair?
Hiring the right people is not an easy task. It can be a lengthy process that takes away from other priorities, like growing your business. It takes an average of 52 days to fill an open position, according to a recruitment study from Bersin by Deloitte.
Whether you’re an employer who runs a pretty safe workplace or you’re one with more than its fair share of worker’s comp claims, the Department of Labor has some new rules for you to “nudge” you in the proper direction.
Under a new rule from the Occupational Safety and Health Administration (OSHA), there is an effort to modernize its data collection and create a new database for investors and workers alike to learn about how safe a company is. Not a bad idea, but one that leans heavily on small business’ HR departments.
An unexpected departure from an employee can leave owners in a tight bind. Recruiting and hiring a new employee is a big undertaking for any company. Just like employee separation, the replacement process can cost your company a lot of time and money.
Have you ever seen the old commercial where an actor comes on screen and says, “I’m not a doctor, but I play one on TV?” Well, to paraphrase that tagline, I’m not an attorney, but I like to think that I have some commonsense ideas and understandings.
As an employee, I have always felt reasonably safe and confident that unless I knowingly broke a law, I would be safe from legal repercussions should a former employee or customer go after a business. Makes sense, right? Not so much anymore.
Would you choose a candidate solely based on the fact that they attended the same college as you? How about choosing a candidate based on how attractive they are? If this line of reasoning sounds absurd to you, then you’re right! However, you may unintentionally use that type of information to make a selection.
Almost all business owners become an interviewer at some point in their careers. While the main goal of an interview is to evaluate the candidate, it’s also important to understand common interviewer biases. These are preconceived ideas and beliefs that we assign to candidates unknowingly and may ultimately sway our hiring decision.
Unhappy employees can make for an unproductive company. Sometimes the key to boosting morale is to make small changes in the office. Here are four things that may upset your employees and how you can help fix it.
As the Affordable Care Act heads into its third full year of existence (some provisions started before 2014), there doesn’t seem to be any more clarity for business owners and what they should do. If you have 50 or more employees, do you offer it? Do you succumb to the ever increasing costs and drop coverage and pay the penalty? If you’re under 50 employees, should you drop it and get out while you can? Are there any more changes coming down the road that you need to know about? Well, a recent article in New England Journal of Medicine may help shed a little light on things for you.
As a business leader or as the owner of your own business, I’m sure you already know about the changes to the I-9 form that have come around in time for its 30th anniversary. Unfortunately, in my travels as a sales representative for GMS, I often run into business owners who don’t know what an I-9 form is, let alone if they’re filed properly.