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  • Have you ever considered partnering with an HR outsourcing company but have many questions about where you should start? Whether you have a full-time HR team within your business or run a one-person show, there are many processes and regulations that have costly consequences if they are unmastered. There are several outsourcing options that your business can utilize, which include a professional employer organization (PEO), administrative services organization (ASO), human resources organization (HRO), and a human resources information system (HRIS) – amongst many others. Continue reading to better understand the value and capabilities of the different HR outsourcing options available.

    Professional Employer Organization (PEO)

    A professional employer organization (PEO) is an all-inclusive outsourcing option for your most time-consuming HR tasks and employer liabilities – including payroll, benefits, human resources, and workers’ compensation. There are currently more than 700 PEOs in the country, as it’s been around for over 30 years. 

    If you choose to partner with a PEO, you gain access to more cost-effective options regarding healthcare, ancillary benefits, and workers’ compensation. PEOs work diligently with small business owners to provide them with the same buying power as a larger business through a co-employment relationship. This means your business and the PEO divides your employer’s responsibilities. Your company’s employees are employed by your company and the PEO. You may think this means that you’re going to lose control of your company. However, the reality is that you will never lose control of your business when you hire a PEO. A PEO will assist with more informed HR decisions that will make your business stronger.

    Administrative Services Organization (ASO)

    Administrative services organizations (ASO) are similar to a PEO in that they offer services including payroll, human resources, tax compliance, workers’ compensation, and benefits. The main differentiator is that an ASO doesn’t fall under a co-employment agreement. As a business owner, this means that you retain the employer of record status. All payroll taxes are reported and filed using your client’s FEIN. These types of companies ultimately assist in selecting and securing benefits for their client’s employees which allows you to carve out your own benefits plan. An ASO is designed to minimize your risks and liabilities through outsourcing essential employment-related tasks and responsibilities, allowing for easier management. However, clients don’t have access to the competitive pricing that a PEO offers.

    Human Resources Organization (HRO)

    Human resources organizations (HRO) are typically favored by larger companies that have already developed internal staff and technology that are able to manage the HR tasks. HROs provide a selection of services for business owners to choose from instead of managing all your HR functions. Companies interested in outsourcing to an HRO may have a need that’s outside of their internal expertise. There is no co-employment relationship, and the client organization remains the employer of record. As a business owner, there are a handful of laws and regulations that you face. However, managing them on a day-to-day basis is complicated. The main difference between an HRO and an ASO is that an HRO only handles the “human” aspects of human resources. Typically, HROs manage benefits, tax, or payroll-related issues. 

    Recruitment Process Outsourcing (RPO)

    Recruitment process outsourcing is when you outsource your internal recruitment function to a specialist that assumes the responsibility of owning and managing the entire recruiting process. They work with your internal team to transform how you approach obtaining talent when you need it. An RPO differs from staffing agencies as they assume ownership of the design and management of the recruitment process along with the responsibility for results. Finding quality talent and retaining them is quite the challenge in a complex recruiting environment. If you’re looking specifically for external recruiting help, partnering with an RPO is the right fit.

    Human Resources Information System (HRIS)

    When your business utilizes a human resources information system (HRIS), it will help your business use technology to enhance your people processes and improve HR functions. HRIS software provides personalized HR tools and solutions to tackle business challenges. Ultimately, HRIS software helps companies organize and manage people-related data in one location. The data that is organized and managed include:

    • Demographic information of employees (date of birth, gender, contact information)
    • Job information (position, department, pay rates, etc.)
    • Benefits provided
    • Time-off balances

    The list of benefits of an HRIS is extensive. When utilizing an HRIS system, you have capabilities of the organization, compliance, time savings, HR strategy, employee experience, and convenience.

    Which Is The Right Fit For Your Company? 

    While the above HR outsourcing companies offer valuable resources, you need to determine what level of service your business needs. Whether you are looking for external guidance for one specific HR function, like recruiting, to every aspect of your business, a PEO can help. Growing small to mid-sized businesses with little HR experience may benefit from a PEO like GMS. Partnering with a PEO will reduce the cost of doing business and free your management team from administrative work that slows productivity within your business. You will no longer have to be an expert at everything. Get in touch with our experts today to learn how we can help you.

  • Ohio and Republican legislative leaders have reached a compromise for the legalization of marijuana in Ohio vote for next year’s ballot, 2023. The Ohio Marijuana Legalization Initiative (2023) would enact a state law to legalize the cultivation, processing, sale, purchase, possession, home growth, and use of recreational marijuana for adults 21 years of age and older. In addition, the law would impose a 10% tax on adult-use cannabis sales and direct revenue to fund “a cannabis social equity and jobs program” to offer “financial assistance and license application support to individuals most directly and adversely affected by the enforcement of marijuana laws.”

    The legalization process has been quite a challenge for advocates. They’ve needed to turn in a first batch of at least 132,887 valid signatures to the state to initiate a process. Following that, lawmakers would have four months to decide whether to enact the proposal. Unfortunately, the legislature declined to move on to reform for November 2022 ballots.

    To bring the issue before voters in November 2023, advocates must resubmit their petitions on January 3rd, 2023.

    Stay In The ‘Know’ By Partnering With GMS

    Our experts at GMS work with you to create a simpler, safer, and stronger workplace for you and your employees. While the cannabis industry is making its presence in the state of Ohio, GMS will keep you up-to-date on any changes that your business should know in order to stay compliant with state laws. To learn how GMS can benefit your business, contact us today. 

  • An ever-changing workplace environment, coupled with the effects of COVID-19, leaves companies with positions to fill and a shortage of qualified candidates. In 2021, more than 47 million Americans had quit their jobs, which was a record for the most resignations in history. The majority of workers who quit a job in 2021 stated that low pay (63%), no opportunities for advancement within their company (63%), and feeling disrespected at work (57%) were the main reasons they quit their jobs.

    The pandemic quickly changed how Americans view the workplace and their expectations of it. As COVID-19 rates are on the decline, offices are starting to enforce employees returning to work in the office as opposed to working remotely. So, how can you make your workplace somewhere employees actually want to come to? Continue reading to see how you can enhance your company culture.

    Evaluate Your Current Company Culture

    The most important step to enhancing your company culture is to evaluate the current state of it. Consider how your employees are working together, the employee engagement, arrival, and departure of your employees, etc. Interview employees or conduct surveys to gather additional information. Once you take all those factors and review them, you need to determine what’s missing in your culture. The most crucial step in this process is actually taking action to improve on the areas needed. This is a long process, but ultimately worthwhile. 

    Core Values

    Core values shape your company culture and impact your overall business strategy. They provide your organization with a shared sense of purpose for achieving common goals. Your core values define how your team operates, behaves, and interacts during day-to-day activities. Once you’ve defined your values, ingraining them into the workplace is the challenging part. You must implement accountability mechanisms so your values can be easily united into a performance management system. Taking the time to recognize employees who have positively demonstrated your company values is a simple way to ensure your employees feel engaged and rewarded. 

    Conduct Performance Reviews

    Providing constructive feedback is vital to your employees’ ongoing development. The feedback you offer them clarifies expectations, helps people learn from their mistakes, and builds confidence. When things are going well, it can be easy to provide feedback. However, providing negative feedback isn’t as simple. The problem compounds if it isn’t addressed right away, meaning you’ll find yourself dealing with a much bigger issue later. If employees choose to leave your company, be sure to take advantage of an exit interview. This allows for your team to receive constructive criticism from former employees as to why they’re leaving and what improvements they may have for your company.   

    Encourage Growth

    It’s important now more than ever to retain your employees. If you’re looking for a new position to fill, consider promoting current employees before looking externally. Making sure your current employees are given opportunities for growth is one of the best ways to keep them. Consider offering personal development programs, attending conferences with your employees, conducting skills assessments, and creating formal opportunities to try out new responsibilities.

    In today’s job market, you must ensure that you’re investing in your employees. By providing detailed career paths, you will do just that and attract talented employees. Candidates will be more interested and engaged from the very beginning of their career if they see a detailed path laid out in front of them showing the options for movement and growth within your company. According to SHRM, only 29% of employees were satisfied with the career advancement opportunities offered to them. These career paths ultimately help your employees envision a long-term career within your business.

    Employee Engagement

    Enhancing employee engagement is the simplest way to decrease employee turnover, boost productivity, increase safety, and improve the employer brand. Organizations rely on the energy, commitment, and engagement within their workforce to succeed. You must involve engagement from the entire leadership team and a lot of planning in this step. Consider volunteering as a team and have other team outings. Participating in team-building activities builds a stronger relationship within your organization while potentially helping your community. Participating in activities with team members provides your employees an environment where relationship building is encouraged. Use your company values to aid in the decision of what activities your organization participates in. 

    Transparency

    Transparency is the practice of being open and honest with your employees. Being transparent within the workplace has many benefits. Implementing an open workplace encourages clear communication, collaboration, and an understanding of others without being afraid to speak up. Your employees want to feel supported and valued. Add transparency to your company policy to ensure all employees follow and respect the order to practice honesty. Ensure you are leading by example when encouraging transparency with your team. You need to be the first to set the standard. In order to enforce transparency effectively, be sure to start in the hiring process. This allows for your employees to know from the very beginning about your culture and policies that must be followed in the workplace.  

    Incentives

    It is a common practice for business owners and managers to find effective ways to help keep their employees motivated and engaged. Offering incentives to your employees motivates them and drives behaviors that ultimately result in improved business outcomes. Incentives also create a culture of high performance and retain top performers. Common incentives can include schedule flexibility, home-office days, stock options, team retreats, and tuition reimbursement. Implementing employee incentives comes with many advantages which include improved sales, boosting the morale of your team, and reducing employee turnover. 

    Recognize Employees

    Recognizing your employees for a job well done helps employees see that their company values them and their contributions to the success of their team and the company overall. When recognizing employees, be sure you’re tying it to a specific accomplishment or business objective which encourages continued strong performance. However, a simple “great work” goes a long way for some employees to keep motivated. You don’t know how your employees like to be rewarded, so make sure you ask.  

    Embrace Technology 

    Technology has become an essential part of our day-to-day lives in the workplace. Implementing technology allows your company to be more competitive, enhances communication and collaboration, increases security, and improves productivity and efficiency. Employees must be able to understand that the workforce constantly changes, and they must be willing to adapt as well. Most organizations that are constantly changing technology platforms realize that employees quickly learn how efficient their job can become with new technology. At GMS, we provide top-notch technology to your business to help with your HR functions.

    How A PEO Can Help Enhance Company Culture 

    As an ever-tightening labor market is still relevant, recruiting employees, retention, and enhancing company culture has never been more challenging for businesses. However, GMS can offer your small to mid-sized company guidance on hiring and training, as well as assist in managing the administrative burdens associated with every aspect of the employee life cycle. Our team of experts works diligently with you to provide benefits to attract top-tier employees. We assist in recruiting top talent and providing access to cutting-edge technology including GMS Connect, Time Clock, expense reporting, and our learning management system. Having been named a Top Workplace for over six years, we understand how important creating a strong company culture is. Contact us today to learn how we can assist your business.

  • For the 2023 calendar year, the Internal Revenue Service (IRS) raised the contribution limit to a health savings account (HSA) to $3,850 for an individual and $7,750 for a family. Currently, the HSA limit is $3,650 for individuals and $7,300 for a family. These higher limits allow individuals and families to save more money on qualified expenses.

    An HSA is a savings account that allows you to set aside money on a pre-tax basis to pay for qualified medical expenses. With an HSA, you can use untaxed dollars to pay for deductibles, co-payments, and coinsurance which may lower your health care costs. HSAs are available only to individuals with a high deductible health plan (HDHP) which the IRS defines as a plan with an annual deductible that is no less than $1,500 for self-only coverage or $3,000 for family coverages for 2023. It also articulated that annual out-of-pocket expenses including deductibles and co-payments for an HDHP cannot exceed $7,500 for individuals and $15,000 for family coverage.

    There will be no change to the age 55+ HSA catch-up limit rules for 2023 so it remains at $1,000 per year. This allows any individual ages 55 and older to put away an additional “catch-up” contribution up to that amount annually. All adjusted limits will go into effect starting January 1, 2023.

    GMS Is Here To Help!

    Are you a business owner that doesn’t offer any health care benefits, but you think now might be a good time to introduce them? You’ve come to the right place. We understand that health coverage can be confusing. At GMS, our team of experts sits with your employees to explain the different health coverages available to them and determine the right fit. Learn more! 

  • Do you enjoy the benefits of partnering with a PEO, but you aren’t sure you’re getting everything you were promised in the beginning? If you currently partner with a PEO, you know there are a wide array of benefits you gain through the partnership. When you partner with GMS, you will receive access to our experts in the fields of payroll, employee benefits, human resources, and risk management.

    Making the switch to a different PEO may seem mundane, but it’s important to ensure the partnership with a new PEO is the right fit. Continue reading to learn how simple it can be to switch from one PEO to another.

    Step 1 – Define Your Reasons For Switching PEOs

    The most important step in switching from one PEO to another is determining the reason why you want to switch. Make a list of pros and cons of your current PEO. The types of services and support you want not only have a direct effect on which PEO is right for you but also impact the transition process. 

    Consider asking yourself the following questions to fully understand your reason(s) for switching.

    • Are you receiving everything you were promised at the beginning of your partnership?
    • What services is your current PEO offering you? 
    • What services do you feel are lacking (if applicable)?
    • How fast do they respond to your correspondence and through what channels are they accessible – email only, phone, fax, and so forth. 
    • What red flags, if any, have you experienced that need to be addressed?
    • How often does your HR account manager facilitate onsite visits?
    • Do your employees have easy access to their payroll information?
    • How flexible is your medical plan for your employees?
    • Are your claims being handled properly and in a timely manner?
    • How often do you review your workers’ compensation rate?

    Step 2 – Find The Right Fit

    If you’re considering switching PEOs, you may ask yourself how beneficial it will be for your business to continue a partnership with a PEO. When determining the right PEO for your business, consider your ever-changing business needs. What are your current challenges? Do you anticipate any changes to your business that could impact which services you need? 

    Not all PEOs are created equal. Some are brand new to the PEO market, while others have been around for quite some time. With that said, every PEO offers different services, and some may be a better fit than others. Do your research and ask questions to grasp a better understanding of each business.

    Step 3 – Cost And Value

    PEOs are dedicated to helping businesses grow, so we understand the commitment involved in a partnership. However, having already worked with a PEO, you understand the value a PEO can offer your business. Most PEOs have an enrollment fee that can run up to a couple of thousand dollars for your company. Consider looking for a PEO that is transparent about pricing. You will most likely have a first meeting with each PEO you are interested in. If they aren’t upfront and honest and can’t give an explanation behind the pricing, that’s a red flag right away. Your costs of doing business may be increased unintentionally due to ineffective HR processes. Decreased productivity, high employee turnover, less impressive employee benefits, and more, are ways your ineffective HR practice could be hurting your bottom line. 

    Step 4 – Partnership Overview

    Since you’ve gathered information about top PEOs you are interested in partnering with, it should be clear which organization you want to work with. It’s important to consider the conversation that will be had with your current PEO about parting ways and switching to another PEO. Your previous PEO may require a written notice of termination – a 30-day notice is typical. Create a plan with your team members to ensure a smooth process for the transition of services.

    Your new PEO will provide you with a documented plan of what the partnership will look like. They will show you how the transition and onboarding process will look and how they will get your employees settled in with the new PEO.

    Step 5 – Onboarding

    While PEOs save companies time in the long run, the process of onboarding with a PEO can be time-consuming in the beginning. You must get through the growing pains first before taking advantage of the amazing benefits. There will be multiple steps in the onboarding process consisting of a pre-launch meeting, HR and benefit meetings, and a conversation about payroll. Depending on the PEO you decide on, you should have the option to sign physical documents or submit them electronically if the company is paperless. Once the documents are completed and filed, the implementation process will begin. At the end of the onboarding process, you will have a faster, smarter, and more efficient HR administration process. 

    Find The Right PEO To Help Your Business

    Finding the right PEO to assist with your administrative functions is vital to the success of your business. Managing the many HR functions is the backbone of your business. Researching a variety of different PEOs and choosing the right one can be time-consuming, but in the long run, will provide you with more free time so you can focus on growing your business. A PEO provides you with the administrative support you deserve.

    At GMS, our team of experts works diligently with you and your employees to make your business simpler, safer, and stronger. To learn more about how GMS can benefit your business, contact us today.  

  • When considering partnering with a professional employer organization (PEO), many questions may cross your mind. If you’re just now learning about a PEO, you’ve taken the first step toward providing your company with more efficient and unique practices for handling your most precious assets: your employees. You may be asking, what exactly is a PEO? A PEO enables companies to cost-effectively outsource the management of human resources, employee benefits, payroll, and workers’ compensation. As a PEO, GMS leverages its collective buying power to act as one large company. A PEO works diligently with small business owners to provide them with the same buying power as a larger business through a co-employment relationship. By working with a PEO, you gain access to more cost-effective options regarding healthcare, dental, vision, and workers’ compensation.

    There are many reasons why employers use a PEO. As a business owner, you’re already aware of the amount of time and energy that goes into each aspect of managing your business. What can a PEO do for your business that will save you time and money? Continue reading to see how GMS can make your business simpler, safer, and stronger.

    Payroll

    Managing payroll and tax filings can be one of the most time-consuming and costly tasks there is within your business. Small and mid-sized companies spend an average of $2,000 per employee per year to handle payroll. When you outsource payroll with us, you gain access to:

    • Taxes & tax filing
    • Electronic onboarding
    • Pay card options
    • Garnishment administration 
    • Customized payroll reports
    • Employee documentation
    • Time clock integration
    • GMS Connect: advanced online payroll system
    • New hire reporting
    • Employee self-service portal and app
    • Compliance advice and assistance 

    Human Resources

    There are many functions when it comes to human resources management – from recruiting and retaining employees to payroll to tracking vacation time. Focusing on your company should be your number one concern. Your employees are the backbone of your business. HR management plays a role in instituting and suggesting strategies for individuals that impact the growth of your business. Creating an environment that encourages employees to do their best increases longevity in the workplace. Below are the advantages of outsourcing your human resource functions to a PEO:

    • HR audit
    • Human resources information system (HRIS)
    • Recruitment services 
    • Onboarding
    • Compliance assistance
    • Training & development programs 
    • Retention strategies
    • Recognition programs 
    • Employee relations guidance 

    Risk Management

    There are many risks associated with workers’ compensation and workplace hazards. The majority of work-related deaths, injuries, illnesses, and consequential workers’ compensation costs are preventable. With the right risk management solution, you’ll be able to create a safer work environment for your employees, which ultimately results in fewer claims and a lower workers’ compensation insurance rate. Below are benefits you gain when outsourcing risk management:

    • Claim(s) management
    • PEO discount programs
    • Drug testing
    • Workers’ compensation management 
    • Claim investigation
    • Hearing representation
    • OSHA walk-throughs
    • Safety programs & audits
    • Trainings, webinars, and more

    Benefits

    Attracting and keeping quality employees is the number one concern in today’s workplace. As many individuals are looking for new jobs, standing out from your competitors is key. One of the best ways to do this is by offering a benefits package. Offering a benefits package to your employees, show them you are invested in not only them but their future with your business. Below are examples of benefits you can offer your employees:

    • PEO benefit program
    • TPA services
    • Claims administration
    • Wellness programs 
    • Supplemental insurance programs
    • ACA compliance
    • ERISA compliance
    • RX specialist & assistance 
    • 401(k) 
    • Benefit plan offerings/administration
    • Benefit compliance reporting
    • Claim audits/case management 

    As the list of services that GMS can offer your business is extensive, our experts are here to help with any area of your business that is struggling. By choosing to partner with us, we can better understand what services will be of benefit to your business. We work with you to create a plan that’s designed specifically for the size and needs of your business. Contact us today to learn more!

  • Recruiting plays a major role for any growing company. The problem for many business owners is that recruiting is neither quick nor simple. It’s essential for employers to hire the right people for their business, but that type of commitment can take a lot of work and dedication without some help.

    Recruitment process outsourcing (RPO) gives businesses the resources to simplify their recruiting efforts without sacrificing on the quality of their search. The RPO market has steadily grown for years as more businesses turn to outsourcing as a viable solution for their needs. In this post, we’ll break down how RPO works, why you may need it, and how it can benefit your business.

    What Is Recruitment Process Outsourcing?

    Recruitment process outsourcing (RPO) is a partnership where a business hires a separate company to manage the various tasks and responsibilities associated with finding potential job candidates. The RPO provider then acts as the recruiting extension of that company and provides talent acquisition services based on their needs.

    RPO providers can come in different forms, ranging from third-party staffing agencies to Professional Employer Organizations (PEOs) that provide comprehensive HR solutions. The exact level of RPO services can vary depending on how much assistance an organization needs. There are multiple types of outsourcing engagements available:

    • On-demand RPO – Outsource recruiting services on an as-need basis for a specific job or to accommodate recruitment during peak hiring seasons.
    • Partial-cycle RPO – Selectively outsource single or multiple components of the recruiting process to alleviate internal workload and maximize hiring efforts.
    • Full-cycle RPO – Have an RPO provider manage the entirety of the recruiting process, from initial job descriptions up to the final offer.

    Does My Business Need Recruitment Process Outsourcing?

    Regardless of the size of your business, there are multiple steps that an organization must take when recruiting new employees. Each of these tasks takes time and effort, including:

    • Writing and updating job descriptions.
    • Drafting a specification of desired attributes, skills, and other qualities for the ideal hire.
    • Advertising the opening on job boards, social media, and other places.
    • Screening the applications, creating standardized interview questions, and interviewing initial candidates.
    • Shortlisting applicants and conducting second interviews.
    • Selecting the most suitable candidate (or starting over if none was found).
    • Making a job offer.
    • Updating unsuccessful applicants.
    • Passing relevant client information along to initiate the onboarding process.

    The key to deciding whether to outsource some or all of these tasks involves your organization’s challenges and needs. Any of the following business challenges are legitimate reasons why businesses turn to RPO to bolster their hiring process:

    • Recruiting has become time-consuming and costly to manage internally.
    • Your organization needs to quickly address short-term turnover or keep up with demand.
    • Internal recruiting efforts aren’t yielding qualified candidates.
    • You’re looking to improve your time-to-hire.
    • It’s becoming difficult to manage and track all the different applications, especially when multiple managers or teams are involved.
    • You want to concentrate more of your time and energy on core business functions and leave recruiting to the experts.

    What Are The Benefits Of Outsourcing Recruitment?

    If you find that your business needs recruiting support, it’s time to consider an RPO. Outsourcing some or all of your recruitment efforts can benefit hiring managers and their employers in the following ways.

    Reduced recruiting costs

    It’s no secret that recruiting good talent takes time and money. Outsourcing these recruiting efforts not only reduces costs associated with labor, but also streamlines these processes to make them more efficient. RPO services can also scale with your business as it grows, adding even more flexibility and cost-efficiencies as your hiring needs increase.

    Improved time-to-hire

    A streamlined recruiting process does more than just reduce overall costs. RPO providers can cut down on hiring times by implementing more efficient recruitment strategies and attracting more qualified candidates. In turn, your business can start onboarding employees quicker than before.

    Better candidate quality

    Those same strategies also help businesses find employees who are particularly suited for open positions. In addition to expanding searches to new sources, RPO partners can directly recruit ideal candidates and reach out to these individuals. These measures can open your business up to new candidates you wouldn’t have found on your own.

    Recruitment technology

    Access to special software like applicant tracking systems (ATS) is another way that RPOs lead to both cost savings and an improved process. These systems can automate time-consuming tasks, use machine learning to sort and rule out applicants, and increase internal collaboration through a variety of functions and features.

    Advanced tracking and analytics

    Want hard data to show how well your recruiting efforts are working? RPO solutions can set performance benchmarks, provide real-time data to track success, and highlight areas for improvement.

    Streamlined onboarding

    An RPO doesn’t have to only support your recruiting efforts. These partners can help you streamline the onboarding process by integrating initial procedures into an ATS. This setup will help automate the welcoming process once an offer is accepted and prepare new hires with key documents, new employee forms, and other vital information.

    Compliance support

    A few simple mistakes can lead to compliance issues. RPO providers can help businesses stay clear of regulatory issues, such as avoiding illegal interview questions and establishing best practices for the recruitment process.

    How To Choose A Recruitment Process Outsourcing Partner

    While there are countless forms of recruitment companies out there, some are better for your business than others. It’s important to evaluate each provider before you invest in RPO. There are several factors that will impact which RPO provider is right for your organization.

    • The ability to scale with your organization, both over time and during seasonal hiring needs.
    • Customization options for your specific recruiting program.
    • Partnerships with employment websites and other hiring sources.
    • State-of-the-art technology and other resources.
    • Excellent customer service and organizational support.
    • Comprehensive HR outsourcing solutions that extend beyond recruiting.

    As recruiting top talent becomes more difficult than ever, GMS strives to help businesses simplify and improve their hiring efforts. Being a PEO, we can oversee the recruiting process to save you both time and money while providing you with a pool of quality candidates. Contact GMS today to talk to one of our experts about outsourcing employee recruiting and other time-consuming administrative functions.

  • Running a business isn’t easy. There are so many responsibilities that employers and their HR teams must address with little time.

    The need for simpler administrative solutions is why more businesses are turning to employee self-service technology. This technology gives businesses the means to improve administrative efficiency. Keep reading to learn more about employee self-service software and how it can benefit your business.

    What Is Employee Self-Service (ESS)?

    The simplest way to define employee self-service technology is that it gives employees added accessibility to access key information and handle multiple HR responsibilities on their own. This technology gives users access to an online portal or company intranet login. The Society for Human Resource Management (SHRM) uses the following employee self-service definition to describe this process.

    • “Employee self-service (ESS) portals are web-based tools through which employees can access relevant information and conduct certain transactions from a central online site or gateway.”

    This level of autonomy is designed to give employees more freedom to access their information. Online portals allow workers to adjust or review details when they want to from wherever they have an internet connection. Meanwhile, using an ESS system helps businesses save time and improve administrative efficiency by giving their employees greater access.

    What Can Employees Do With Self-Service Systems?

    ESS portals provide workers with several features that make life easier for themselves and their employers. These features include giving employees the ability to handle the following administrative tasks online without having to directly involve management:

    • Records management and employee data – Update personal information including change of address, marital status, and other data that can impact tax management and other HR functions.
    • Payroll capabilities – View pay stubs, change withholding and deductions, and log time and attendance if necessary.
    • Benefits enrollment and assistance – Review important benefits information, complete open enrollment, and track coverage, participation, and other important details online.
    • Retirement plan adjustments – Make changes to existing plans, such as modifying 401(k) contributions.
    • Time off management – Track PTO hours, submit time-off requests, and find out who is available to cover shifts.
    • Expense management – Submit business-related purchases for future repayment through the company’s expense management system.
    • Company document library – Access important documents such as the company handbook, training documents, operating policies, and more in a single, cloud-based source.

    What Are The Benefits Of Employee Self-Service Systems?

    Giving employees access to ESS technology leads to several advantages for both employers and employees. These improvements include the following ESS benefits:

    Save on time and administrative work

    When you run a business, it takes a lot of time to complete regular administrative tasks. ESS portals take some of that work out of your hands by either reducing how long it takes or eliminating certain jobs altogether.

    ESS portals give employees the ability to access key documents on their own. Instead of spending time and energy delivering payroll stubs, employers can allow workers to access paystubs all year round and download W-2s for tax season. Employees can also update personal information online instead of forcing management to hunt down and input that data. Simply put, ESS technology reduces paperwork and administrative efforts by allowing employee access.

    Improve information sharing and tracking

    ESS technology can integrate with human resource information systems (HRIS) to help employers tie new information into their payroll management, benefits administration, and any other critical processes. Whenever an employee updates their information, these systems will have access to that information.

    Employers can also utilize the ESS technology to keep track of certain employee submissions. For example, managers can review expense claims and PTO requests to make sure they fall in line with company standards and either approve or reject them. This process helps streamline submissions while keeping the appropriate personnel involved in the process.

    Eliminate questions

    Self-service is meant to be a system where employees don’t need to involve others. One of the benefits of offering an ESS system is that it drastically reduces how often employees need to ask for help.

    By giving employees the means to access different information and tools, they can feel empowered to find out information on their own. In turn, managers won’t have to deal with as many questions or serve as a middle man in trying to solve simple HR tasks.

    Improve employee morale

    According to studies by Gartner, 77% of employees want to have easier, more digitized options for completing routine tasks and accessing information. ESS software gives them exactly what they want.

    Offering employees a simple way to check personal information and complete tasks will only make their lives easier. These workers are just as happy to cut out extra paperwork and redundant processes. Presenting self-service options enables employees to take care of what they want on their own, all while saving both them and HR professionals extra headaches. That’s a major win-win for any small business.

    Simplify Your Business With Employee Self-Service Technology

    There are plenty of responsibilities as a business owner. ESS systems allow you to free up some of that administrative workload while empowering your employees at the same time.

    Ready to drive organizational efficiencies through technology and expert HR support? GMS gives companies access to our dedicated HR professionals and special tools like GMS Connect so that they can focus on growing their business. Contact GMS today to see how we can make your business simpler, safer, and stronger through expert HR management.

  • 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!