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  • In a significant stride towards a fairer and more just work environment, the Fifth U.S. Circuit Court of Appeals recently handed down a ruling that promises to reshape the landscape of discrimination lawsuits. With this ruling, employees now have a stronger basis to challenge discriminatory actions related to scheduling and other employment-related choices.

    Expanding The Boundaries Of Anti-Discrimination Laws

    On August 18th, 2023, the court confirmed that federal anti-discrimination laws can extend their protection to encompass decisions beyond what was previously deemed “ultimate employment actions.” Traditionally, to build a case of discrimination, employees had to demonstrate they had suffered due to a significant employment decision, such as termination, suspension, or demotion. However, this new ruling breathes life into a broader spectrum of scenarios.

    Under the umbrella of Title VII of the Civil Rights Act of 1964, employers are legally prohibited from discriminating against individuals based on race, color, religion, sex, or national origin regarding compensation, conditions, privileges, and terms of employment. Prior to this ruling, legal action necessitated a link to an ultimate employment decision. Now, the court’s verdict enables claims based on any decision that influences employment terms, conditions, or privileges.

    A Case That Ignited Change

    The origin of this case lies in Hamilton v. Dallas County. The lawsuit was brought forth by nine female detention officers from a Texas jail, highlighting gender discrimination. The heart of the matter was the preferential scheduling of male officers with full weekends off, while female officers were obligated to work at least one weekend day. The county’s defense was rooted in the assertion that the scheduling policy didn’t directly impact the female officers’ core job responsibilities, compensation, or benefits. The female officers, however, argued that the scheduling policy’s adverse effects constituted an adverse employment action. The decision by the Fifth Circuit Court of Appeals reverberated with the sentiment of equality. This case serves as a poignant reminder to employers that decisions, even those that don’t culminate in a significant employment outcome, should be untainted by any form of discrimination.

    Balancing The Scale Of Justice

    While this ruling opens the door to justice, it also sets a new standard for employees wishing to bring forward discrimination claims in the scheduling context. Demonstrating that such discrimination had a disparate impact on a protected group is just the beginning. Employees must also establish tangible harm linked to the decision, such as financial loss due to missed overtime pay, bonuses, or premium pay periods.

    However, it’s important to note that the court has drawn a line. The ruling does not hold employers liable for “de minimis workplace trifles,” as highlighted by attorney Tiffany Cox Stacy. This discernment prevents the floodgates from opening to minor claims while still prioritizing the pursuit of genuine equality.

    Navigating The Evolving Landscape

    The implications of this ruling are profound and demand proactive attention from both employers and HR professionals. The increased potential for litigation over what constitutes an adverse employment action could lead to a surge in cases until the U.S. Supreme Court weighs in. Employers must be prepared for an evolving legal landscape and a heightened need for well-documented decision-making processes.

    An attorney with Morrison Cohen predicts that this ruling might give rise to a new wave of complaints post-pandemic as employees strive to protect their positions and counteract perceived retaliation. The challenge for employers is to navigate an environment where almost any business decision could be interpreted as adverse.

    Consequently, HR departments are advised to adopt a discerning lens towards employment actions that fall short of ultimate decisions. This could translate into more active involvement in matters such as progressive discipline, which might have a bearing on employees’ eligibility for promotions, transfers, raises, or changes in schedules. Legal experts recommend carefully scrutinizing existing scheduling policies and forthcoming changes to ensure alignment with business needs and legal requirements.

    While the road ahead might be intricate, employers can navigate it by focusing on legitimate business justifications for their decisions. Documentation will be instrumental in proving that employment choices are rooted in nondiscriminatory principles.

    The Assistance Of A PEO

    As the courts expand the boundaries of what constitutes an adverse employment action, the need for vigilant and comprehensive workforce management becomes paramount for business owners. This shifting legal landscape highlights the crucial role of a professional employer organization (PEO) in guiding businesses through these complexities. A PEO’s expertise in navigating nuanced employment decisions, coupled with their commitment to fostering equality and compliance, offers a steadfast anchor in times of change. By partnering with a PEO like Group Management Services (GMS), business owners can confidently navigate the evolving terrain, ensuring their workplace remains fair, where employees’ rights are safeguarded, and the path to success is paved with integrity. In an era of transformation, GMS empowers business owners to embrace these legal developments and champion a thriving, inclusive, and legally sound workplace. Contact us today to learn more.

  • In the age of digitization, data collection and analysis have emerged as indispensable elements for organizational success. People analytics is a powerful tool that empowers you to steer your decision-making with data, anticipate workforce requirements, gauge the efficiency of existing HR strategies, policies, and much more.

    Despite people analytics’ advantages, many organizations have yet to implement it into their workflow. This hesitance largely stems from a scarcity of relevant data and a potential lack of expertise in effectively interpreting the data they possess.

    While data collection, storage, and analysis tasks might appear daunting, with careful planning and a clear sense of purpose, you can profoundly reshape your approach to business planning and provide transformative opportunities for strategic advancement.

    What Is People Analytics?

    People analytics, also known as HR analytics or workforce analytics, uses data-driven insights to inform and optimize various aspects of human resources (HR) and talent management within an organization. It involves collecting, analyzing, and interpreting data related to your employees and their activities to make informed decisions that enhance workforce performance, engagement, and overall organizational success.

    People analytics aims to help business owners and leaders better understand the patterns and trends within their workforce, leading to more effective strategic planning. By analyzing data related to employee demographics, skills, performance, engagement, turnover, and other relevant factors, organizations can gain insights that can help them address challenges, allocate resources efficiently, and identify opportunities for improvement.

    How People Analytics Benefit Your Business

    As a business owner and leader, you’re constantly making decisions that impact your team and the entire organization. While your instincts undoubtedly lead to crucial judgments, utilizing data can expedite your decision-making process and potentially reveal areas for growth. People analytics can:

    1. Minimize hiring mistakes: A poor recruitment decision can lead to costs equivalent to almost 33% of the employee’s initial salary. People analytics can optimize your hiring process by pinpointing top-notch talent that aligns seamlessly with your company and the job role. By dissecting your historical hiring data, you can gain deeper insights into the combination of technical and interpersonal skills needed for a successful hire.
    2. Enhance performance management: By detecting patterns in employee performance, you can forecast potential issues and create tailored growth strategies for employees facing challenges. People analytics equip you with comprehension factors that lead to exceptional performance, so you know which resources are needed for your team to flourish.
    3. Boost employee engagement and retention: People analytics offers a window into employee contentment, gauging levels of employment, and spotting factors that lead to unmotivated staff members. This insight can be invaluable in recognizing areas that require attention, enabling you to take proactive measures to cultivate a motivated workforce.
    4. Learning and development: Utilizing data empowers you to pinpoint skill gaps within your workforce more accurately. Additionally, it allows for a concrete evaluation of the effectiveness of your current learning and development programs. This, in turn, enables you to make informed adjustments and cultivate a more skilled and adept team.
    5. Diversity equity and inclusion (DEI): Data can help you assess where your company stands regarding diversity, equity, and inclusion. It can help you find pay disparities, understand your current demographics, and identify improvement areas.
    6. Workforce planning: Analyzing your organization’s trends and patterns regarding employee turnover can help you predict your future talent needs. Data can help you get a head start on hiring so your business is never caught off guard or short-staffed.

    How To Effectively Harness People Analytics

    Harnessing people analytics requires more than just an eagerness to embrace data; it demands a systematic and strategic approach. As your organization starts its people analytics journey, you’ll need to consider several tasks to lay the groundwork for effective implementation and utilization of data-driven insights:
    Establish a data-driven culture
    The foundation of successful people analytics lies in cultivating a data-driven culture within the organization. This entails fostering an environment where data is valued and seen as essential for making informed choices. You and other leaders on your team must encourage employees to embrace data-driven decision-making and emphasize its role in achieving company goals.

    Define data collection goals

    While data is crucial, not all data is created equal. It’s essential to define clear data collection objectives, which involve identifying the specific areas of the organization where insights are needed the most. Whether it’s employee engagement, performance, turnover, or recruitment effectiveness, having a clear focus ensures that your data collection efforts are purposeful and yield actionable insights.

    Build a data collection infrastructure

    Having a data-gathering plan in place is crucial, which involves setting up the necessary systems and tools to collect relevant information. Implementing surveys, feedback mechanisms, performance-tracking software, and other data sources that align with your defined objectives are ways to build a strong data collection infrastructure. The data should be accurate, consistent, and regularly collected to track changes and trends over time.

    Data storage and management

    Additionally, you must establish robust data storage and management systems to ensure data security, compliance, and accessibility. Collected data must be in a centralized and secure repository, and proper protocols should be in place to manage and protect sensitive information.

    Interpretation and analysis

    Data by itself is meaningless if not properly interpreted. Once you have enough relevant data, the next step is to analyze and interpret it. This involves identifying patterns, trends, and correlations within the data to provide insights into the organization’s challenges and opportunities. Advanced analytics tools, machine learning algorithms, and data visualization techniques can help uncover hidden insights.

    Storytelling with data

    The next step is transforming data analysis into a coherent narrative that resonates with stakeholders. Translating data into a compelling story helps leaders understand the implications and make informed decisions based on the insights provided by the data.

    Data-driven decision-making

    The ultimate goal of people analytics is to influence business decisions with data. The insights obtained should guide HR strategies, talent management, workforce planning, and overall business strategies. From employee engagement initiatives to leadership development programs, every aspect of the organization can benefit from informed decision-making rooted in data.

    Iterative approach

    People analytics is not a one-time endeavor; it’s an ongoing process. Organizations should continuously collect, analyze, and refine their data collection strategies. Regularly revisiting data collection goals, adjusting metrics, and updating analysis methodologies ensures your insights remain relevant and actionable.

    People analytics demands substantial effort to truly make a meaningful impact on your business. It’s not a venture you can initiate and leave to operate independently. It’s a strategic initiative that should include key members of your staff and undergo continuous enhancement. Despite the initial investment, the advantages of leveraging people analytics outweigh the time spent on setup.

    How GMS Can Help

    Implementing proper data collection can be an overwhelming task. With your many pressing responsibilities, it can be an added burden you may not have time for. Partnering with a professional employer organization (PEO) like GMS can relieve some of this burden.

    GMS Connect, our human resources information system (HRIS), is a software that collects and reports all employee data in a centralized hub. Our system encompasses payroll, benefits, HR, recruiting, performance management, and more – covering the entire HR spectrum from hire to retire in one platform.

    The process of collecting and managing data doesn’t have to be challenging. Our experts are ready to relieve your administrative workload so you can focus on the aspects of your business you enjoy most. Contact us today, and let us simplify your data collection and analysis process.

  • It’s no secret that attracting and retaining top talent is challenging for businesses of all sizes and industries. However, many companies understand the value of having exceptional employees and prioritize it during their recruitment efforts.

    In the ever-tightening labor market, business owners have to shift their hiring strategies away from traditional efforts to remain competitive. Traditional hiring processes often lean on degree requirements and limit the number of eligible applicants. While you may attract talent that has technically met your company standards, they may still lack the relevant experience to be successful in the role. Only 53.7% of the US workforce has some college background, meaning traditional job requirements weed out nearly half the workforce from the start.

    Many companies have adopted skills-based hiring strategies to combat this issue and cast a broader net of workers. Factors contributing to this shift include:

    1. Structural change: In the last decade, the perpetual demand for a skilled workforce has outpaced the availability of talent. In response, employers have had to reevaluate the significance of traditional degree requirements. The focus has pivoted towards identifying individuals with the specific skill sets needed to excel in roles, irrespective of any degrees they may or may not hold.
    2. Cyclical reset: The unprecedented upheaval caused by the COVID-19 pandemic accelerated the embrace of skills-based hiring practices. The abrupt urgency to secure adept professionals prompted many companies to temporarily set aside stringent degree requirements and acknowledge that practical expertise often trumps theoretical education, particularly in times of rapid change.

    What Is Skills-Based Hiring?

    Skills-based hiring removes previously standard hiring benchmarks, such as college majors and degrees, from the screening process to focus on a candidate’s specific skills and competencies. In the past, the hiring process revolved around education qualifications, specific credentials, and prior experience to evaluate candidates. The concept of skills-based hiring has gained significant traction, particularly for entry-level and mid-career positions.

    So, what sets skills-based hiring apart? To put it simply, it embraces a fresh perspective on career progression. Skills-based hiring shifts the focus from more generalized and often arbitrary markers to a more nuanced candidate evaluation.

    It recognizes that a candidate’s potential exceeds traditional qualification confines and values the specific capabilities and proficiencies they can bring to the table. This hiring method enables you, as an employer, to make more informed hiring decisions based on your company’s particular needs. As a result, this approach widens the pool of capable prospects and opens opportunities for individuals who are traditionally overlooked due to their unconventional career paths.

    Advantages Of Skills-Based Hiring

    Recruiting new talent comes with a hefty price tag. In addition to the time and money you invest in the hiring process, when your team is short-staffed, the workload on existing employees increases, creating significant stress that can impact productivity. Though it’s tempting to rush through the hiring process, it’s important to note that however costly the process is, a bad hire will cost you significantly more in the long term. The average cost of a bad hire is nearly 30% of the employee’s salary. Additionally, a bad hire can be detrimental to your company’s culture, staff morale, and productivity. Take the time to find the right candidate for your company’s needs.

    Skills-based hiring allows you to attract more quality candidates and significantly reduce mis-hire rates. Companies that have adopted skills-based hiring report that their mis-hire rates decreased by nearly 25%. In addition to the improved quality of your candidates and reduced number of mis-hires, a skills-based approach can:

    • Reduce hiring costs: Opting for skills-focused hiring can expedite the recruitment timeline. This decreases the overall hiring timeline and translates to substantial cost savings for your organization. Moreover, adopting this approach draws in candidates with the necessary expertise to be successful contributors. They’ll require little-to-no training and a significantly shorter onboarding process, saving you time and money.
    • Increase employee performance and productivity: Companies prioritizing skills-based recruitment are better positioned to discover employees who consistently aim for excellence across all their responsibilities. A skills-based workforce tends to surpass performance benchmarks by proactively seeking avenues for enhancement.
    • Diversify your staff: College is becoming increasingly more expensive. In the last ten years alone, the price has increased by nearly 25%. Additionally, people from historically marginalized groups are less likely to have college degrees. A skills-based approach lowers the barrier of entry while still attracting qualified candidates.
    • Assist with retention: Workers in positions that match their skills and credentials tend to find greater satisfaction in their roles. Skills-based hires stay at companies more than 34% longer than employees with traditional degrees and career paths.

    Writing A Skills-Based Job Description

    Steering clear of conventional job descriptions and prerequisites might appear daunting at first. However, there are effective ways to draw competent and high-caliber candidates without relying on these customary filtering methods. Embracing a skills-based approach doesn’t mean discarding requirements altogether, rather, a shift in perspective. Through a skills-based job description, you can emphasize both hard and soft skills, industry or position-specific expertise, and much more.

    Writing a skills-based job description should:

    1. Prioritize specific needs: Begin by clearly defining what the position demands. Provide an outline of the expectations and daily responsibilities the new hire will handle. This involves pinpointing hard skills (such as technical expertise or programming skills) and soft skills (such as problem-solving and communication). By concentrating on your desired outcomes, you can craft a job description that spotlights the essential skills and proficiencies, going beyond a four-year degree, which may or may not be directly related to the role.
    2. Relax your language: Instead of fixating on “requirements,” lean towards “responsibilities.” In the United States, positions that emphasize responsibilities instead of strict requirements witness a 14% increase in applicants.
    3. Keep it short and to the point: Time is of the essence; candidates spend a mere 14 seconds scanning a job post before deciding whether or not they will apply. Optimize this window by arranging the most crucial and captivating details first. Keep your message brief, between 300-700 words, and utilize bullet points wherever possible.
    4. Avoid clichés: Unless your business utilizes quirky phrases regularly, steer clear of using worn-out terms such as “rockstar,” “shining star,” or “ninja.” Seasoned experts seek clarity about your company’s identity and the role’s expectations, and the presence of clichés can swiftly disengage potential candidates.
    5. Be as straightforward as possible: Though being concise is crucial, make it a priority to embrace clarity. Be as specific and detailed as possible. Ambiguity or omitting critical information about your company or the position is the best way to attract a bad hire.
    6. Specify the location: As the job market evolves to encompass remote, hybrid, and in-person roles, it’s imperative to outline your organization’s preferences within the job description. This will quickly weed out candidates who don’t align with the position’s needs.

    By embracing these strategies, you can attract a wider talent pool and engage potential candidates more effectively, ensuring your workforce remains successful.

    Let Us Help

    Recruiting, training, and retaining employees has never been more challenging for small and mid-sized businesses. Creating a job ad, finding the right candidate, and providing opportunities for employee development are significant expenses.

    Partnering with a professional employer organization (PEO) like GMS can take the administrative burden out of recruiting and hiring so you can focus on other aspects of your business. With our employee training and recruiting services, we can streamline the hiring process. Our applicant tracking system tracks every part of the hiring process so you know what platforms candidates are coming from and how long the process takes for your organization. Contact us today, and let us help you find your next hire.

  • In a progressive move towards promoting fair wages and transparency in the workplace, Illinois has set a significant precedent by passing pay transparency requirements. On August 11th, 2023, Governor J.B. Pritzker signed a bill that will reshape how employers communicate compensation details to potential hires. This transformative legislation, House Bill 3129, aims to bridge the information gap between employers and job seekers, ensuring that pay scales and benefits are clearly outlined in job postings, thus fostering a more equitable job market.

    The Path To Pay Transparency: A New Era Unveiled

    Starting January 1st, 2025, employers in Illinois with at least 15 employees will be obligated to disclose pay scales and benefits for positions within their job postings. This move echoes a broader societal shift towards greater transparency, emphasizing openness and fairness throughout employment.

    House Bill 3129 introduces a compelling requirement for employers to furnish the anticipated pay scale and benefits in their job postings. This provides job seekers with a comprehensive understanding of the potential compensation package, allowing them to make informed decisions about their career prospects. This fosters trust and honesty between employers and applicants and lays the groundwork for a more equitable job market where candidates have the knowledge they need to negotiate fairly.

    Inclusivity And Impact: Who And What Does It Apply To?

    The law’s reach extends to a broad spectrum of job positions. If a job is to be partially performed in Illinois or if the employee is expected to report to an Illinois-based supervisor, office, or work site, then the law’s provisions apply. This ensures that the information asymmetry between employers and employees is addressed consistently and uniformly.

    However, the legislation’s impact doesn’t just stop at pay scales. The definition of “benefits and other compensation” under House Bill 3129 includes various incentives, such as bonuses and stock options, reflecting the comprehensive nature of the law. Employers are tasked with providing a holistic view of the compensation package, fostering greater clarity for potential hires.

    Navigating Compliance And Implementation

    To meet the requirements of the law, employers can include a hyperlink within job postings, redirecting candidates to a publicly viewable webpage containing the pay scale and benefits information. This innovative approach marries technology with transparency, streamlining the communication of crucial details while maintaining the user-friendliness of the application process.

    For those employers utilizing third-party platforms for job postings, the responsibility of including the necessary information lies with both parties. Employers must provide the pay scale and benefits to the third party, which becomes accountable for its inclusion. This collaborative effort ensures that vital details are communicated accurately.

    Tori Moldovan, PHR, GMS’ Client Services Manager, expressed, “Pay transparency laws make you think differently when looking at your employee base. When you have to consider items such as the pay scale and benefits for the position, it forces you to look at your organization as a whole. These will be posted, so current employees will be able to see what you’re offering as well. If they aren’t at that mark with current employees, it could lead to other issues for employee retention and wage inequality that may be brought to light.

    From a compliance standpoint, employers that fail to adhere to pay transparency laws in Illinois can face up to $10,000 in penalties for repeat violators. It’s important to ensure you are following the guidelines set forth by the state.”

    Empowering Employees And The Role Of The Illinois Department Of Labor

    To strengthen employee empowerment, House Bill 3129 also mandates employers to notify current employees of all promotional opportunities arising within 14 days of external postings. This promotes internal growth and helps in fostering a motivated and loyal workforce.

    The Illinois Department of Labor (DOL) is a guardian of compliance, empowered to initiate investigations into potential violations. Whether triggered by individual complaints or the department’s discretion, this measure underscores the state’s commitment to upholding pay transparency and ensuring its effective implementation.

    The Road Ahead: A More Fair And Transparent Job Market

    Illinois’ stride towards pay transparency is a significant leap forward in reshaping the job market dynamics. By embracing open communication of pay scales and benefits, the state sets a powerful example for other jurisdictions to follow. With the law’s implementation set for January 1st, 2025, the coming years promise to be transformative, creating a job market characterized by equity, trust, and empowerment for all.

    As Illinois paves the way, it’s not just pay scales and benefits being illuminated; it’s a brighter future for employment, one built on the principles of transparency and fairness. The journey toward pay equality has just taken a giant stride, and the destination looks promising.

    How A PEO Can Be Your Partner In Pay Transparency

    Embracing pay transparency is a legal obligation and a strategic move towards a fairer and more attractive workplace. As Illinois businesses gear up to navigate the new era of pay disclosure, a professional employer organization (PEO) like GMS can be your guiding light.

    PEOs specialize in managing HR functions, ensuring compliance, and simplifying complex tasks such as pay scale communication. We help you seamlessly integrate the required pay transparency measures into your job postings, taking the weight off your shoulders and allowing you to focus on what you do best – running your business. By partnering with GMS, you ensure compliance and foster a culture of transparency and employee trust. As the Illinois pay transparency law approaches, GMS can be your trusted partner, providing you stride confidently into a future where fairness and openness define your workplace. Contact us today to learn more.

  • The COVID-19 pandemic dramatically reshaped how we work, ushering in a remote work era that allowed employees across various sectors to carry out their roles from the comfort of their homes. However, a significant shift is underway as the pandemic gradually loosens its grip and we navigate the road to recovery. President Joe Biden is leading the charge to bring federal employees back to their offices, marking a pivotal moment in our work culture.

    A Presidential Call To Action

    President Biden’s recent call for federal government agencies to increase in-person work this fall represents a turning point in our approach to work post-pandemic. This directive aligns with President Biden’s commitment to reinstate in-person positions for most federal workers, a promise he reiterated in his State of the Union address in March 2022.

    Addressing Workplace Capacity And Culture

    The push for in-person work is not just a symbolic gesture; it stems from a practical need to optimize workspace capacity. A Government Accountability Office report revealed that many federal agencies utilized only a fraction of their headquarters’ capacities, with 17 out of 24 agencies using around 25% or less. President Biden’s call to action seeks to maximize the potential of these workspaces, enabling better collaboration, communication, and efficiency.

    In addition, the President’s directive emphasizes the significance of in-person work for fostering a strong workplace culture. As remote work provides flexibility, in-person interactions are key to nurturing relationships, boosting team morale, and cultivating a sense of belonging.

    The Corporate Shift: A Tale Of Success

    President Biden’s call for a return to the office mirrors a broader trend taking place across the corporate landscape. Many private sector companies have been phasing out remote work and advocating for employees to rejoin the office environment, citing the need for collaboration and preserving workplace culture. A survey found that employees who returned to the office reported higher job satisfaction, increased effectiveness, and heightened productivity. This positive trend underscores the potential benefits that in-person work can bring to organizations and their employees.

    Navigating Challenges And Considerations

    While the push for in-person work carries numerous advantages, it does not come without its challenges. Some federal employee unions have resisted the return, seeking to uphold remote work arrangements. Balancing employees’ preferences, the interests of unions, and the administration’s goals will require careful negotiation and strategic planning.

    Positioning For Success – Partner With A PEO

    In an era of unprecedented challenges and transformative change, the call for in-person work represents an opportunity for business owners to reimagine their workplaces and foster a sense of unity, collaboration, and innovation. By staying attuned to President Biden’s directive and the broader shift toward in-person interactions, business leaders can strategically adapt their operations to create a vibrant and thriving workplace culture.

    Embracing flexible approaches, such as hybrid models that combine the best remote and in-person work, can help balance employee preferences and the benefits of face-to-face interactions. As you chart your course forward, consider leveraging technology to support seamless communication, emphasizing the value of team gatherings, and prioritizing employees’ well-being in this evolving landscape.

    Have you considered partnering with a professional employer organization (PEO)? To navigate this transition seamlessly and maximize its benefits, businesses can turn to the expertise and support of GMS, a certified PEO (CPEO). We offer comprehensive solutions tailored to the evolving needs of your workforce, helping you stay adaptable, compliant, and focused on your core business goals.

    The following are how a PEO can assist in this transition process:

    • Compliance guidance: As workplace regulations evolve, PEOs stay up-to-date with the latest laws, ensuring your business remains compliant during the in-person work transition. 
    • Employee benefits management: PEOs can help optimize your employee benefits package to meet the changing needs of your workforce, enhancing job satisfaction and retention. 
    • Flexible HR solutions: PEOs offer flexible human resources solutions that can be tailored to your unique needs, whether it’s creating hybrid work models, adapting policies, or fostering a positive workplace culture. 

    Contact us today to learn more. 

  • Running a small business is no small feat. It requires dedication, passion, and an unwavering commitment to success. In this dynamic and competitive landscape, where every decision matters, small business owners must embrace a strategic approach that can elevate their venture to new heights. One such indispensable strategy is performance management. Often underestimated, performance management is key to unlocking a business’s full potential, especially for those operating on a smaller scale.

    The Essence Of Performance Management

    Performance management is not just another corporate buzzword; it’s a comprehensive strategy that helps businesses align their workforce’s efforts with their goals, ensuring improved productivity, employee engagement, and overall success. Performance management involves setting clear expectations, regularly monitoring progress, providing constructive feedback, and recognizing achievements. Performance management aims to create an environment where individuals can perform to the best of their abilities and align with the organization’s overall goals.

    Why Business Owners Should Embrace Performance Management

    1. Goal alignment: Effective performance management ensures that every employee understands their role in achieving the company’s objectives. This alignment fosters a sense of purpose and direction among the workforce, driving them to contribute meaningfully to the organization’s success.
    2. Continuous improvement: Performance management empowers employees to refine their skills and work habits through ongoing monitoring and feedback. This culture of continuous improvement translates into enhanced efficiency and innovation, contributing to the company’s competitiveness.
    3. Employee engagement and satisfaction: When employees feel that their efforts are acknowledged and their growth is supported, they become more engaged and satisfied. This positive atmosphere not only boosts productivity but also reduces turnover rates.
    4. Effective communication: Regular performance discussions foster open lines of communication between employees and management. This dialogue allows for identifying challenges and opportunities, leading to quicker problem-solving and optimal decision-making.
    5. Recognition and motivation: Performance management provides a platform for recognizing and celebrating achievements. Public acknowledgment of hard work and dedication instills a sense of pride and motivates employees to excel further.
    6. Data-driven insights: Collecting and analyzing performance data provides valuable insights into individuals’ and teams’ strengths and weaknesses. These insights inform strategic decisions, resource allocation, and future planning.

    Amy Latchaw, GMS’ Client Services Manager, added, “Performance management is one of the most important HR functions an organization can invest time and resources in. Effective performance management helps you better understand your employees, their talents and shortcomings, and what’s needed to achieve the organization’s goals.”

    The Power Of Clarity And Alignment 

    In the world of small business, resources are often limited. Therefore, ensuring that every effort is aligned with the business’s strategic direction is paramount. Performance management provides the tools to set clear goals, expectations, and priorities. When everyone in the organization knows what’s expected of them and how their contributions fit into the bigger picture, it breeds a sense of purpose that drives productivity.

    Nurturing Accountability And Ownership

    For a small business to thrive, accountability cannot be an afterthought. Performance management instills a sense of ownership within employees. When individuals take ownership of their tasks and projects, they are more likely to be invested in their success. This sense of responsibility boosts productivity and fosters a culture of innovation, where employees feel empowered to take initiative and contribute ideas.

    Continuous Learning And Adaptation

    In today’s fast-paced business landscape, adaptability is key. Small businesses must be agile in responding to changes in the market, technology, and consumer preferences. Performance management facilitates a cycle of continuous learning and improvement. Regular check-ins, performance evaluations, and feedback sessions allow employees to reflect on their progress, identify areas for growth, and make necessary adjustments. This iterative process ensures that the business remains relevant and competitive.

    Empowering Employee Development

    Employees are the backbone of any organization, and their growth directly impacts the business’s success. Performance management enables small business owners to identify high-potential individuals, address skill gaps, and provide targeted training and development opportunities. By investing in their team’s growth, business owners enhance their employees’ capabilities and create a loyal and motivated workforce.

    Building A Culture Of Recognition

    Recognizing and appreciating hard work is a cornerstone of effective performance management. Small business owners can harness the power of positive reinforcement to boost morale and foster a culture of appreciation. Employees who feel valued and acknowledged for their contributions are more likely to remain engaged and motivated.

    The PEO Advantage In Performance Management

    As the journey toward small business success continues, it’s essential to recognize the valuable role that a professional employer organization (PEO) can play in enhancing performance management efforts. PEOs bring a wealth of expertise and resources to the table, assisting small business owners in streamlining their performance management strategies. From offering guidance on goal setting and employee development to providing tools for data-driven decision-making and comprehensive HR solutions, a PEO like GMS can be a partner that propels your business toward its goals.

    By alleviating administrative burdens and providing a tailored approach to performance management, GMS empowers small business owners to focus on what truly matters – driving growth, fostering innovation, and nurturing a thriving workforce. So, as you embark on your journey of maximizing success, consider the strategic advantage that a PEO can bring to your performance management endeavors, leading your business toward a brighter and more prosperous future. Learn more about our performance management services and contact us today!

  • In a groundbreaking move aimed at advancing workers’ rights and improving working conditions, California has re-established the Industrial Welfare Commission (IWC). This long-awaited decision, part of the 2023 budget bill signed by Governor Gavin Newsom on July 10th, 2023, brings renewed hope for employees across various industries, especially for those in the fast-food sector and gig workers. As the IWC prepares to reconvene by January 2024, employers must grasp the significance of this development and how it may impact their operations.

    A Historic Return With A Clear Mission

    Founded in 1913, the IWC was initially created to protect and enhance the well-being of workers. Despite closing in 2004 due to funding issues, the commission’s wage orders have remained in effect, encompassing 17 different industries and occupations. Now, with a dedicated budget of $3 million, the IWC will reconvene and adopt final recommendations by October 2024.

    Empowering Workers And Raising Industry Standards

    The IWC’s revival signifies a potent tool for California’s Democratic-controlled Legislature to advance its pro-worker goals. By designating wage boards to recommend fair pay, appropriate working hours, and improved working conditions, the commission will actively support industries with a high concentration of low-income workers. In particular, the focus will be on sectors with over 10% of employees living at or below the federal poverty level.

    Addressing Key Industry Challenges 

    With the IWC’s return, lawmakers aim to tackle two pressing issues: 

    • Regulations in the fast-food industry
    • Classifications of gig workers

    The fast-food sector has resisted stricter regulations, including AB 257, a law designed to elevate the industry’s pay rates and working conditions. Business groups have opposed the law, leading to a ballot measure seeking its repeal. Similarly, the classification of gig workers has been a contentious topic, with AB 5 imposing stringent requirements on companies to classify workers as employees. Proposition 22, a 2020 ballot measure that allowed Uber, Lyft, and other platforms to classify their workers as independent contractors rather than employees, exempted certain companies from AB 5, but legal battles persist.

    IWC’s Implications For Employers And Industries

    Employers must acknowledge the magnitude of the IWC’s return. With its ability to influence California’s regulatory landscape, the agency will likely prioritize industries regulated by Wage Order 5, such as restaurants and hotels. Under the current provisions of Wage Order 5, if an employee works a 50-hour workweek of two 20-hour shifts and one 10-hour shift, the employer will pay daily overtime workweek because the employee’s workweek schedule is more than 40 hours.

    However, as the commission potentially gains more funding in subsequent years, its impact may extend to a broader array of sectors. This development may also pave the way for other states to establish their own IWCs, further reshaping workers’ rights nationally.

    Collaboration And Concerns

    While labor groups such as the Service Employees International Union (SEIU) applaud the IWC’s revival for its potential to combat poverty and inequality, employment lawyers harbor concerns about the scope of its power. The agency follows a unique rulemaking process not subject to the Administrative Procedure Act, which raises questions about transparency and accountability. Employers are advised to stay vigilant, as a small group of appointed members may hold significant sway over industry regulations.

    The Assistance Of A PEO

    In the face of California’s re-established Industrial Welfare Commission (IWC) and the potential changes it may bring to industry regulations, employers may find navigating the evolving landscape challenging. A professional employer organization (PEO) might be the solution you need. When you partner with a PEO like GMS, businesses can offload complex HR tasks, compliance management, and payroll processing, allowing them to focus on their core competencies. GMS acts as a co-employer, sharing employer responsibilities, which means we help employers adapt seamlessly to any industry-specific rules and regulations set forth by the IWC. Our expertise in HR compliance and industry best practices allows us to help employers remain compliant with evolving laws and can offer competitive employee benefits. Embracing the support of GMS during this transformative period ensures business continuity and empowers employers to prioritize their workforce’s well-being, ultimately leading to a more prosperous and harmonious working relationship for all. Contact us today to learn more!

  • Your people are your most valuable assets – without them, your business wouldn’t function. However, in today’s dynamic business landscape, many organizations face challenges regarding human resource planning (HRP). In fact, nearly 75% of companies struggle with recruiting and hiring qualified individuals. A proactive approach to evaluating your future talent needs is essential to keep your business running smoothly.

    By anticipating both internal and external factors that might affect your business, such as business growth, shifts in the economy, or job marketing, you can proactively address staffing challenges and provide a seamless transition during periods of change. HRP ensures you have the right people in the right positions at the right time.

    Although, with so much on your plate already, HRP can weigh you down. We recognize the importance of accurate forecasting, so we’ve gathered a few strategies to assist you in effectively predicting your organization’s talent needs. By implementing these techniques, you can streamline your HRP process and ensure that you have the right people in place when you need them most.

    What Is Human Resource Planning (HRP)? 

    HRP is the process of optimizing your workforce to navigate staff shortages, surpluses, and market changes effectively. There are four key components of HRP for effective workforce management.

    1. To start, your strategy should align with your strategic business goals. By clearly defining your business objectives, you can ensure your workforce planning efforts directly support and contribute to the success of your organization.
    2. The next step is to evaluate your existing workforce thoroughly. Take the time to analyze your employees’ skills, competencies, and demographics. This assessment will help you identify areas of strength within your staff and potential gaps that need addressing. It provides valuable insights into your current workforce’s capabilities and areas where you may need to dig a little deeper.
    3. Next, anticipate your future talent needs based on your business goals. By forecasting the types of skills, expertise, and roles required to achieve your objectives, you can proactively plan for recruitment, training, and succession planning. This guarantees a pipeline of skilled individuals ready to meet future demands.
    4. Finally, identify any gaps that exist between your current workforce and your future talent needs. This analysis will help you understand where additional efforts are required and help you develop and implement an action plan.

    Considering these four components of HRP, you can strategically plan and manage your workforce, ensuring that you have the right people to drive your business forward.

    Hard Vs. Soft HRP 

    Hard HRP is a data-driven approach that uses a quantitative analysis to forecast and manage the workforce. It focuses on historical data, trends, and organizational goals to determine the optimal workforce size, skills required, and timing of hiring or downsizing. The emphasis is on efficiency, cost control, and aligning the workforce with organizational objectives.

    On the other hand, soft HRP takes a qualitative and people-oriented approach. It emphasizes understanding employees’ motivations and aspirations. Soft HRP considers factors such as employee engagement, morale, and organizational culture to guide decision-making. It aims to build a long-term, sustainable workforce through employee development and talent management.

    Both approaches are valuable in their respective ways, as they address different aspects of workforce management and contribute to the overall success of your organization. With an integrated method combining hard and soft HRP elements, you can achieve a balanced and comprehensive planning strategy that accounts for quantitative and qualitative considerations, resulting in a motivated workforce aligned with the organization’s goals and values.

    Why HRP Matters

    In the age of quiet quitting, national staffing shortages, the emergence of new technology, and younger generations entering the workforce, effective HRP plays a crucial role in the overall success of your business. With continuous foresight, you’ll stay in a position to keep your business running smoothly and meet the expectations of your workforce during an ever-evolving business landscape. Additionally, HRP is essential for:

    • Anticipating talent demand: HR forecasting helps you predict future talent demand based on business growth projections, industry trends, and evolving customer needs. By identifying the skills and competencies required to meet these demands, you can strategically plan recruitment, training, and development initiatives to ensure your business has the right talent at the right time.
    • Cost optimization: Accurate HR forecasting can help you optimize talent acquisition, onboarding, and training expenses. By aligning workforce needs with business objectives, you can avoid unnecessary hiring or downsizing, reduce recruitment costs, and streamline training and development efforts. This results in efficient resource allocation and improved financial performance for the organization.
    • Talent retention and engagement: HR forecasting plays a vital role in talent retention and engagement. You can design tailored career development plans and succession programs by identifying potential skill gaps or career progression opportunities within your business. A proactive approach demonstrates a commitment to your employee growth, increasing job satisfaction and reducing turnover rates.
    • Agility and adaptability: Whether it’s technological advancements, market disruptions, or shifts in customer preferences, you can proactively identify the skills and competencies needed to navigate these changes, ensuring the organization remains competitive and resilient.

    HR Forecasting Strategies

    While there are numerous strategies you can adopt to support your business, many organizations find that a combination of approaches yields the best results. Some strategies include:

    Data analysis

    Utilizing data-driven analytics to analyze historical and current workforce trends and patterns. This involves collecting and analyzing relevant HR data, such as employee turnover rates, performance metrics, succession planning data, and external labor market trends. By leveraging advanced analytics tools and techniques, you can identify patterns that will assist in forecasting future talent needs.

    Community focus

    Depending on the size of your team, you may not always be aware of the needs of your staff. Therefore, fostering positive collaboration and communication between you, your leadership team, and employees is vital to better align workforce planning with organizational objectives. Regularly engage with key stakeholders and department heads to understand their strategic goals, anticipated growth, and upcoming projects. You’ll gain valuable insights into department-specific talent needs by involving your staff in forecasting, ensuring accurate planning, and effective resource allocation.

    Talent pipelines

    Another potential internal strategy involves implementing talent pipeline development programs to cultivate a pool of potential candidates for critical organizational roles. The method involves of identifying high-potential employees and providing them with targeted development opportunities, mentoring, and coaching. By nurturing internal talent, you can reduce dependence on external hiring, enhance employee engagement, and ensure a seamless transition during leadership or specialized role changes.

    Market trends monitoring

    Although internal focus is crucial, it’s equally important to consider external factors. Monitor and analyze external labor market trends to identify talent availability, skills gaps, and emerging talent pools. This involves staying updated on industry-specific developments, market competition, and employment trends. By understanding the external market dynamics, HR can proactively respond to changes in the talent landscape, adapt recruitment strategies, and explore opportunities for strategic partnerships or talent acquisition.

    Scenario planning exercises

    Scenario planning exercises are another effective external strategy to anticipate and prepare for future scenarios that may impact the workforce. Identify key external factors, such as economic changes, industry disruptions, or technological advancements, and assess their potential impact on your talent needs. By developing multiple scenarios, you can create contingency plans and adapt your HRP strategies to ensure your business is ready to face various circumstances.

    To summarize: 

    • Utilize your business workforce data to predict future needs
    • Get your staff involved
    • Implement developmental programs
    • Keep an eye on the external labor market
    • Implement scenario planning exercises

    Develop A Plan

    It’s necessary to note that HRP is not a one-time endeavor and requires ongoing monitoring and adjustment in response to changes in your business or industry. After thoroughly working through these techniques, you’ll need to leverage the gathered information to shape your HR strategy. By incorporating the insights, including your predicted needs and contingency plans, you and your leadership team will be well-prepared to reach your business goals.

    Armed with a comprehensive understanding of your organization’s requirements and potential challenges, you can confidently chart a path forward and develop a strategic HR plan that aligns with your goals and addresses any potential obstacles.

    This proactive approach empowers your team to navigate the future with clarity and ensures that your HR initiatives support the overall success of your organization.

    Right People At The Right Time

    How much time do you spend writing a job ad or going through resumes? GMS makes small business recruiting faster and easier. We do all the legwork before an interview takes place, so you can focus on choosing from a pool of qualified candidates. Our partnerships with Indeed and LinkedIn save you time and money while attracting top candidates. Additionally, through partnering with GMS, you can track every part of the hiring process through our Applicant Tracking System.

    Employee training is a vital step in onboarding new employees and retention of your existing workforce. Our learning management system (LMS) is a web-based platform or software application to implement and monitor a learning process. An LMS promotes ongoing learning, establishes career trajectories, and improves employee engagement. As technology continues to evolve, employees and employers have had to learn new skills. Our Cornerstone LMS offers employees a scalable, personalized e-learning experience to help them stay engaged and develop professionally. If you need help managing your workforce, contact us today, and let us help you improve employee engagement!

  • In today’s fast-paced and competitive job market, finding and attracting top talent can feel like solving a complex puzzle. Simply posting job openings on LinkedIn or job boards isn’t enough. You need a comprehensive approach encompassing every aspect of recruitment – from building a positive employer brand to creating a robust talent pipeline and candidate experience.

    That’s where recruitment marketing comes in. Recruitment marketing is the key to unlocking your recruiting potential. It’s not just about filling specific job vacancies; it’s about attracting the best candidates to your organization as a whole. You can optimize your recruitment process and achieve long-term hiring success by strategically leveraging various channels such as social media, employee referrals, and data-driven insights.

    A professional employer organization (PEO) such as GMS can provide valuable support and expertise to enhance your recruitment efforts. But in the meantime, we’ve gathered a few key recruitment marketing tactics to get you started.

    The Difference Between Recruiting And Recruitment Marketing

    Recruiting refers to the process of actively seeking, evaluating, and selecting candidates for a specific job position within your organization. It involves sourcing candidates, reviewing resumes, conducting interviews, and making hiring decisions. While recruiting concentrates on attracting talent to a specific job, recruitment marketing takes a broader approach by aiming to attract talent to your business.

    Recruitment marketing involves strategic marketing techniques to engage and attract top talent, such as branding, job advertisements, social media campaigns, and content creation. It aims to build a positive perception of your business and generate interest and excitement among potential candidates.

    Recruitment Marketing Strategies

    In today’s competitive job market, attracting top talent requires a well-rounded and strategic approach. To ensure you find the most qualified candidates and establish a strong brand, consider implementing these recruitment marketing tactics:

    • Optimize your website so users can easily find your careers page. Ensure straightforward navigation with a prominent “Careers” or “Jobs” link with consistent placement throughout your website. Additionally, implement SEO strategies to enhance your visibility. By optimizing your website, you can effectively direct interested individuals to your careers page, increasing the number of qualified candidates who apply to your open positions.
    • Maintain an active presence on social media platforms, particularly LinkedIn, where job seekers are most active. Regularly share engaging content about your company’s culture, values, and career opportunities. Include employee stories, industry insights, company events, updates, and achievements. Actively engage with your followers, respond to comments and inquiries, and foster meaningful conversations to build relationships and attract potential candidates.
    • Engage in paid advertising to promote your brand. Platforms such as Google Ads and social media channels allow you to target specific demographics and job-related keywords to reach your audience. Develop compelling ad copy and visuals that highlight your unique selling points as an employer and drive potential candidates to your careers page or job listings.
    • Keep an eye on employer review sites such as Glassdoor. These sites provide insights into employee experiences, company culture, and overall employer reputation. Encourage your current and former employees to leave honest reviews about their experiences. Respond to positive and negative reviews professionally and constructively to help demonstrate your commitment to employee feedback and shape a positive brand image.
    • Utilize job boards. Leverage popular job boards and career websites to promote your job openings. Identify platforms that are relevant to your industry and target audience. By optimizing your listings, you can create compelling job descriptions that clearly outline qualifications and responsibilities and highlight your company’s distinctive culture and benefits. Actively monitor and respond to candidate applications or inquiries from these platforms to provide a positive candidate experience.
    • Implement video marketing techniques to engage candidates. Create video content that showcases your employees. Take a virtual office tour or showcase interviews with key team members and share these videos on your website and social media channels. Video content is highly engaging, helps candidates better understand your organization, and helps to foster a deeper connection with potential candidates.

    Challenges And Best Practices In Recruitment Marketing

    Vacant positions can be expensive and disruptive to workplace operations, making you feel pressured to rush through the hiring process. This can be stressful for your hiring team and existing employees, who may be shouldering additional responsibilities due to staffing shortages. However, it’s essential to acknowledge that hiring takes several months on average, with the interview stage alone taking 24 days or longer.

    While you should recognize the impact of prolonged vacancies on your business and the well-being of your workforce, you should still dedicate sufficient time to the hiring process. Spend time crafting job descriptions with precise requirements to quickly filter out candidates who may not be suitable for the role. Carefully vet your applicants during the interview process to ensure a candidate aligns with your company’s culture and possesses the necessary skills needed for the position. Although it may require more time up front, thoroughly evaluating each candidate is crucial for ensuring your new hire’s long-term success and satisfaction.

    Taking a proactive approach and building a talent pipeline is another key strategy to ensuring a steady stream of qualified candidates. By actively engaging with and nurturing relationships with potential candidates, you can create a pool of pre-vetted individuals interested in your company’s opportunities. You can tap into this talent pipeline whenever you need to fill a position, helping to reduce the time and effort required to start the hiring process.

    However, engaging with candidates in your talent pipeline goes beyond simply reaching out when there is a specific job opening. Regularly communicate with this pool of candidates, even when there are no immediate vacancies, to keep them interested and engaged. For example, through a careers newsletter or social media channels, you can share relevant industry news, offer career development resources, or invite them to participate in webinars or networking events. By continuously fostering these relationships, you increase the likelihood that these candidates will consider your organization their preferred employer when a position opens.

    Ensure A Positive Candidate Experience 

    Candidate experience is a crucial component of branding and a decisive factor when top candidates evaluate your job offers. The way you treat your candidates reflects how you treat your employees, and it doesn’t go unnoticed. Unfavorable experiences can discourage candidates from accepting your offer, while positive candidate experiences can significantly enhance your brand. This attracts qualified candidates and increases their willingness to apply for and accept your job offers. Here are a few essential tips to keep in mind during the hiring process:

    1. Communicate frequently: Keep candidates informed and engaged throughout the hiring process to create a positive candidate experience. Regular communication on the status of their application or the next step in the process demonstrates your commitment to transparency and professionalism. Promptly responding to candidate inquiries and addressing their concerns or questions helps build trust and shows that you value their time and interest.
    2. Personalize interactions: Treat your candidates as the individuals they are and tailor your interactions to their specific needs and qualifications. Personalization can involve addressing candidates by name in email exchanges, referencing their relevant skills or experiences during conversations or interviews, and demonstrating a genuine interest in their career aspirations. By taking the time to understand their unique qualities, you create a more meaningful connection and show that you value them as potential team members.
    3. Be considerate of their time: Respect for candidates’ time is crucial in creating a positive experience. This includes adhering to scheduled interview times, minimizing delays or rescheduling whenever possible, and being mindful of the duration of each stage of the hiring process. Providing clear instructions and expectations in advance, such as the estimated length of interviews or assessments, helps candidates plan accordingly and feel valued.
    4. Demonstrate your company values: A candidate’s experience during the hiring process can offer insights into your company’s culture and values. Aligning your actions with the values you promote is essential for creating a positive impression. For example, if one of your core values is teamwork, ensure that candidates have opportunities to interact with potential teammates during interviews. If you emphasize work-life balance, demonstrate flexibility in scheduling interviews or assessments. By consistently embodying your company values, you can attract candidates who share those values and align with your organizational culture.

    Addressing these aspects of the candidate’s experience contributes to a positive impression of your organization. Candidates who have good experiences are more likely to view your company as an employer of choice, which can lead to increased applicant quality and acceptance rates. Additionally, positive experiences can generate word-of-mouth recommendations and positive reviews, enhancing your brand and attracting top talent.

    Recruitment And Retention Assistance

    Recruiting, training, and retaining employees has never been more challenging for small and mid-sized businesses in a tightening labor market. Creating a job ad, finding the right candidate, and providing opportunities for employee development are significant expenses. PEOs like GMS give you access to the tools and resources necessary to take on these responsibilities while improving your overall recruiting, hiring, training, and retention efforts.

    Our training and recruiting services make small business recruiting faster and easier. We do all the legwork before an interview, so you can focus on choosing from a pool of qualified candidates. We also partner with Indeed and LinkedIn to make posting job ads and attracting quality candidates quicker and more cost-effective for our clients. Contact us today, and let us help you find your next team member!

  • In today’s hyper-competitive job market, employers are racing to secure the best talent swiftly. As a result, the need for speed in every aspect of the hiring process has become more pronounced, including background screening. However, this relentless pursuit of speed may inadvertently overshadow the vital aspect of accuracy. Let’s explore the challenges and consequences of prioritizing speed over accuracy when choosing a background-screening provider and why striking the right balance is crucial for the long-term success of any organization.

    The Need For Speed: A Pressing Imperative

    In a rapidly evolving business landscape, time is of the essence. Employers face mounting pressure to fill positions, stay ahead of competitors, and keep pace with changing market demands. Consequently, background-screening providers are increasingly marketed based on the promise of rapid turnaround times, promising quick results that can expedite the hiring process.

    The Hidden Dangers Of Prioritizing Speed Over Accuracy 

    1. Incomplete information: Opting for a background-screening provider solely based on speed may lead to incomplete information about potential candidates. Crucial details might be overlooked, leaving employers exposed to unforeseen risks.
    2. Legal and reputational risks: Relying on quick background checks can increase the likelihood of overlooking red flags in a candidate’s history, such as criminal records or false credentials. This leaves companies vulnerable to legal liabilities and damages their reputation.
    3. High employee turnover: By prioritizing speed over accuracy, employers might hire candidates who are not a good fit for the role or the company culture. This can lead to high employee turnover rates, hampering organizational growth and productivity.

    The Quest For Balance: Redefining Priorities 

    1. Reevaluating criteria: Employers should reassess their screening criteria and identify critical information for decision-making. This way, they can streamline the screening process while ensuring that essential details are not missed.
    2. Partnering with reliable providers: Instead of blindly opting for the fastest provider, employers should prioritize working with reputable screening agencies with a track record of accuracy. A trusted partner will deliver timely results without compromising quality.
    3. Leveraging technology: Embrace technology-driven solutions that combine speed and accuracy. Automated systems can expedite the process without sacrificing the thoroughness of the investigation.
    4. Conducting comprehensive interviews: Supplement background checks with in-depth interviews to gain insights into candidates’ personalities, values, and work ethics. This holistic approach ensures a more thorough evaluation of potential hires.

    Embracing The Long-Term Vision

    While the desire for speedy results is understandable, employers must recognize that hasty decisions may have far-reaching consequences. Investing time and effort in choosing the right background-screening provider can lead to better hiring choices, improved retention rates, and a stronger organizational culture.

    A PEO May Be The Solution

    As employers navigate the ever-changing landscape of talent acquisition, it’s essential to strike the right balance between speed and accuracy in background screenings. While quick results may seem attractive in the short term, the long-term benefits of thorough and accurate background checks cannot be underestimated.

    In the quest for accurate background checks that relieve business owners of their responsibility, a professional employer organization (PEO) like GMS stands as a valuable partner. By partnering with GMS, businesses can confidently delegate the responsibility of conducting meticulous background screenings to experts who specialize in the field. A PEO’s wealth of experience, access to advanced screening technology, and compliance with evolving regulations ensure that the hiring process remains swift and precise.

    Amber Mora, GMS’ HR Account Manager, explains, “When partnering with GMS, our clients save a significant amount of time because all they have to do is send over the candidate information, and our recruiters handle the rest. They securely input the information into the software we use for background checks called CrimCheck. The completed results are then sent back to the client. Should the client decide not to move forward with a candidate, we can submit the adverse action process on their behalf so they don’t have to worry about it. Ultimately, we make it easy for our clients to have background checks completed.”

    Embracing a PEO empowers business owners to focus on their core objectives, securing the knowledge that reliable professionals bolster their workforce. In the dynamic landscape of modern business, GMS’ support can be the key to building a thriving and ethically responsible organization. Get a quote from us today!