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  • Hiring is an exciting development for a growing business, but that doesn’t mean it’s easy. According to Glassdoor, it takes an average of 23.8 days to complete the hiring process. That timeline accounts for everything from creating the job description to extending an offer – and all the hard work in between.

    That amount of work is exactly why businesses turn to applicant tracking systems (ATS) to streamline this essential business function. Let’s break down what an ATS does and how it can support your business.

    What Does Applicant Tracking System Software Do?

    An ATS is a form of recruiting software designed to simplify the hiring process. This type of software, also referred to as a talent management system, helps businesses organize important processes and improve internal efficiencies to streamline the entirety of the hiring cycle.

    A typical ATS performs a variety of tasks to automate time-consuming responsibilities and provide additional information. These tasks can include, but are not limited to the following functions and capabilities:

    • An ability to post openings to various job boards.
    • Storage of applicant data as individuals apply to your open positions.
    • Application screening to identify potential matches based on set parameters, keyword filters, and other means.
    • Applicant ranking based on how well resumes match a specific job description.
    • Collaboration tools that allow employers and recruiters to comment on applicants and leave ratings for internal review.
    • Automated emails to schedule interviews, update candidates, and stay connected with priority individuals.

    The Benefits Of Applicant Tracking System For Employers

    When it comes to the hiring process, businesses can use every advantage they can get. An ATS is equipped to give organizations the tools and technology needed to stay competitive while improving their internal procedures. These benefits allow your business to do the following:

    • Find and hire better candidates.
    • Improve the candidate experience.
    • Make the hiring process shorter and more efficient.
    • Increase collaboration during the hiring process.
    • Streamline the onboarding process.
    • Stay competitive in the hiring market.

    Find and hire better candidates

    Between the need for skilled workers and the costs of employee turnover, it’s essential to find the right people for your positions. Tracking systems gives employers an advanced way to identify ideal candidates for each and every role. Employers can prioritize certain skills and other factors to call out more qualified individuals. Some systems can even utilize artificial intelligence to create an ideal profile for a position and predict new success factors for future candidates.

    Another way that an ATS can improve your candidate pool is by helping it grow. These systems can help distribute applications to as many job boards, recruitment sites, social media platforms, and other potential posting destinations as you deem fit for your business. Better yet, users can publish job posts on all these sites simultaneously (or pretty close to it). This streamlined approach to job distribution makes it easier for employers to reach more people without nearly as much of the legwork.

    Improve the candidate experience

    Tracking technology also allows employers to improve your reach is to simplify the application process for candidates. An ATS gives job seekers the ability to apply for your positions on their phone, laptop, tablet, or any other device. Better yet, applicants won’t need to create a new account and log in to apply to your openings. In turn, promising candidates won’t drop out early to pursue other openings with fewer roadblocks.

    Make the hiring process shorter and more efficient

    Manually reviewing applications is a long, tedious process. An ATS takes out a lot of the menial labor by organizing and optimizing the review process.

    As individuals submit their applications, an ATS automatically pulls every submission into a central database. These systems will then use varying means ranging from pre-set filters to AI machine learning to sort and even rule out certain applicants. These methods give your business a streamlined process to review organized, qualified applications.

    A good ATS also reduces time-to-fill for job openings is by simplifying the applicant management process. An ATS makes it quick and easy to message candidates through a single platform. Businesses can even automate large portions of applicant management through chatbots that screen questions and address frequently asked questions.

    Applicant tracking technology also automates the scheduling process. It takes time to review calendars, set up interviews, and send out information. An ATS typically offers integrated scheduling tools to set up interviews and send out meeting reminders. This process not only saves you from more initial work, but also keeps everyone on the same page to limit confusion and potential no-shows.

    Increase collaboration during the hiring process

    It’s not always easy to get everyone on the same page during the hiring process. It’s good to get input from different individuals within your company, but it can be difficult to collect everyone’s input and keep everyone in the loop. The right system gives users a space to work together in an organized fashion.

    ATS software allows different team members to take notes, see resumes, and review other information all in one place. The recruiter can use this system to assign out roles and set up alerts for anyone needed in the hiring process. These tools help ensure that everyone can take part in selecting the right candidate without adding extra complications.

    Streamline the onboarding process

    An ATS offers benefits that extend beyond job applications and interviews. These systems also allow businesses to speed up the onboarding process and help qualified candidates start their new careers off right.

    Once you fill a position, the ATS starts the welcoming process for your newest employee. Employers can set up their ATS to provide new hires with key information about their role, the business, and expectations for the initial few weeks. These systems can also prompt individuals to fill out new employee forms and other necessary paperwork.

    Stay competitive in the hiring market

    The vast majority of Fortune 500 companies use some form of ATS in their hiring process. Based on all the benefits listed above, that makes sense. However, that doesn’t mean that this type of software is exclusive to larger companies.

    Businesses of all sizes can reap the benefits of an ATS. A good system can help your company stay ahead of big corporations by making your openings more visible and giving applicants quick, easy access to your business.

    Streamline Your Recruiting And Hiring Process

    As the labor market tightens, hiring is only getting harder for small and mid-size businesses. That’s why GMS partners with businesses to manage this essential process. Between our team of HR experts and cutting-edge applicant tracking technology, we can help you recruit top talent while saving you from the time it takes to do so.

    Ready to simplify your business? Contact us now to talk to our recruiting and hiring managers about how GMS can help solve your talent acquisition challenges.

  • Employee onboarding is the process of integrating a new employee with a company, its culture, and all of the information needed for a role. Although the process itself sounds simple, it is actually one of the most critical factors in producing efficient and engaged workers. 

    While it’s no surprise that the onboarding process can vary greatly from company to company, all successful onboarding programs place an emphasis on these things:

    • Structure – Providing a consistent process across the board, regardless of different job titles or locations
    • Operations – Ensuring your new hires have access to all materials and training necessary to do their jobs successfully. 
    • Strategy – Changing the thought process behind your onboarding from “checking the box” to “recipe for success.”

    As 2022 will likely see a continuation in the workforce shortage, placing an ongoing emphasis on your employee onboarding experience can help you conquer any retention woes.

    Did you know…

    When you partner with GMS, you gain access to our electronic onboarding system, which includes English and Spanish languages, customized welcome videos, and more! If you’re ready to put an emphasis on efficient onboarding, contact us today.

  • While many businesses have struggled with staffing issues during the pandemic, cannabis companies aren’t dealing with growth issues. Employment in the cannabis industry grew by 32% in 2020, and that expansion hasn’t slowed down since.

    Whether you run a dispensary, sell cannabis-infused products, or play another role in the legal marijuana industry, business prospects are booming. However, that same level of growth does present a new challenge – navigating human resources. Some business owners may try to tackle these administrative burdens themselves, but that commitment can pose problems.

    “Some small businesses think this is something they can tackle on their own, but the cannabis industry really understands the importance of hiring an HR professional or partnering with an organization that handles HR,” says Stacey Larotonda, vice president of client services at GMS.

    There are several administrative responsibilities that come with a growing company, especially one that’s regulated as heavily as the cannabis industry. Let’s break down some key areas where the cannabis industry can benefit from professional HR assistance.

    Compliance

    It’s no secret that the cannabis industry deals with heavy regulations. However, newer businesses in the cannabis industry may not be fully prepared to deal with all the responsibilities.

    “We have found that most of the cannabis businesses are in the infancy stage when they join with GMS,” Larotonda says. “Because of this, they don’t have much from an HR compliancy standpoint.”

    One struggle is dealing with the different laws that impact the cannabis industry. These companies typically deal with different regulations for licensing, banking, benefits, safety, hiring, and more. An HR partner can help business owners keep up with the rapidly changing regulatory landscape to help them stay one step ahead.

    Of course, compliance also extends beyond cannabis-specific rules. There are plenty of standard business compliance issues to address as well. Proper HR management can work with businesses to stay compliant through the following actions:

    Payroll

    Banking has been and will continue to be tricky for cannabis businesses. While the cannabis industry can operate legally within state lines, federal banks and other forms of financing aren’t always available. Combined with the aforementioned compliance concerns, payroll administration is a difficult process for cannabis companies.

    By outsourcing payroll to an HR partner, cannabis companies can simplify their payroll process and ensure that they pay their employees legally. For example, GMS utilizes online payroll software to help automate payroll processing around a business’ particular needs. That process means that cannabis businesses can streamline payroll tax deductions, timekeeping, and other time-consuming tasks in a quick, legal manner.

    Hiring

    In a rapidly growing industry, cannabis businesses have to get out and find the right talent. The problem is that hiring employees isn’t necessarily easy or cheap. It can be difficult to find applicants with good past experience or formal training in dealing with cannabis. Meanwhile, the average cost of a bad hire amounts to roughly 30% of that employee’s first-year potential earnings.

    A good HR team can help guide cannabis companies during the hiring process and take on the administrative burdens associated with this process. Those needs include managing the following legwork to streamline the recruiting process and find top talent for your industry.

    • Job ads and job descriptions
    • Offer letters
    • Background checks
    • Interview assistance
    • Applicant tracking systems
    • Payroll forms

    Employee Retention

    Once you hire the right people, it’s very important to retain top employees. Simply put, losing good talent is expensive. The cost of employee turnover can range as high as three-quarters of that employee’s salary. You also need people to operate your business, and constant turnover only leads to a constant, expensive hiring cycle. As such, HR plays a pivotal role in keeping employees in your company.

    “Invest in your people, whether that is HR, operations, sales, etc.,” Larotonda says. “Make your company a place people don’t want to leave!”

    There are several ways that HR can improve employee retention. These measures range from setting up employees for immediate success and giving them a reason to make your company a place to stay.

    Ongoing Assistance

    No business owner should be asked to oversee all of their HR functions alone, much less one in a rapidly-growing industry. With the right HR partner, you don’t have to know everything about administrative functions.

    As HR professionals, the experts at GMS work with you to make your company simpler, safer, and stronger. Our job is to give your business access to HR tools and resources that can help your business grow and succeed. When you have questions, we can provide the answers you need. In turn, you can focus your time on growth instead of time-consuming administrative tasks.

    Ready to nail down your HR process and set your business up for happy employees and future growth? Contact us now about how GMS Connect can help solve your business’ HR challenges.

  • It’s no surprise that businesses faced an onslaught of challenges in recent years. From the ongoing COVID-19 pandemic to The Great Resignation, employers needed to adapt in order to maintain a positive, efficient working environment.

    The future of work is rapidly evolving, and those same changes have led to new human resource trends geared toward addressing employee retention, operational efficiencies, and other critical issues. While many of these trends were created by trying times, they now provide employers with new opportunities to strengthen their business.

    Let’s break down some of top HR trends for 2022 and how you can apply them for your business.

    Hybrid Working Arrangements

    While the pandemic necessitated many businesses to utilize remote working arrangements, the demand for telecommuting isn’t slowing down. According to a WeWork survey, “75% would give up at least one benefit or perk for the freedom to choose their work environment.”

    That desire for flexible working accommodations is attractive for both current and future employees – and an important focus for many businesses in 2022. That same WeWork survey found that nearly 80% of C-Suite employees would allow workers to split time between traditional office space and remote working as long as their jobs didn’t require them to always be on premises.

    What does this trend mean for your business? Hybrid working arrangements are becoming the norm. A flexible work environment directly impacts employees’ wellbeing and helps keep them engaged. Now that employees and businesses have found that they can both succeed remotely, companies must either pave the way for remote work or compete against other employers that provide that level of flexibility.

    Of course, there are some steps employers and HR teams need to take in order to transition to a hybrid workplace. The following steps are all essential parts of a hybrid working arrangement.

    • Identify which staff is eligible for hybrid work (and to what extent).
    • Enact a work from home policy for proper social distancing, measures for dealing with any exposures, and any other relevant procedures that employees should know.
    • Ensure your office is tech-ready for remote work. This process includes setting up Virtual Private Networks (VPN), preparing work devices for at-home use, and enacting strict cybersecurity measures.
    • Use communication channels available to both on-site and remote workers to communicate and share information consistently among all employees.

    Reskilling, Upskilling, And Flexible Development

    Work environments aren’t the only part of your company that may need to adapt. The people within your organization will likely need to evolve as well.

    According to Gartner, “nearly one in three skills that were needed for a job in 2018 will not be needed by 2022 – and that the average number of skills per job is increasing steadily.” Between new workplace technology and greater internal needs, 2022 is an important year for skills-building. Here are a few ways that businesses can help employees develop in 2022.

    • Invest in training programs to help reskill and upskill employees.
    • Allocate an education and improvement budget for employees to purchase books, attend events, and pursue other learning opportunities.
    • Set company-wide learning goals and tie them into your business goals.
    • Encourage peer learning so that employees can share their experience and abilities with other and help each other grow.

    These measures have dual benefits. First, employees will be able to learn the skills required to stay efficient and effective. Second, a dedication to reskilling and upskilling individuals shows workers that your business is invested in them. In turn, these efforts can help improve the employee experience and keep them engaged.

    Leadership Training And Internal Mobility

    Talent retention has been critical for a long time, but the aftermath of The Great Resignation has spurred more businesses to put measures in place to keep top employees. That desire to retain and train key workers is why more employers plan to focus on developing leadership training and an internal mobility program in 2022.

    There are plenty of practical benefits to hiring internally – lower costs, shortened onboarding times, etc. A true leadership and internal mobility program takes those benefits to the next level. Businesses can utilize training programs, upskilling initiatives, and leadership coaching to turn high-value employees into decision makers who are invested in the process.

    Employees can also see the value in leadership and internal mobility initiatives. This practice allows employees to give employees a clear means to advance their careers within the company and become future leaders. This ability to grow and attain long-term career goals is a great retention tool that can help businesses retain more top talent in 2022.

    Embracing Data Through People Analytics

    Business technology grows more sophisticated each year, and people analytics and other data-driven initiatives are set to be a big opportunity in 2022. The adoption of new digital tools are giving businesses the ability to use existing data and make informed decisions. There’s just one big problem – most businesses don’t quite know how to properly use that data.

    According to Deloitte, nearly three quarters of companies view people analytics as a high priority, but less than 10% have usable data or know how apply that information. Fortunately, new technology can help make data more accessible.

    A good HRIS system and other increasingly popular HR solutions have made it easier for businesses to track data. For example, the following metrics are hugely beneficial when it comes to talent management and overall operational improvement:

    • Revenue per employee
    • Cost per hire
    • Average time from candidate application to employment offer
    • Early turnover rates
    • Annual absenteeism rate

    Increased Automation Efforts

    Another major advantage of improving technology is that it’s now easier for businesses to automate various processes than ever before. There are several HR functions and other internal business needs that require a lot of manual labor. Automating different workflows, communication efforts, and other components of your business is a simple way to improve efficiency for you and all your employees.

    Automation can also do more than just save time. An HRIS and other computerized tools can gather more data than what is possible through manual means. Meanwhile, automated HR tools limit the opportunity for human error, which is especially important for payroll tax compliance and other regulatory concerns. These benefits are why the following types of HR automation tools should continue to grow in popularity in 2022:

    • Payroll tax automation software
    • Online employee onboarding processes
    • Open enrollment portals
    • Time tracking and scheduling systems
    • Instant manager approvals
    • Chatbot services
    • Data reporting, analysis, and alerts
    • Employee self-service capabilities

    Take Advantage Of New HR Trends With GMS

    Change is inevitable, especially when it comes to managing an efficient workplace. Between new regulations, cultural shifts, and other challenges, it’s not easy to stay on top of the latest news and HR trends.

    Fortunately, GMS is here to help business owners simplify their business and stay competitive. Our dedicated experts and cutting-edge HRIS technology allow us to modernize your workplace and keep you up-to-date with all the latest news and legislation. In turn, you can spend your time on growing your business while our HR professionals deal with payroll, benefits administration, and other time-consuming tasks.

    Ready to prepare your business for 2022 and beyond? Contact GMS today to have us take on your toughest HR challenges.

  • U.S. Immigration and Customs Enforcement (ICE) recently announced an extension of the flexibility in rules related to Form I-9 compliance that was initially granted last year. With the ongoing pandemic, the Department of Homeland Security (DHS) has extended this policy until April 30th, 2022.

    Under said policy, employers may inspect the I-9 documents of certain remote employees by way of camera or fax. This extension will lend a hand in ensuring the guidance for employees hired on or after April 1, 2021, that work exclusively in remote settings due to COVID-19-related precautions, will remain in place until they undertake non-remote employment on a regular, consistent, or predictable basis, or until the extension is terminated. Upon commencing non-remote employment, the employer must verify the employee’s documents in person, within three business days.

    While some questions were raised in determining what to do if a remote employee leaves the job before the employer has a chance to inspect their I-9 documents in person, ICE provided the following information: “Employers may be unable to timely inspect and verify, in-person, the Form I-9 supporting documents of employee(s) hired since March 20, 2020, . . .in case-by-case situations (such as cases in which affected employees are no longer employed by the employer). In such cases, employers may memorialize the reason(s) for this inability in a memorandum retained with each affected employee’s Form I-9. Any such reason(s) will be evaluated, on a case-by-case basis, by DHS ICE in the event of a Form I-9 audit.” Still, little clarity is provided when a “case by case” policy is referenced. That said, GMS’ Vice President of Client Services Stacey Larotonda recommends employers do what they can in obtaining Form I-9 documentation physically to avoid any complications down the road.

    ICE is anticipated to significantly expand its I-9 inspection efforts when the pandemic nears its end – at which point, the federal government will be looking for errors made under the relaxed rules, as well as other commonly made mistakes – such as not entering the initial date of employment or incorrectly submitting a section. Knowing that the minimum fine per individual for paperwork or technical violations in 2020 was $234, and could run upwards of thousands of dollars, it’s recommended that an employer first self-audits, then partners with a PEO like GMS to assist in the efforts.

    Our HR experts will continue to monitor for updates in this matter. To learn more about GMS and how our services could be your best defense against I-9 errors, contact us today.

  • As employees continue to have the upper hand in the workforce, now more than ever it is important to keep a pulse on their job performance and trajectory to ensure they remain engaged in their roles. Simply having annual reviews and/or occasional one-on-one meetings will no longer meet the needs of your employee pool. By implementing a performance management system, you can ensure consistent, organized feedback – which will, in turn, help your organization and teams meet their goals and objectives.  

    The question then becomes how do you measure performance? Implementing key performance indicators (KPIs) can help you quantify individual and organizational goals, thus evaluating performance accordingly. When used correctly, KPIs will support your business strategy and allow you to monitor progress. Below are three KPIs to consider for your performance management strategy.  

    Employee Turnover Rate (ETR) 

    The first step is to understand that employees’ happiness starts with the management team. If someone is unhappy in a job they need to be able to feel as though they can express this. To alleviate this problem, creating a great management team is key. If you want to figure out how employees feel in the job, Impraise suggests sending out regular surveys to have them share their feelings anonymously. As many know, high turnover is most companies’ nightmare, and training new employees can be extremely expensive. A study, the Center for American Progress reported the average cost of replacing an employee to be 21% of their annual salary. That said, making ETR something you continually review can save you both time and money in the long run.  

    Engagement Is Key 

    Keeping your employees engaged is an aspect that many struggle to balance – however, this is a clear link between engagement and bottom-line objectives. Disengagement can cost $3,400 for every $10,000 of salary. This can be controlled by managers giving feedback at least once a week. 43% of highly engaged employees reported this being the case. Nowadays, people take flexibility and understanding as a huge plus in their jobs. This ties directly into employee productivity because of they are engaged in their work then they will be a lot more productive.  

    Productivity Suggestions 

    Are you interested in boosting productivity on your team? You can do so by helping them understand how their efforts lend a hand in the overall goals of the company. When employees are motivated and inspired, their productivity greatly increases. Here are a few ways that Indeed suggests keeping your team working hard.  

    1. Establishing values is important because this will constitute a good performance.  
    2. Hiring smart means not only do they need to have the skills, but they also need to be a good culture fit because if the values don’t align with the ones you have within the organization, then they will not be productive.  
    3. Offering constructive feedback is critical for your team to understand how they are succeeding. Everyone wants to see that their work is noticed and if they are not doing a good job, it is easier to fix it early on than wait for there to be an issue.  
    4. Two-way communication means that your team understands that their feedback is also important in the job and that it is not just about you being happy with their work, they need to be happy with the work they are doing also.  
    5. Always celebrate the success of your team, because this will boost their morale and also benefit you by letting them know that their work is where you want it to be and to continue this. 

    If you’ve been contemplating implementing a performance management system for your business,  contact us today. With recent holiday time off, year-end bonuses, and new year resolutions, employees are motivated to start the year on a good note. Leverage their excitement to help reach your company’s goals!  

  • Progressives in Congress have begun backing a bill that would decrease the typical 40-hour workweek to 32 hours. This proposed bill has gained a multitude of traction within congress. If successful, this would set a new precedent within American society; the four-day workweek. 

    Republican, Mark Takano stated, “nearly 100-member group formally endorsed the “32-Hour Workweek Act,” noting the measure is a move “toward a modern-day business model that prioritizes productivity, fair pay, and an improved quality of life for workers across the country.”  

    Why Implement The 32-Hour Week? 

    Throughout the United States, wages have been declining over the past 50 years. Since COVID-19, Americans have come to understand the coined term, The Great Resignation. To combat the rapid decline of employees and increase the number of open positions, there had to be a change. Rapid burnout and inadequate wages are something that will no longer be accepted. Americans began to rethink how work impacts their lives. This has left employers struggling to find ways to adapt to the work shortage and rising inflation. Many have begun to consider whether to implement higher wages or a shorter week.  

    The New Way Of Modern Business?  

    While employees benefit from the fewer hours required, employers can likely expect higher productivity during the hours their workers are clocking. If the bill is passed, it will not get rid of the 40-hour workweek altogether – employers must offer overtime for anything work completed after 32 hours. Zeeshan Aleem  stated, “It’s a measure that has no real prospect of becoming law in the near term, but it’s a compelling idea that’s garnering more attention worldwide — and it could serve as a potential point of focus for the American left in the future.” 

    Staying up to date with the rapidly changing regulations can be overwhelming. However, when you partner with GMS, business owners can undoubtedly rely on being the first aware. Ready to partner with GMS? Contact us today to get started!  

  • Technology is a powerful tool for businesses looking to improve operational efficiencies and address internal challenges. A good human resources information system (HRIS) can help businesses of all sizes make data-driven decisions, improve compliance, and cut down administrative work, all within a single platform.

    While an HRIS is a powerful management tool, choosing the right system is complicated if you don’t know where to start. It’s time to break down the benefits of an HRIS, what an ideal system should include, and how to identify a platform that’s best suited for your business.

    Does My Business Need An HRIS?

    The need for an HRIS depends on your business. Some employers may not mind manually managing all their HR operations. For the majority of growing businesses with complex, time-consuming HR needs, that isn’t the case. As such, there are a variety of reasons why an HRIS can benefit your business:

    • Your business keeps growing and it’s becoming increasingly difficult to manage employee data and other information.
    • You need more tools to properly analyze workforce data.
    • Your business utilizes different systems for a variety of HR functions (payroll, recruitment, etc.).
    • You need better support recruiting specialized talent or hiring independent contractors and other individuals.
    • You can’t keep pace with changing regulations or evolving workforce demographics.
    • You want to improve the employee experience for your organization.

    What Features Should An HRIS Include?

    Identifying whether you need an HRIS is only the first step. Different systems have various features, so you’ll want to review potential options to ensure they can help you address and solve specific challenges. The following features are some of the HR tools and notable elements that you should look for in an ideal HRIS.

    Payroll management

    The average owner spends nearly five hours calculating, filing, and paying payroll taxes each pay period. A payroll management system gives employers the tools to automatically deduct taxes and benefits from employee wages, generate reports, and complete other critical payroll tasks. In turn, employers save plenty of time and limit the chances of costly errors.

    Benefits administration

    A good HRIS provides businesses with a range of capabilities to streamline benefits and improve the employee experience. These advantages include:
    • Simplified electronic enrollment for new hires, open enrollment, and qualifying life events.
    • Customization options for management and open enrollment, including the ability to set up several rules for auto-enrollment, dependent types, and more.
    • Online portals that give employees the ability to access and control their benefits information.
    • Improved connection to benefit carriers, including automating the data transfer process.
    • Quick, easy reporting features to help employers identify the number of benefits changes, audit bills, and review other information.
    • Advanced security compared to completing enrollment manually.

    Time tracking, attendance records, and scheduling

    A streamlined time tracking and scheduling system allows businesses to cut back on needing multiple spreadsheets or calendars to find data. An online system can keep all this information in one space so that employers can quickly monitor attendance records and other scheduling information. An HRIS can also integrate time tracking with payroll to keep data accurate and ensure employees are paid for the hours they worked.

    Recruitment and onboarding management

    A good onboarding experience not only sets up new employees for success, but also saves employers’ time. An HRIS can provide a paperless onboarding process that guides employees through every step, including collecting necessary forms for new hires and open enrollment. An HRIS can also assist employers before a hire is made through background checks, preliminary screenings, and other services.

    Reporting and analysis

    Information is critical for a growing business. A good HRIS can integrate multiple HR functions into a single system to deliver comprehensive analysis on critical HR metrics. Businesses can also set up push reports and other actions to leadership, stakeholders, and other individuals based on specific criteria to alert them when necessary.

    Employee self-service capabilities

    Employers aren’t the only people who benefit from an HRIS. An online system allows employees to remotely access information so that they have all their information handy when they need it. These online portals give employees the means to edit or add to personal information, mark attendance online, and enjoy other benefits all from the comfort of their desktop, laptop, or mobile device.

    How To Select The Right HRIS For Your Business

    There are plenty of options available, so it’s crucial to identify your exact needs when choosing an HRIS for your business. As such, you’ll want to take a few steps to identify the best HRIS partner for your specific pain points and requirements.

    1. Identify and understand the HR challenges your business needs to address

    Every business is different, so it only makes sense that certain HRIS features will be more important to your organization than others. The first step is to list out every challenge you face with your current HR process. The results will help your organization focus on areas of need and highlight the specific features your business will require from an HRIS.

    2. Examine how an HRIS can address each problem

    Once you have your list of pain points, you can evaluate how an HRIS can solve your organization’s HR challenges. This process will help you identify which features are most important for your business when you assess different HRIS options and judge their capabilities.

    3. Create a list of business goals that apply to your HRIS search

    Not all capabilities are created equal. Some HRIS vendors may be better suited for solving current issues, whereas others may offer more opportunities for scalability and access to HR experts. Some key criteria for an HRIS can include any or all of the following:

    • Does the HRIS make it easy for all users to adopt and use its technology?
    • How well does the HRIS streamline productivity through improved workflows and processes?
    • How extensive are the HRIS’ reporting and data insights?
    • How well does the HRIS integrate key HR systems and create a smooth end-user experience for employers and employees?
    • What are the built-in compliance capabilities that ensure your business continually meets local, state, and national regulations and requirements?
    • How much support does the HRIS offer in terms of customer assistance and HR expertise?
    • How well will the HRIS be able to scale with your business in the future?

    4. Evaluate HRIS vendors

    Once you have a list of your organizational needs, business goals, and other criteria, it’s time to compare potential HRIS vendors. Create a shortlist of vendors based on your needs and budget and reach out to schedule interviews and request live demos to get as much information about the vendors as possible.

    5. Conclude the process

    The work doesn’t end with a decision. After you identify the best HRIS for your organizational needs, you’ll need to implement this new system. Create a thorough migration plan with your HRIS vendor and communicate with employees about what to expect and how this transition will impact them. Once the implementation is over, train individuals on how to best utilize the system and enjoy it’s benefits.

    Simplify Your Business With GMS Connect

    An HRIS can make a massive difference for small and medium-sized businesses looking to make their businesses more efficient and effective. That need for support is why GMS partners with businesses to provide cutting-edge HRIS technology along with dedicated service and support.

    GMS Connect is a fully integrated, cloud-based HRIS that allows small and medium-sized businesses to drive efficiencies from anywhere with an internet connection. Our software gives your business access to a complete online HR platform, complete with world-class payroll, benefits, HR, recruiting, performance management, and other critical functions to cover the entire HR spectrum.

    Ready to make your business simpler, safer, and stronger with the right HRIS? Contact us now about how GMS Connect can help solve your business’ HR challenges.

  • COVID-19 has brought many unforeseen challenges, however, one that employers can get ahead of is the Great Resignation. The term was coined in 2019 by Texas A&M’s Anthony Klotz. This prediction displayed a widespread voluntary removal of those within the workforce. As we come to the end of the year, the Great Resignation has continued to gain momentum. According to Harvard Business Review, beginning in April 2021, over four million employees quit within that month alone. This led to a record-breaking number of open positions reaching 10.7 million by July.  

    Is the worst yet to come? Experts are telling employers to brace themselves as they expect even more employees to quit after year-end benefits, such as bonuses, commissions, celebrations, and PTO, all diminish.  

    Heading into 2022, this is going to play a major role in the way businesses operate. To attract and retain top talent, one must understand why employees are leaving. Spoiler alert, contrary to popular belief, the once generous government benefits that may have encouraged people to opt-out of actual work are actually not to blame.  

    There are two key trends that have been identified thus far. First, mid-career employees (those aged 30 to 45 years old) have the greatest increase in resignation rates. It’s possible that this is caused by “pandemic epiphanies,” meaning employees have simply reached their breaking point and are choosing to step away from the heavy workloads and stressors that come along with their current 9-5. The second trend points out that the dramatic variance of turnover rates in different industries. Specifically, both the technology and health care industries have seen much higher attrition. It’s assumed that these industries witnessed such change due to the increase in demand for both during the pandemic, ultimately leading to burnout.  

    Strategies To Combat The Resignation: 

    Knowing that the cost to onboard a new employee exceeds $4,000, now more than ever employers need to focus on keeping the talent that they already have. Consider these strategies to help: 

    1. Put work-life balance at the top of your organization’s list 
    2. Invest in your employees – give them competitive compensation, top-notch healthcare, and retirement 
    3. Train leaders to recognize and address burnout 
    4. Create a clear pathway for employee growth by investing in training and development 
    5. Implement “stay interviews,” which consist of management interviewing employees to get a better pulse on their experience and allows the employee to share any recommendations or feedback that they may have. 

    How GMS can make a difference:  

    Partnering with GMS allows business owners to have valuable tools to continue to increase employee retention. The Great Resignation is by no means coming to an end as we head into 2022. Partnering with GMS can combat the challenges that await. Contact GMS today to learn how we can help you tackle The Great Resignation.  

  • On November 19th, President Biden’s $1 trillion Infrastructure Law (Infrastructure Investment and Jobs Act) was passed by the House after months of delays and will now be sent to the Senate to approve. The White House is projecting that this bill will create 2 million jobs over the coming decade. However, many are worried about where the funding will come from. 

    This bill will deliver $550 billion of new federal investments in American infrastructure over five years, which will touch everything from bridges and roads to the nation’s broadband, water, and energy systems. Also included in this bill are expanded child-care, paid leave, expanded healthcare coverage, an extension on child tax credit payments, green energy investments and tax credits, universal pre-K, affordable housing, and various other programs.  

    One upside for some is that this could create many jobs in construction, transportation, and energy. The New York Times goes on to describe that if there isn’t enough labor to keep up with the demand, then Biden’s plans could be set back. In an already-tight labor market, employers can expect even more hiring hurdles, should the bill be approved. 

    Employers in the construction, transportation, and energy industries should be proactive in recruiting talent and growing their workforce. GMS can help by creating a hiring plan for your company, streamlining your onboarding process, and ensuring a seamless payroll. Contact us today.