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  • Since its beginnings, artificial intelligence (AI) has helped businesses automate important tasks and make their operations more efficient. It has helped companies identify changing trends and consumer habits, automatically detect fraud and irregular behavior, and provide sales and marketing teams with targeted audiences. There are many benefits of implementing AI in your business however, amidst the COVID-19 pandemic, viewpoints have changed. We all anticipate a bright future for technology, but we’ve also feared things going wrong.

    Studies show that nine out of ten leading businesses invest in AI technologies, but only 15% deploy AI capabilities within their own business. Executives of businesses say that AI makes their business more competitive than ever before. Unfortunately, HR professionals have faced challenges adapting to the potential AI can provide them. It is difficult to implement AI in your business due to the fact that it’s complex and ever-changing. Today, the main challenge for HR professionals is finding AI technologists.

    Reign, an application development firm, conducted a study that showed a 21 percent increase in the number of AI jobs available in the U.S. Research also showed that there was a 27 percent increase in job wages associated with AI-related jobs. Felipe Silberstein, Vice President of Strategy for Reign, said job positions that require AI or machine-learning skills are projected to increase by 71 percent within the next five years.

    You may ask yourself what the problem is if the demand for AI jobs is increasing. Individuals found that the root of the problem is the COVID-19 pandemic and the Great Resignation, based on research and surveys that were conducted. It was reported that 48 percent of executives began utilizing AI at the very beginning of the pandemic. Millions of employees started quitting their jobs in 2021 which left most companies short-staffed and struggling to find good talent. Due to these pandemic-related issues, executives put maximizing their AI capabilities at the bottom of their list of importance.

    Individuals have stated they feel AI imposes a negative impact on their industry because it requires more training or upskilling of workers. It has become increasingly common for executives to say that AI does not improve their businesses’ competitiveness. Negative impacts of AI on businesses that you may want to consider include:

    • AI bias
    • Loss of certain jobs
    • A shift in human experience
    • Global regulations
    • Accelerated hacking
    • AI terrorism

    Upskilling the workforce is a much-needed task that needs to happen amongst the majority of companies. There is a portion of individuals who said they would consider learning tech skills relevant to working with AI technology in the future. However, the number was less than 50% of individuals. This means that individuals with substantial financial resources now have an advantage. Businesses are concerned that once they retrain their employees and invest all this money, these employees will be picked up by their competitors.

    Human resources are one of the most time-consuming components for any small business to manage. Between recruiting and retaining employees to payroll to tracking vacation time, there are many functions when it comes to human resources management. However, you didn’t start your business to become an HR expert, did you? When you outsource your HR functions, it allows you to spend more time focusing on growing your business, and less time on human resource management. Our clients trust that despite our advanced technologies, they’ll receive dedicated GMS experts handling their needs. Learn how outsourcing human resources to an HR outsourcing company like GMS can help.

  • Recruiting must be more strategic than ever, and you need a combination of creativity and diligence to recruit top talent. Most companies are in the same situation as you; the demand for great talent is skyrocketing, while there aren’t enough candidates available. Knowing this, connecting with qualified candidates and driving excitement about your company and each specific role must be done differently than your competitors. Continue reading to learn how to recruit different types of employees.

    How To Recruit Employees

    As we approach another year of an unprecedented labor market, talent acquisition professionals face recruiting and hiring challenges. The first step in recruiting employees is to create a recruitment strategy if you haven’t done so already – and, if you already have one in place, then – consider fine-tuning it to reflect the challenges facing the hiring process today.

    What Is A Recruitment Strategy?

    A recruitment strategy is a plan that is put together to help improve your current hiring process to accomplish the following goals: 

    • Improving job offer acceptance rate
    • Attracting more qualified candidates
    • Reducing new employee turnover rates
    • Streamlining application process

    Now, you may be implementing the goals listed above already however, there are ways in which you can improve them to make your hiring process more effective. Consider refreshing the candidate experience, post on different job boards, attend career fairs, or utilize an applicant tracking system.

    Once you improve your recruitment strategy, take the following steps to further help your recruiting efforts.

    1. Write appealing job descriptions

    As you are writing job descriptions for open positions, ensure they are direct and specific, free of buzzwords. The summary should only be a couple of sentences, providing the candidate with an understanding of the job. It should also include basic job functions of the role, qualifications, and your company culture.

    2. Offer incentives for employee referrals 

    By offering incentives to current employees, you open the door to talent you probably won’t find elsewhere. Your employees are most likely already sharing open positions with their contacts. That’s great! To make it more worthwhile, offering a well-developed employee referral program can encourage even more employees to refer the best talent. Hiring this way also allows the candidate to get an understanding of your business from an inside perspective, both positive and negative.

    3. Utilize social media 

    When recruiting new employees, consider utilizing social media platforms. Recruiting on social media allows you to share your open positions with an entire network of users. Sharing photos and videos from company events, the day-to-day life of employees, and company culture provide potential candidates with a glimpse into your company.

    4. Prioritize hiring internally 

    Consider hiring current employees first. Do not underestimate the power of passion over experience. Interviewing current employees has many benefits for your company. Your employees already know your culture and company. Having an inside perspective from another role within the organization provides them with a fresh take on any business challenges you are looking to resolve.

    5. Conduct great interviews 

    Interviews are meant to be informative and a pitch about your company. However, it’s also the candidate’s first experience with your company. Consider making your interview process unique and memorable to attract top talent. Create a welcoming environment and involve current employees that were in the same spot as the candidate not too long ago. Stand out by showing your company culture early in the interview process.

    How To Recruit Entry-Level Employees

    Recruiting entry-level employees can oftentimes be a challenge however, these employees can become the future of your company. Underestimating how important the process of hiring these employees can lead to trouble in the long run. It’s important you follow specific recruiting guidelines to find top entry-level employees. 

    Know Who Your Ideal Candidate Is

    Writing out a description of what characteristics you are looking for in a candidate is probably the most important step when recruiting for entry-level positions. It’s difficult for both the employer and the candidate to determine if the position is the right fit. Sit down with your team and create a list of characteristics the perfect employee for this role must possess. What strengths and traits would this person need to have in order to be successful and bring value to the team? Today, the majority of companies are hiring for entry-level positions, and there is a large supply of job seekers. However, the labor force of people ages 16-24 is projected to shrink by 7.5%. 

    It is likely that you will receive a lot of applications. Knowing your ideal candidate from the beginning will help you weed out the wrong candidates quickly.

    Create Targeted And Engaging Job Ads

    When creating job ads, make sure you are writing clear and realistic job descriptions. Remember, shorter job posts receive 8.4% more applications per view than average. List what required skills the candidate must possess instead of focusing on previous experience. You also want to include the benefits candidates have working for your company. Create an ad that makes candidates excited to work for your company. Most applicants will only spend 14 seconds deciding if they should apply or not. 

    Establish Career Paths

    Establishing early on in the interview process what the future could look like for the candidate is important. You want to show entry-level employees you are interested in a long-term career for them. Provide the candidate with a detailed list as to what the next steps can look like, what performance needs to look like to move up, and provide a timeline. Also, providing entry-level employees with ongoing training will allow these employees to learn new skills and be successful in the longevity of their careers within your business. 

    How To Recruit Minimum Wage & Seasonal Employees

    Most minimum wage and seasonal employees are students, individuals looking for a side job, or those in the agricultural sector who have busy seasons. Since these employees only stay around for a short period of time, recruiting these individuals can be a challenge. Putting in the time to train and teach these employees needs to be worthwhile and you need to make sure you’re hiring the right candidate.

    Offer Competitive Perks

    If you don’t currently offer competitive perks to your minimum wage employees, consider developing incentives to help with your recruiting efforts. Right now, companies are offering high hourly pay. Perhaps you give them a pay increase after they hit 90 days or additional bonuses for hitting certain goals. Consider comparing yourself to competitors and observe if you are in line with what they are paying per hour. You’re much more likely to attract candidates by offering benefits to minimum-wage employees. 

    Be Proactive

    If you know you’re hiring students who can only work within specific time frames, be proactive with your recruiting efforts. Students typically look for jobs in the summertime when they have the most amount of free time. Consider recruiting and interviewing these individuals prior to summer so you can be prepared when they come onboard. 

    Flexibility With Scheduling

    If you’re hiring students or individuals looking for a side job, it is most likely known that scheduling will be a concern. If students are on summer break, vacations are already planned, and activities are scheduled, leaving limited time to work. Adults who have children that are looking for a part-time job have responsibilities that could lead to complications in the future. Allowing individuals to work from home (if applicable) or creating their own schedule is a possibility when recruiting these employees. 

    The Benefits Of Outsourcing HR

    Considering all the factors that go into recruiting and hiring specific employees, it takes a considerable amount of time and money. Since COVID-19, companies have seen a huge increase in open jobs but not enough candidates to fulfill those positions. Professional employer organizations (PEOs) like GMS provide guidance on hiring and training efforts and will also manage the administrative burdens that are associated with all aspects of the employee life cycle. Outsourcing your HR responsibilities to an HR outsourcing company like GMS can help your business: 

    • Save time and money
    • Grow
    • Retain control
    • Retain employees

    Do what you do best and outsource the rest!

  • On April 21st, 2022, Philadelphia, Pennsylvania dropped its reinstated mask requirement for businesses located within the city. Philadelphia originally reinstated a mask requirement for businesses on April 18th which only lasted three days. A handful of reasons led to the requirement being dropped so quickly.

    Dr. Cheryl Bettigole, the city’s Health Commissioner, announced that hospitalizations unexpectedly dropped 25 percent in a matter of days. When Philadelphia announced the reinstated mask requirement on April 18th, the Pennsylvania Restaurant & Lodging Association called it “deflating.” Ben Fileccia, Senior Director of Operations for the association expressed that restaurant workers have suffered a significant amount of backlash from the very beginning of mask mandates. He believed this time would be no different.

    The Southeastern Transportation Authority (SEPTA) announced on April 18th that they would no longer require masks to be worn on public transportation. This announcement impacted Philadelphia Mayor Jim Kenney’s decision to withdraw the requirement days after it was reinstated. However, the U.S. Department of Justice (DOJ) announced on April 20th that it has appealed the ruling. The Center for Disease Control and Prevention (CDC) urged the DOJ to continue its appeal. Since there has been an increase in the Coronavirus Omicron variant, the CDC requires masks on public transportation until May 3rd, 2022.

    When partnering with a PEO, you will have access to an HR specialist who keeps you informed of ever-changing rules and mandates. Because COVID-19 has impacted businesses in ways business owners could never have imagined, let us take the burden of HR responsibilities off your shoulders. Contact us today!

  • Many organizations steer their focus towards reducing turnover. However, they fail to realize the importance of onboarding. The connection between employee retention and onboarding is not always evident. Research shows that an employee’s first day is the key factor that determines whether or not they will stay with the company.

    Every employee remembers their first day on the job, which is why it is very important to focus on the onboarding process. A strong onboarding process not only helps with employee retention and turnover but also alleviates administrative pressures on hiring managers.  

    Onboarding For Retention 

    When hiring new employees, you must make sure to provide them with clear expectations around their specific roles. These expectations happen to be one of the most important, yet least common elements of an effective onboarding process. An effective onboarding process can increase employee retention by 82%.

    Having a comprehensive system of expectations allows HR managers, recruiters, and new employees an agreed-upon and predictive course of action. To obtain this type of consistency, managers need to align the list of expectations they have from every new hire.

    Optimizing Onboarding

    Throughout the onboarding process, communication is vital. Having a predetermined system helps expedite the process. The average new hire onboarding experience alone can consist of 54 different activities. A growing business can’t afford to take on all that administrative work.

    Partnering with a PEO allows for a smooth onboarding process. Having a cloud-based human resources information system (HRIS) in place allows businesses to have a predetermined plan to attract, hire, onboard, and manage employees. Electronic onboarding is a digitized process for onboarding new employees. The new hires can simply log in from wherever and fill out all the information needed in order to get them enrolled in your system. This process puts the information into the hands of the person who knows it best, the employees themselves. When onboarding an employee by hand, it can simply leave a business open to human error when it comes to compliance. Onboarding electronically helps make the process easier and more accurate for employers and employees.

    Final Thoughts

    GMS provides paperless onboarding, benefits enrollment, payroll, and training to support each employee up for success. Having a smooth onboarding process supports not only the employee, but your business. By implementing a process like this, you can ensure the employee’s long-term success while removing numerous administrative burdens. 

    Learn more about how you can streamline your onboarding process.

  • The U.S. House of Representatives has approved a federal bill that would decriminalize cannabis use. However, this bill’s fate in the Senate is unclear right now. If this bill is signed into law, the act would resolve any conflict between federal and state law that causes any confusion for employers. State laws associated with the use of medical and recreational marijuana still vary from state to state.

    The Marijuana Opportunity Reinvestment and Expungement (MORE) Act, H.R. 3617, passed the House in a 220-204 vote on April 1. All but two Democrats voted for the measure and all but three Republicans voted against it.

    The Senate is currently split 50-50 between Democrats and Republicans. When the Senate is divided, Vice President Kamala Harris serves as the tie-breaking vote. With that said, the bill would need a total of 60 Senate votes to break a filibuster.

    States Still Regulate Cannabis

    Since marijuana is still listed as a Schedule I drug under the federal Controlled Substances Act, marijuana is still considered high for abuse and serves no medical value. The MORE Act would remove marijuana and criminal sanctions, and provide some relief for previous convictions.

    For the workplace, states would continue to regulate cannabis and would not be required to legalize its use. Thirty-seven states have currently approved medical marijuana use with 18 of those states also approving recreational use. Employers are still able to create policies that prohibit any cannabis use by their employees.  

    How To Adapt To Changing Attitudes

    Cannabis laws will continue to expand at the state level regardless of whether the federal government approves this bill. About 68% of Americans believe that marijuana should be legalized. 31% of Americans feel that marijuana should be legal only for medical use with 8% saying it should not be legal at all. 

    There’s an increasing number of people in the workplace who have failed drug tests. In 2021, positive drug tests reached the highest level in two decades. In light of COVID-19, many employers are struggling with staffing shortages, so testing for marijuana is no longer a main priority for companies. Despite these unprecedented times, employers need to focus on training managers and supervisors on proper ways to approach employees when they might be working under the influence. With that being said, any employee that goes through the drug screening process must be thoroughly documented.  

    Take A Proactive Approach To These Ongoing Changes

    As the cannabis industry continues to evolve, partnering with GMS will benefit your business. The experts at GMS work with you to make your company simpler, safer, and stronger. GMS will keep you up-to-date on any changes whether industry-specific or government-related. Contact us today to learn how GMS can help make your job easier. 

  • The U.S. Department of Homeland Security (DHS) is ending its temporary COVID-19 related policy which allowed employers to use expired List B identity documents when it came to I-9 forms. As a result, expired identity documents will no longer be accepted to verify an employee’s eligibility to work beginning May 1, 2022.

    Authorities were unable to renew List B identity documents in a timely manner after COVID-19 became active in 2020, which allowed employees to temporarily present expired identity documents. Any employee who has provided employers with expired documents from May 1, 2020- April 30, 2022, will now be required to update their I-9s by July 31st, 2022.

    According to DHS: 

    • Any employee who previously presented an expired List B document and is currently still an employee, must provide an updated document establishing their identity.
    • No action is required if the employee is no longer employed by the company.

    There is separate COVID-19-related guidance that allows employers to review Form I-9 documents virtually, which is different than this DHS announcement. Reviewing Form I-9 documents virtually is in effect until at least April 30th, 2022. Dawn Lurie, Senior Counsel in the immigration practice group stated, “The announcement signals to us that we are nearing the end of the COVID-19 relaxation of the in-person review policy, which means that companies should start to address the population of folks that were virtually completed.”

    A violation in this regard could cost anywhere from $234 to thousands of dollars. Stacey Larotonda, GMS’ Vice President of Client Services, shares, “While some business owners think they are being cost savvy by keeping their HR functions in-house, they’re actually gambling on how expensive an overlooked error could be. All too often we see business owners being slapped with large fines, simply because they didn’t know better or weren’t keeping up with these legislative changes.”

    Regulatory compliance is complex and ever-changing. For our 2,000+ clients across the country, GMS handles these responsibilities so the business owners don’t have to. Get in touch today.

  • Following a series of high-profile digital intelligence campaigns and disruptive ransomware attacks, any company that is critical to U.S. national interests (finance, transportation, and energy sectors) must report when they are hacked or pay ransomware. Reporting these incidents will provide the federal government with more visibility into hackers who target private companies. Any substantial cyber incident will need to report to the government within three days and any ransomware payment to be reported within 24 hours. This reporting requirement legislation has been approved by the House and Senate on March 10th, 2022, and will be signed into law by President Joe Biden.

    A ransomware attack is an act in which criminals hack targets and hold their data hostage through encryption until ransoms have been paid. According to reports last year, hackers disrupted the world’s largest meat-packing company and the largest U.S. pipeline, putting lives and livelihoods at risk.

    As the war in Ukraine continues, government officials are concerned about the threat of Russian cyber and ransomware attacks against the U.S.  Many ransomware operators reside and work in Russia. The Department of Homeland Security’s Cybersecurity and Infrastructure Security Agency is designated by the legislation as the main agency to receive any notification of hacks and ransomware payments. 

    As an employer, it’s vital you communicate these concerns with your staff to best safeguard your organization against any attacks. We recommend utilizing a cybersecurity refresher course within your learning management system as a quick and efficient way to convey this information.  

    Contact us today for any questions or concerns you may have.  

  • As a result of the expected publication of a proposed overtime rule, the U.S. Department of Labor will recommend higher salary thresholds for white-collar exemptions as soon as next month. “Employers should expect a proposed salary amount that at least, approximates the amount proposed in 2016,” stated Alfred Robinson Jr., – an attorney with Ogletree Deakins in Greenville, South Carolina. The proposed salary level for the Fair Labor Standards Act’s executive, administrative, and professional exemptions could be a minimum of $913 per week or $47,476 per year. By comparison, the Trump administration in 2019 implemented a salary level of $686, which represents a considerable increase. 

    Jason Barsanti explained that the 2016 regulations were ruled to “put too much emphasis on the salary requirement, thereby effectively making the duties test[s] irrelevant.” The duties test determines which employees are exempt from overtime pay, and it depends on a variety of factors:

    • Executive exemption – Managing the enterprise, a department or a subdivision of the enterprise must be the employee’s primary duty.
    • Administrative exemption – The primary duty of the employee must be office or non-manual work that is directly related to the management of general business operations of the employer or the employer’s clients.
    • Professional exemption – Employee’s primary responsibility is to perform work that required advances knowledge in a field of science or learning that is acquired through specialized, intellectual training and study.

    A primary duty can occupy less than 50 percent of an employee’s time under these tests. Additionally, it is possible to count time spent performing both exempt and nonexempt duties concurrently.

    With the help of a PEO company like GMS, you no longer have to worry about following the latest legislative changes. Rules and regulations are constantly changing. Do what you do best. Outsource the rest.

  • With the COVID-19 outbreak in 2020, the work force has changed significantly. Most employers opted to provide the option for employees to work from home, which is now a very sought-after advantage when looking for new jobs. With that being said, it is vital that employers ensure their new hires still feel connected to the company when onboarding in a remote work environment.

    While in a remote setting, displaying how certain procedures are performed and how the company functions can be challenging for new hires to fully understand. How are these new hires supposed to go into meetings with their colleagues, catch up for a chat, and learn functions that are easier to learn in person?

    There are six key factors that will help in the onboarding process in a remote work environment:

    • Be relatable
    • Encourage boldness
    • Proper introductions
    • Team bonding
    • Reviewing performance
    • Engaging in company culture

    Working in a remote environment has led employees to feel disconnected from their teams and the company. Find a way to relate to your new hires and make sure they know they’re not alone. Be sure to schedule phone calls and zoom meetings – which are more interactive than chat or email; let them know you are here for them. It is also important to provide them with motivation and confidence to reach out for any help or clarification within their teams. Team bonding and proper introductions go hand and hand with each other. Introduce your new hires to other employees, especially within their specific teams. Engage the new hires in company culture meaning, take all the new hires out to lunch or do something creative to show the company culture. Encourage your company to host events, or a virtual game night so new hires can find different ways to stand out and have fun. Finally, congratulate your new hires when they do an impressive job within their new role. Ask them for feedback or correct them if they need further guidance.

    These six factors listed above will help guide you during the onboarding process to help your new hires. Here at GMS, our electronic onboarding provides you with everything your employees need for an engaging and organized onboarding experience – whether in-person or remote. Contact us today to learn more.

  • The U.S. Department of Labor recently announced that their Wage and Hour Division (WHD) plans to add over 100 investigators to their team throughout 2022. As a result of the pandemic and great resignation, the division has reached the lowest staffing levels in decades. Acting Wage and Hour Administrator Jessica Looman stated, “While appropriations will determine our course of action, we are optimistic we will be able to bring new talented professionals on board to expand our diverse team.”

    According to the U.S. Department of Labor, some of the responsibilities that investigators include:

    • Conducting investigations to determine if employers are paying workers and affording them their rights as the law requires.
    • Helping ensure that law-abiding employers are not undercut by employers who violate the law.
    • Promoting compliance through outreach and public education initiatives.
    • Supporting efforts to combat worker retaliation and worker misclassification as independent contractors.

    What Is the Wage and Hour Division?

    The Wage and Hour Division’s mission is to promote and achieve compliance with labor standards to protect and enhance the welfare of the nation’s workforce. The Division is one of the country’s most crucial labor law enforcement agencies, enforcing comprehensive labor laws for over 148 million employees.

    The WHD enforces Federal minimum wage, overtime page, recordkeeping, and child labor requirements of the Fair Labor Standards Act. Additionally, the Division enforces a variety of legislative acts, including the Migrant and Seasonal Agricultural Worker Protection Act, the Employee Polygraph Protection Act, the Family and Medical Act, wage garnishment provisions of the Consumer Credit Protection Act, and a variety of employee standards and worker protections.

    What Does This Mean for Business Owners?

    When partnering with a PEO like GMS, you can rely on support from our HR experts. Our team can help safeguard your company by performing our own FLSA audits to ensure you remain compliant. During the audit, we’ll cover an extensive checklist, covering items such as proper employee classification and proper payroll coding. Upon completing the audit, we’ll dive into any possible areas of concern and provide our recommendations to rectify said issues.

    Reach out to GMS today to ensure that your business will be properly prepared and protected if it is audited.