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Are Unemployment Taxes Costing You Money?

by Will HartApril 1, 2013 11:50 AM

I got a call last week from a client who has only been with us for a few months. He started back in July of 2012 and just received his first few invoices from the new year. He was pretty upset that his state unemployment tax had gone up substantially compared to November and December. Being in the payroll business for about 20 years, and with this being about the tenth of these calls I’ve taken in January, I knew where this conversation was going to lead.

The first question I ask is "Did you know about the State Unemployment Tax Authority (SUTA) wage cap?" In Ohio, the employer is only charged SUTA tax on the first $9,000 in earnings for each employee.

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How to Manage the Employee Lifecycle: Interviews

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How to Manage the Employee Lifecycle: Interviews

by Stacey LinnAugust 25, 2015 8:00 AM

Once you’ve recruited some potential candidates, you’ll want to meet them. An interview is usually the first chance you’ll get to meet a potential employee, giving you the opportunity to see just who might be the newest member of your team.

When it comes to the interview prospect, you’ll have to make a judgement call for your business. Here are some suggestions to help you optimize your interviews.

The interview process is a key factor in finding out if a prospect is right for your company.

Research the Candidate

You’re hiring someone to help you meet a business need, so thoroughly reviewing their resume, calling up references, and looking for any other pertinent information can help you see if they can not only do the job, but also excel at it and solve your needs.

Don’t be afraid to check a prospect’s social media profiles. This isn’t just to look for red flags, although you may see a few. You can get a sense of who each interviewee is, giving you a glimpse into the candidate’s life behind the titles and bullet points on a resume. This can go a long way toward finding a candidate that fits your business needs and your company culture.

Create a Conversation

An interview is also a chance for an interviewee to size up both you and your business. Instead of reading off a list of questions, engage interviewees in conversation. You’re not trying to hire someone who’s good at rehearsing the usual responses; you’re hiring a person to join your company’s family.

When a prospect asks a question, be open and honest. The more comfortable an interviewee is with you, the easier it will be to judge exactly who they are and whether they’ll be a good fit for your business.

Find the Perfect Candidate, Not the Best One

After you’re done with a round of interviews, be wary of hiring someone just for the sake of hiring someone. If none of the candidates are true fits for your business, keep searching. Look to hire the right person for the job, not just the most acceptable one out of the bunch.

Also, remember to always follow up with people who apply for the job, regardless of if they get hired. They may not have been the right fit for your company, but they may know somebody who could be.

Make the Call

After the interview process is over, you’ll be able to make an offer. Once you’ve hired your next employee, make sure to offer them top-notch HR services. 

If managing the employee lifecycle seems like a lot of work, you’re right. That’s why Group Management Services can assist you with the whole process. Contact us today to see how Group Management Services can benefit you and your employees.

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