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  • Are you struggling to find the right talent for your small business? Are you tired of sifting through countless resumes and conducting endless interviews? Well, what if we told you that there’s a powerful tool that can help you attract top talent, improve retention, and reduce the time and cost associated with the hiring process? Enter the employee referral program – a simple yet effective way to tap into the power of your existing workforce and find your next superstar employee.  

    It’s time to learn how to create an employee referral program for your small business that will engage your employees, increase your chances of finding the right candidate, and ultimately help your business thrive. So, whether you’re just starting out or looking to revamp your existing hiring strategy, continue reading to learn how to create an employee referral program that works for your business.  

    What Is An Employee Referral Program? 

    An employee referral program is an organized and structured program employers use to ask existing employees to recommend candidates for open positions. It’s a method used to find and hire the best talent from your current employees’ existing networks. Research shows that 88% of employers rate employee referral programs as the best source of new job applicants.

    The following are the benefits of offering an employee referral program:

    • Improves the quality of hire 
    • Reduces turnover rate 
    • Improves employee retention
    • Reduces time and cost per hire
    • Improves company culture 
    • Better employee engagement

    Now The Challenging Part, Or The Exciting Part (For Us)

    Since an employee referral program can be a powerful tool for companies looking to attract top talent, you may be asking how you can create this program within your business. We’ve made it easy for you to implement a referral program within your business by following these simple steps:  

    1. Define your goals: Before your start building your referral program, defining what you hope to achieve is important. Do you want to attract more diverse candidates? Fill certain positions faster? Reduce turnover? Clear goals will help you determine the most effective incentives and rewards. 
    2. Create a process: You’ll need a clear and simple process for employees to follow when referring candidates. This should include details about what kind of candidates you’re looking for, how to submit referrals, and how the selection process will work.
    3. Offer incentives: Offering incentives is a great way to motivate employees to participate in your referral program. These could be monetary rewards, such as a bonus or percentage of the new hire’s salary, or non-monetary rewards, such as extra vacation days or a special recognition program.
    4. Communicate with your employees: Make sure your employees are aware of the referral program and its benefits. Consider hosting informational sessions, sending regular updates and reminders, and offering training on identifying and referring great candidates.
    5. Monitor and measure success: It’s essential to track the success of your program so you can make adjustments as needed. Keep track of metrics such as the number of referrals received, the number of hires made, and the cost per hire.
    6. Keep it fun: Referral programs should be engaging and enjoyable for employees. Consider hosting friendly competitions or offering additional incentives for referring multiple candidates.

    Are There Other Options? 

    Creating a referral program may seem like the right fit for your business, but it may also seem like a lot of work, right? What if we told you there was a simpler way for you to have an employee referral program all while you can continue growing your business? At GMS, a professional employer organization (PEO), we help small business owners manage their HR needs, including recruiting, hiring, and employee retention. We are your resource if you want to create an employee referral program.

    Here are just a handful of ways that we can help you create an employee referral program:

    • Develop a comprehensive referral program: PEOs can work with you to develop a referral program tailored to your specific needs. We can help you establish referral bonuses for each position, create a streamlined process for employee referrals, and design the program to maximize employee engagement.
    • Manage the hiring process: Once you receive referrals from your employees, our HR experts help you manage the hiring process, including writing legally compliant job ads, screening resumes, setting up the first interview, assisting you in compiling appropriate and legal interview questions, and so much more.
    • Monitor the success of the program: Through our applicant tracking system (ATS), we’re able to track the success of your referral program by providing regular reports on the number of referrals, the quality of referrals, and the overall effectiveness of the program.

    If this sounds like the right fit for your business, get a quote from us today so you can begin attracting the talent you need to succeed.

  • In recent years, there has been a growing movement to reform the criminal justice system in the U.S. One issue that has gained significant attention is the use of criminal history information in employment decisions. In 2018, California created the Fair Chance Act, which is a law that aims to reduce undue barriers to employment for individuals with criminal histories. It generally prohibits employers with five or more employees from asking a job candidate about conviction history before making a job offer, among other requirements.

    The Fair Chance Act Of 2023

    Since then, the California Legislature introduced the Fair Chance Act of 2023, which would expand upon the Fair Chance Act if passed. This act would further restrict how employers can use information about the criminal histories of job seekers and employees. It requires employers to send the applicant a written notice that lists the disqualifying convictions that form the basis for rescinding a job offer and a copy of the conviction history report.

    Ultimately, it allows employers to seek a job applicant’s conviction history report only in the following circumstances:

    • Federal or state law or federal regulation requires an employer to obtain the information 
    • Federal or state law prohibits an individual with a particular conviction history from holding the position sought, regardless of whether the conviction has been expunged, sealed, or dismissed
    • Federal or state law prohibits an applicant with that particular conviction from being hired

    In addition, it prohibits employers from rejecting an applicant because of their conviction history without first conducting an individualized assessment of whether their conviction history has a “direct and adverse” relationship to the job. The current law requires California employers to disclose in writing that they are asking for a criminal background report. However, if the new bill is passed, employers must also provide information about any laws or regulations that impose employment restrictions based on a conviction and could result in an adverse employment action.

    The bill also expands the number of employment practices deemed unlawful, including:

    • Ending an interview
    • Rejecting an application or otherwise terminating the application process based on conviction history information the applicant provides, or the employer learns from another source

    It’s critical to note that the 2023 bill, if passed, only applies to criminal history. That means employers remain free to do additional types of background checks, such as verifying an individual’s identity, home address, education credentials, and previous employers.

    Feeling Overwhelmed?

    Should the Fair Chance Act of 2023 pass, it would significantly disrupt the regular hiring process for almost every employer in California. Fear no more – GMS is here to navigate these ever-changing rules and regulations with you. We understand that in today’s rapidly evolving business landscape, keeping up with these new laws can be daunting, especially for California small businesses. Fortunately, partnering with a professional employer organization (PEO) like GMS can help alleviate these burdens, providing your business with the necessary resources and expertise to ensure compliance and success.

    With GMS experts by your side, you can rest easy knowing that you have a trusted partner who is committed to helping you navigate the complexities of employment laws while allowing you to focus on what you do best – growing your business. Interested in learning more? Contact our HR experts today.

  • As summer approaches, many businesses experience increased demand for their products or services. To keep up with this demand, business owners often need to hire seasonal help. Seasonal employment involves recruiting, hiring, and managing staff for a certain period of time throughout the year to ensure an organization has enough workers to avoid labor shortages when business is at its busiest. These temporary, short-term jobs may be seasonal based on geography or the time of year. Typically, a seasonal job lasts about three months.

    However, finding and hiring reliable seasonal employees to keep your operations running smoothly can be challenging. So, let’s discuss tips for business owners that can help you find seasonal help for the summer.

    Start Early 

    The key to finding reliable seasonal employees is to start the hiring process early. Waiting until the last minute can limit your options, as many job seekers may have already secured summer employment. It’s best to begin recruiting at least two to three months before needing extra help.

    Post Job Listings Online

    One of the easiest and most effective ways to find seasonal employees is to post job listings online. Numerous websites allow you to post job listings for free or at a minimal cost. Popular websites to post job listings on include the following:

    • Indeed
    • Glassdoor
    • LinkedIn

    Be sure to include a clear job description, the duration of the employment, and the pay rate. 

    Utilize Social Media

    Social media platforms such as Facebook, Twitter, Instagram, and LinkedIn can be valuable tools for finding seasonal employees. Share your job listing on your company’s social media pages and encourage your followers to share it with their networks. You can also join local Facebook groups related to your industry or community and post your job listing there.

    Attend Job Fairs

    Job fairs can be an excellent way to connect with potential seasonal employees. Consider looking for job fairs in your area that cater to college students or those seeking summer employment. These job fairs are often held on college campuses and community centers. Be sure to bring copies of your job listing and be prepared to answer any questions about the job.

    Reach Out To Local Schools

    If you’re looking for seasonal help from students, consider reaching out to local schools and universities. Many students are looking for summer employment, and schools often have career centers that can help connect you with potential employees. You should also reach out to professors in relevant departments and ask if they can recommend any students for the job.

    Consider Referrals

    Another effective way to find seasonal employees is to ask for referrals from your current employees, friends, and family members. Your employees may know someone who is looking for summer employment or has a friend or family member who is interested in the job. Referrals are often reliable and can save you time and money in the hiring process.

    GMS Is Here To Help

    Finding seasonal help for your small business can be challenging, especially with summer just around the corner. Make a splash this summer and take your business to the next level by partnering with a PEO – the ultimate game-changer you’re missing in your business. A PEO provides a range of services for your business, from recruiting and hiring to payroll and benefits administration. By outsourcing these tasks to a PEO such as GMS, small business owners can focus on growing their business while leaving the hiring process to the experts.

    With a PEO by your side, you can find your business reliable seasonal employees quickly and efficiently, ensuring that your business runs smoothly throughout the summer months. So, if you’re looking to take your business to the next level this summer, consider partnering with a PEO and enjoy the benefits of having a dedicated team of experts by your side. Contact us today to learn more.

  • Human resources (HR) is a critical function for any business, responsible for managing the relationship between employers and employees. It plays a key role in developing, reinforcing, and changing an organization’s culture. In California, however, HR can be one of the most challenging aspects of running a business. The state’s employment laws are some of the most employee-friendly in the country, which can make it challenging for small businesses to operate efficiently.

    With generous wage and hour laws and paid leave benefits, California is among the most employee-friendly jurisdictions globally. While this is great for employees, it’s quite the administrative nightmare for small business owners. So, what exactly makes California so different than every other state in the U.S.? Let’s dive into the world of HR in California and explore the factors that shape the decisions of HR professionals and business owners.

    Employment Laws

    One of the main reasons why HR in California is so challenging for businesses is due to the state’s complex employment laws. California has some of the most stringent employment laws in the country, covering everything from overtime pay to sick leave to discrimination in the workplace. Laws in California, such as the Fair Employment and Housing Act (FEHA), prohibit employers from discriminating and retaliating against employees in various protected classes. In addition, employers are required to:

    • Provide pregnancy accommodations 
    • Provide equal pay
    • Allow for wage discussions 
    • Allow employees to access personal files 
    • Protect whistleblowers

    These laws can be difficult for businesses to navigate, and the penalties for violating them can be expensive. 

    Overtime Rules

    The Fair Labor Standards Act (FLSA) entitles non-exempt employees to overtime pay for any hours worked over 40 a week. This is stricter than the federal standard of overtime pay after 40 hours in a week. It ultimately means that businesses must carefully manage their employees’ schedules and workloads to avoid costly penalties for overtime violations. On the flip side, employees can earn extra income for their hard work and dedication.

    Paid Sick Leave Benefits

    California’s paid leave benefits are a hot topic that every employee and employer should explore. These laws require employers to provide paid sick leave to all employees, which can be challenging for small businesses with limited resources. With California being one of the few states in the country to offer such generous benefits, employees can take time off from work to care for their health or that of a loved one without fear of losing their job or financial security.

    Paid family leave gives employees up to eight weeks to take time off work to:

    • Care for a seriously ill family member
    • Bond with a new child
    • Participate in a qualifying life event because of a family member’s military deployment 

    Anti-Harassment Requirements 

    Harassment in the workplace is a serious issue that can have devastating effects on employees and businesses. That’s why anti-harassment policies are critical to creating a safe and respectful work environment for all employees. Such policies clearly define what constitutes harassment and what steps will be taken if an incident occurs. Providing employees with a clear understanding of what is and isn’t acceptable behavior, anti-harassment policies help prevent harassment from occurring in the first place.

    Since California is employee-favored, the state requires all businesses to have a written anti-harassment policy, as well as a reporting and investigation procedure. All companies with over 50 or more employees in California are required to do the following:

    • Provide one hour of sexual harassment and abusive conduct prevention training to nonsupervisory employees
    • Provide two hours of sexual harassment and abusive conduct prevention training to supervisors and managers once every two years

    This training must occur within the employee’s first six months on the job. In addition to race, sex, and age, the training must also address harassment based on gender identity and sexual orientation.

    Timely Payment Of Wages

    In California, timely payment of wages isn’t just good practice; it’s the law! Employers must pay their employees’ wages on time and in full, including all overtime and bonuses earned. This means that employees can rest assured they’ll receive their hard-earned wages on time, without any delays or excuses.

    Failure to comply with timely payment laws can result in the following:

    • Costly legal penalties 
    • Damaged reputation 
    • Low employee morale 

    For each late paycheck, California’s Labor Code allows the recovery of up to $200 plus 25% of the amount unlawfully withheld, per employee, per payroll period.

    Layoffs And Business Closures

    The federal Worker Adjustment and Retraining Notification Act (WARN) in California is a vital piece of legislation protecting employees and their families during economic uncertainty. This act requires employers to provide advance notice to their employees in the event of a plant closure, mass layoff, or major relocation. This notice gives employees ample time to prepare for potential job loss and make necessary arrangements for their future. Employers who fail to comply with the WARN Act may face significant legal and financial penalties, including back pay penalties of up to $500 a day for each day of violation for a maximum of 60 days. This act isn’t just a legal obligation for employers but a moral responsibility to treat employees with dignity and respect.

    Consider Outsourcing Your HR Functions

    The intent of California’s HR laws isn’t to burden businesses but to protect the workers. HR in California is a dynamic and ever-evolving field that requires careful attention to legal compliance, employee well-being, and business success. From overtime rules, paid leave benefits, and anti-harassment policies, California’s HR landscape is filled with exciting and crucial topics that employers and employees must understand and navigate. While California’s employee-friendly laws and regulations can make it challenging for businesses to operate, they also create opportunities for companies to differentiate themselves as responsible and caring employers. By staying informed and proactive about HR issues, companies in California can attract and retain top talent, maintain legal compliance, and build a workplace culture that values and respects all employees.

    Have you considered outsourcing your HR functions to a professional employer organization (PEO)? Partnering with a PEO such as GMS is an excellent option for small business owners in California who want to streamline their HR functions and focus on their core business operations. Our HR experts are trained in the latest HR laws and regulations at GMS. We help business owners navigate complex employment laws in California, such as wage and hour regulations, anti-discrimination laws, and paid leave laws.

    Megan Croley, GMS’ Regional Client Services Manager, expressed, “From unique overtime rules and generous paid family leave benefits to the illegality of non-competes and the relatively new pay data reporting requirement, business owners are clearly navigating a complex set of rules and regulations in California. That can be intimidating! Knowing when to tap into the right resources for help makes all the difference. GMS has been serving clients in California since 2021. We assess your organization and provide guidance, policies, training, and more to avoid missteps.”

    HR functions are time-consuming and distract business owners from focusing on their core business operations. Investing in HR isn’t just a smart business decision; it’s a commitment to creating a better future for your employees. Contact us today to learn more.

  • The workplace is changing, not just because more people are working from home or because more companies are incorporating flexible scheduling. The workplace is experiencing a dramatic generational shift; while the older generations have begun retiring, Generation Z (Gen Z) has entered the arena.

    Each generation brings its own unique set of values and expectations to the office. While this can be great news for you as an employer who needs skilled workers to bring their individual points of view to their work, it can also create friction between generations working side-by-side. Here are some ways to address those differences to keep everyone happy – and productive!

    Generations In The Workforce

    With the addition of Gen Z, there are now five generations working alongside each other: 

    • Silent Generation (Born 1925-1945)
    • Baby Boomers (Born 1946-1964)
    • Generation X (Born 1965-1979)
    • Millennials (Born 1980-1994)
    • Generation Z (Born 1995-2012)

    While there isn’t a clear distinction between an individual born in 1979 and someone born in 1981, these dates are largely accepted as generational groups. Additionally, there are subgroups within each generation, but we recommend focusing on the main five groups for management purposes.

    Recognize And Acknowledge Differences

    With a diversified workforce, it’s essential for you and your employees to accept and accredit that there will be differences among the team. Open communication, training, and mentoring are great places to start. For example, you can hold workshops to teach employees about generational differences and how to work effectively with colleagues from different age groups. You can also pair younger and older employees in mentoring relationships to facilitate knowledge-sharing and collaboration.

    There is no need to shy away from the dissimilarities; however, this doesn’t mean reinforcing stereotypes. You must take the time to educate your team about the generational differences in the workplace and encourage them to be open-minded about others’ views and values.

    Acknowledging potentially contrasting ideas and opinions creates a more inclusive and welcoming work environment that embraces unique perspectives and values. By opening the conversation and respecting differences, you can foster a culture of inclusivity, collaboration, and understanding that allows each person’s unique qualities and skills to thrive.

    Be Aware Of Communication Styles And Preferences 

    Miscommunications and misunderstandings can be significant causes of conflict, which is why you and your employees need to be open and transparent about communication preferences.

    While Baby Boomers may prefer face-to-face meetings and phone calls as their main form of communication, Millennials tend to lean towards instant messaging platforms such as Microsoft Teams or Slack because it’s easier and faster for non-urgent tasks. Gen Xers find themselves somewhere in the middle, often using email as their primary form of communication with coworkers, but still value face time.

    A potential issue could ensue between Baby Boomers, who contact via phone calls, and Gen Zers, who vehemently avoid phone calls unless absolutely necessary if groups don’t communicate their preferences.

    Be flexible and open-minded. Encourage your team to try and understand where other generations are coming from, even if it’s difficult to relate. Remember that everyone has different experiences, which can affect how they see things. For example, an older generation may have a different view than someone who grew up in the digital age.

    Adjust Your Expectations And Your Management Style

    When managing generational differences in the workplace, it’s important not to make assumptions. For example, while we’ve been referencing general characteristics and preferences of the different generations, don’t assume that all people from the same era are the same. But at the same time, don’t assume different ages won’t get along either. If you do this, you’ll miss out on valuable opportunities for collaboration and cooperation between different generations at work.

    In fact, there may be more similarities between these two employees than differences after all; for example, two coworkers born decades apart may spend their evenings encapsulated in the latest docuseries streaming on Netflix. Another may be on the local co-ed soccer team that their older counterpart was a part of years earlier.

    In addition to adjusting your expectations, adapting your management style is essential. For example, younger workers may appreciate more frequent feedback and freedom in their work environment. On the other hand, older workers may value more structure in their day-to-day activities.

    At the end of the day, your employees are individuals, and your management style should reflect that. It’s crucial you come into each workday with an open outlook, and your employees will do the same.

    Update Your Training Program

    The most effective training programs focus on the skills and abilities of each generation. You can still use some general training methods across all ages, but it’s necessary to recognize that different generations have different needs when it comes to learning new information as well as retaining and applying it on the job. Just as people have communication preferences, they also learn differently. Onboarding sets your expectations for employees, which is why your training program is a great place to educate your team on generational differences.

    The best way to ensure that you’re building your training programs correctly is by understanding what makes each generation unique. For example, Boomers didn’t grow up surrounded by technology, so they may need extra time for practice and review sessions before implementing a new software process into their daily routine. Gen Xers enjoy structure in their work environments, so clear guidance is provided upfront about expectations during this process, such as, “We expect these results within Y timeframe.”

    Gen Zers are more likely to learn by doing; therefore, you can offer hands-on learning opportunities, such as walking through a process together. Also, provide a clear path for feedback and communication throughout the training program.

    Recognizing and adapting to an individual’s learning style will lead to a practical outcome that’ll have long-lasting impacts on your work culture.

    Offer Flexible Solutions

    The overarching key to managing generational differences in the workplace is flexibility. Each generation has its own unique set of needs, so it’s paramount you understand these differences and find ways to meet them. For example, you can offer flexible scheduling options if your younger workers are used to working remotely or at different hours.

    Flexible work arrangements accommodate living differences between all generations, such as school drop-off/pickup times versus evening activities with friends, which benefit your entire workforce.

    Comprehensive work benefits show you care about everyone’s interests and help you attract and retain a diverse workforce. Also, consider adopting inclusive benefits that benefit multiple generations differently. While not exclusively geared to one age, parental leave may not matter to older generations, but career development and promotion opportunities do.

    Generational Differences Are An Opportunity 

    The workforce shifts daily, with new employees bringing a flood of new ideas and opinions. While the new skills pose an excellent opportunity for your business, if you’re not careful, generational differences can cause friction in the workplace. But when approached strategically, a diverse team can foster a welcoming culture and greatly benefit your business.

    However, employee training and workplace management aren’t necessarily simple HR functions and can take you away from other integral business responsibilities. By partnering with GMS, we give you access to the tools and resources you need to take on these tasks while providing specific guidance on hiring and training for your business. Our Applicant Tracking System and employee training software streamline the hiring process to efficiently and effectively recruit top talent.

    We help with all the administrative tasks that take away your valuable time so your business can run smoothly. Contact us to speak to one of our experts today!

  • In today’s highly competitive job market, attracting and retaining top talent is crucial to the success of any organization. Companies can achieve this by implementing pay transparency policies that provide employees with clear information about their compensation and benefits. Not only does pay transparency increase trust and job satisfaction among workers, but it can also lead to more productive employees.

    What Is Pay Transparency?

    Pay transparency is the practice of openly communicating information about compensation with employees and candidates. Some companies share all salary data publicly, while some disclose how each team member determines salaries internally. Many employers share salary ranges so team members understand their earning potential in a given role.

    The following are several benefits of pay transparency:

    • Attracts more talent
    • Increases productivity 
    • Provides a better candidate experience 
    • Increases employee trust and retention

    Studies show that disclosing salaries may motivate employees to work harder. 

    How Pay Transparency Makes For More Productive Workers

    Pay transparency can have a significant impact on employee productivity. When employees clearly understand their compensation and how it compares to their peers, they feel more valued and motivated. In addition, pay transparency promotes a culture of fairness and equity in the workplace, improving employee morale and reducing turnover.

    When employees feel they are being compensated fairly for their work, they’re more likely to be satisfied with their jobs and put forth their best efforts. Pay transparency facilitates open communication between managers and employees, leading to better goal-setting, management, and overall team performance. By increasing transparency around pay, organizations can create a more engaged and productive workforce, resulting in a stronger bottom line.

    The Assistance Of A PEO

    Every business owner wants productive workers, right? While there are many steps you could take to make a more productive workforce, you may need to start thinking outside of the box. Pay transparency is your first step in that direction. When you partner with a professional employer organization (PEO), they help you craft job descriptions that include salaries, potential bonuses (if applicable), and so much more. If your employees want more transparency around their pay, give them what they want – it’s that simple.

    A PEO such as GMS handles all of your back-end administrative work that you don’t need to spend countless hours on. Shift your focus to growing your business, and let us handle the tedious tasks. Contact us today to learn how we can help your business become simpler, safer, and stronger.

  • Workdays shouldn’t dictate your life, and life shouldn’t revolve around your work schedule. We all have responsibilities outside of our careers; family commitments, volunteering, hobbies, household chores, self-care, and the list goes on. Roadblocks, such as a sick child or flat tire, pop up without warning and can derail an entire day. These scenarios illustrate why, as a business owner, you should consider flexible scheduling options for your employees.

    Furthermore, ever since the COVID-19 pandemic emptied the offices and left employees reevaluating their values relating to their work life, the vast majority came back wanting work schedule flexibility. In a survey of over 10,000 people, 95% said they prefer flexible hours, even more than the 78% of workers who want location flexibility.

    With so many individuals desiring more control over their daily lives, how does flexible scheduling affect you, their employer, and do the benefits outweigh the costs? It’s time to dive into the pros and cons of implementing flexible scheduling in your business.

    What Is Flexible Scheduling?

    With growing technology, employees are more connected than ever, making working from a coffee shop or kitchen table the same as clocking in at the office. Flexible scheduling is the practice of creating a work program that allows employees to set their hours wherever they are. You can achieve this in a variety of ways, starting with allowing employees to choose when they want to start and end their days or giving them the option of occasionally working from home. Flexible scheduling empowers employees to manage their assignments in a format that works best for their personal timetable rather than a set workday.

    The goal is to allow employees’ personal lives and family commitments to be considered and accommodated by their employers. The freedom helps employees balance work with other responsibilities or passions outside of the office, for example:

    • Having children at home during school hours
    • Caring for elderly relatives who need assistance during certain times of day (or night)
    • Setting aside time to volunteer
    • Taking a personal growth class

    Who Benefits From Flexible Schedules?

    Flexible scheduling is a win-win for both parties, not just the employees. You, your employees, and the entire company can benefit by erasing complications from juggling work with life’s other responsibilities.

    Benefits for employees

    Work/life balance

    Flexible scheduling helps employees balance family life with work life, greatly benefiting parents, especially single parents trying to oversee childcare costs and responsibilities. For example, permitting employees to split the workday into the first half of the day when kids are at school and finish their projects in the evening after the children are in bed allows parents to spend valuable time as a family. Additionally, your employee won’t be facing the distractions of playing two roles and can work without being interrupted.
    Employees who can better manage their time are more productive at work because they don’t feel rushed or stressed by having too much to do in too little time.

    Reduced commute time

    Employees who still want to work at the physical office can adapt their schedules to avoid rush hour and save hours of wasted time. With the extra hours in their days, employees can spend more time on other responsibilities or enjoying their hobbies.
    Combined with time, they save on fuel and repair costs from daily wear and tear from time spent on the road.

    Reclaimed control over their time

    Think about it like this: some people are naturally early birds, while others are night owls. For some, waking up with the sun and getting to work is how they function best, but others may get in the flow during the evening while most of us are asleep.

    By regaining autonomy over their schedules, you empower your employees. They can arrange their day to set work hours during the times that align with their energy cycles, working efficiently at their preferred time of day. They’re more likely to be productive and proactive in ensuring they finish their work while simultaneously pursuing other activities outside of work.

    Benefits for employers

    Higher recruitment and retention rates

    Flexible scheduling is an effective tool to retain and recruit top talent. Employees are less likely to leave when they are happy with their job. Studies show that 83% of employees positively view their organization’s culture when offered scheduling flexibility versus only 47% of employees without the opportunity.

    Not only does schedule freedom help retain talent, but it also helps with recruitment efforts. During the Great Resignation, where roughly 4 million Americans left their jobs, 26% reported a “lack of workplace flexibility” as their main reason for quitting. Flexible scheduling is now a significant driver for employees deciding where to work. In fact, 59% of recent study respondents said “flexibility “ is more important to them than salary or other benefits.

    Increased productivity

    You may be concerned about the impact on productivity, however, studies show that workers with flexible schedules are just as productive, if not more so, as those with regular schedules. In reality, 55% of workers admit to working more hours when remote versus at their physical office.

    Not only are employees reporting increased productivity, but the quality of their work is also increasing. Employees who don’t feel chained to their jobs are more likely to focus on the tasks at hand when they are working because it’s more enjoyable for them than if they work out of a sense of obligation or compulsion. With flexibility in working options, 71% of people find their team innovative, to just 57% of those who lack a flexible work opportunity.

    Happier employees

    Flexible scheduling is a great way to show employees that you care about their well-being, not just the company’s bottom line. Studies show flexible work schedules positively affect employee engagement, morale, and productivity. When employees feel trusted, they’re more likely to be engaged at work and reciprocate that trust by working hard and giving you their best.

    Burnout symptoms decrease to only 14% among employees with scheduling flexibility. In contrast, the number of individuals experiencing burnout more than doubles to 36% when reporting burnout symptoms without flexible options.

    Are There Any Downsides To Flexible Scheduling?

    While the benefits of flexible schedules are clear, it’s essential to consider the downsides. For example, not all employees work without supervision, and you may run into a team member who takes advantage of the opportunity and slacks off on their tasks.

    Scheduling can also become challenging, with multiple people requesting specific shifts to the point that providing everyone with what they want is unfeasible. Additionally, team or client meetings may become difficult to plan if everyone works at different times. One way to combat this issue is by requiring “core hours” for each employee that overlap with their team to accomplish group tasks. Then, employees can complete their other hours at their discretion.

    When coworkers don’t see each other daily, company culture can weaken. As an employer, you must be intentional with your actions to build a positive rapport and maintain a strong team. For example, dedicating time for networking, team building, and proactive development opportunities are great ideas to show your employees your commitment to them, and culture is a priority regardless of where or when each employee works.

    Employee Benefits Administration

    Employees oftentimes have to choose between their work and family life, which can lead to stress, burnout, and low morale. Implementing an employee benefit such as flexible scheduling allows employees to maintain a healthy balance between work and life while maintaining productivity levels.

    But managing employee benefits can take control of your schedule and keep you away from your other responsibilities. Fortunately, GMS’s team of HR experts are equipped with the tools to help you keep a pulse on the overall morale of your organization. We conduct employee engagement surveys, general audits, and help you implement the benefits your employees want.

    Are you ready to increase your employee benefits without increasing your workload? Contact us today to speak with our experts about how we can help you make that happen.

  • Are you tired of writing job descriptions that fail to attract top talent? Or perhaps you’re struggling to accurately capture the essence of a position and effectively communicate the required skills and qualifications? Does the solution lie in the power of artificial intelligence (AI)? With AI-powered tools and technologies becoming increasingly popular, you can revolutionize your approach to job description writing, creating engaging and informative descriptions while saving time and effort. That sounds like a no-brainer, right? Not so fast…

    AI In Today’s Economy

    The world was taken by storm, being introduced to AI platforms such as ChatGPT, CopyAI, Jasper, Sudowrite, and more. However, AI has been around for decades and has helped businesses automate critical tasks and make their operations more efficient. AI is a wide-ranging branch of computer science concerned with building smart machines capable of performing tasks that typically require human intelligence. Since the emergence of ChatGPT in late 2022, studies show that one in four companies have replaced their employees with it.

    The impact of AI on the economy cannot be overstated. From manufacturing to health care, AI-powered technologies have revolutionized the way we work. More specifically, for HR professionals, AI offers a wealth of opportunities to streamline recruitment, optimize workforce planning, and improve employee engagement. However, with these benefits come new challenges and ethical considerations. As the use of AI continues to grow rapidly, HR experts must carefully consider the potential risks and benefits while staying up-to-date on the latest developments.

    The Good And Bad Of Utilizing AI For Job Descriptions

    As we continue to hear more and more about the various AI tools that could help business owners with time-consuming tasks, one should be aware of the pros and cons. While AI can help HR professionals in many aspects of their work life, we’re discussing the good and bad when using AI specifically to write job descriptions.

    The good

    AI-powered tools can save HR professionals time and effort by automating the writing process and generating descriptions more likely to attract top talent. In addition, AI is beneficial as it focuses on the following:

    • Consistency: AI-generated job descriptions are oftentimes more consistent than those manually written, ensuring that all job postings have the same level of detail and quality.
    • Inclusivity: AI can help create more inclusive job descriptions by flagging potentially biased language by suggesting alternative phrasing.
    • Keyword optimization: AI tools and resources can optimize job descriptions for search engines, making them more likely to appear in job search results.

    The bad

    While there are a handful of positives to utilizing AI, there are also potential downsides. Let’s take a look at the downsides AI could have when using it to write job descriptions:

    • Lack of personal touch: AI-generated job descriptions lack human touch and personality and fail to capture the unique aspects of a particular role or company culture. Many argue that AI-generated job descriptions sound like a series of buzz-words strung together.
    • Limited creativity: AI may be limited in terms of generating job descriptions that are creative and engaging, which can be crucial in specific industries or for certain roles. Can a robot really capture the culture of your company?
    • Inaccuracies: Utilizing AI for job descriptions may contain inaccuracies or errors if the algorithm is not trained correctly or if there are gaps in the data.

    Let’s Put AI To The Test

    Considering the pros and cons of using AI to write job descriptions, why don’t we put AI to the test and see what happens? When you ask ChatGPT to “write a job description for a sales representative in the manufacturing industry,” it comes up with the following:

    Job Title: Sales Representative – Manufacturing Industry

    We are a leading manufacturing company seeking a highly motivated Sales Representative to join our team. As a Sales Representative, you will be responsible for building and maintaining client relationships, generating new leads, and driving sales in the manufacturing industry.

    Responsibilities:

    • Identify new business opportunities and generate leads through research, networking, and referrals
    • Build and maintain relationships with current and potential clients, including manufacturers, distributors, and retailers
    • Develop and execute sales strategies to achieve sales targets and increase revenue
    • Conduct product presentations and demonstrations to prospective clients
    • Negotiate and close sales deals in a timely and professional manner
    • Attend trade shows and other industry events to stay up-to-date on industry trends and establish new contacts
    • Provide exceptional customer service to ensure client satisfaction and loyalty
    • Collaborate with internal teams to ensure timely delivery and successful completion of projects

    Qualifications:

    • Bachelor’s degree in business administration, marketing, or a related field
    • 2-3 years of sales experience in the manufacturing industry, with a proven track record of meeting or exceeding sales targets
    • Strong communication and interpersonal skills, with the ability to build and maintain relationships with clients and colleagues
    • Excellent negotiation and closing skills
    • Knowledge of manufacturing processes, materials, and industry trends
    • Ability to work independently and as part of a team, with a strong sense of initiative and a results-oriented mindset
    • Proficiency in Microsoft Office and CRM software

    If you are a self-motivated and results-driven sales professional with a passion for the manufacturing industry, we encourage you to apply. In return, we offer a competitive salary and benefits package, as well as opportunities for career advancement and personal growth. Join our team and help us shape the future of manufacturing!

    While this extensive job description gives the applicant an excellent overview of the role, it’s still missing the extra detail and human touch writing your own job description would include. For a Sales Representative role, you’d want to have numbers and goals they are responsible for hitting. It’s essential to include the expectations of the position, so they know what to expect, at least within their first few months at your company. In addition, the description is missing the benefits included with the position, such as paid time off (PTO), medical, dental and vision insurance, territory (if applicable), and more. In addition, it doesn’t include the salary, as most sales positions typically earn a base salary, or it’s strictly commission. That’s important for the applicant to know when applying for the job. Above all else, it’s simply not enticing – there’s no character or charisma to be found.

    Is AI Worth It?

    While AI will provide you with a job description that will save you time, you’ll quickly find your candidate pool diminishing from a lack of interest. It’s your responsibility as a business owner to attract the talent your business wants and needs to succeed in this challenging labor market. Have you considered partnering with a professional employer organization (PEO)? Partnering with a PEO such as GMS can be highly beneficial for business owners who don’t have enough time to craft the perfect job description. GMS’ HR experts help businesses create job descriptions that accurately reflect the company’s needs while highlighting the unique benefits and opportunities of working with your business. Ultimately, working with a PEO can help companies to streamline their hiring process, save time and resources, and build a stronger, more effective workforce. Let’s find you the employees you’ve been searching for. Contact us today!

  • Recruiting hard-to-fill blue-collar workers can be daunting for many companies, especially as more individuals go to college and chase white-collar jobs. The demand for skilled workers is high, yet the supply is limited, making it challenging for employers to find the right talent. With the current competitive labor market, it’s becoming increasingly important for businesses to stand out and attract top candidates. How can you stand out from your competition during these challenging times and recruit the talent you need to keep your operations running?

    Defining Blue-Collar Positions 

    The term blue-collar worker refers to those who engage in hard manual labor, typically in the agriculture, manufacturing, construction, mining, or maintenance sectors. These workers may work outdoors and/or work with heavy machinery.

    The following are examples of blue-collar professions:

    • Carpenter 
    • Electrician 
    • Janitor 
    • Farming
    • Landscaper 
    • Logistics and shipping
    • Manufacturing worker 
    • Painter
    • Construction workers
    • Equipment operator 
    • Plumber
    • Mechanic

    Individuals who are considered blue-collar may or may not be skilled and generally earn hourly wages instead of salaries. 

    How To Recruit This Class Of Workers

    Recruiting hard-to-fill blue-collar positions can be a challenging task for business owners, as the pool of qualified candidates may be limited. However, with the right strategies in place, finding and attracting top talent for these critical roles is possible. Consider the following effective methods for recruiting these workers:

    • Develop a targeted recruitment plan: A targeted recruitment plan is essential when recruiting for hard-to-fill blue-collar positions. This plan should include identifying where potential candidates are likely to be, such as trade schools, job fairs, and industry events. Utilizing social media platforms such as LinkedIn and Facebook can also be a useful tool in reaching out to potential candidates.
    • Offer competitive compensation and benefits: To attract top talent, offering competitive compensation and benefits packages is crucial. This could include a higher starting salary, health insurance, retirement plans, and other perks such as paid time off (PTO), performance incentives, and sign-on bonuses.
    • Provide training and development opportunities: Consider providing ongoing training and development opportunities to attract and retain blue-collar workers. Offering mentorship programs and on-the-job training can help new hires develop their skills and advance their careers within the organization.
    • Create a positive company culture: A positive company culture is essential when recruiting this class of workers. Creating a culture that values teamwork, respect, and a positive work-life balance can help attract and retain top talent. In addition, creating a culture of safety and compliance can show candidates that the organization prioritizes safety.
    • Start a referral program: When you offer a paid referral program to your employees, it incentivizes them to always be on the lookout for good talent. In addition, your employees most likely have a pool of qualified candidates that could be the perfect fit for your company. 88% of business owners rate employee referral programs as the best source of applicants.

    There May Be One Option You Haven’t Considered

    By developing a targeted recruitment plan, offering competitive compensation and benefits, providing training and development opportunities, creating a positive company culture, and partnering with industry organizations, employers can find and retain the blue-collar workers they need to drive their business forward. Sounds like a lot to manage on your own, doesn’t it? We have one more option that you may not have considered – partnering with a professional employer organization (PEO). A PEO provides small businesses with a wide range of HR services, including recruitment and retention strategies, employee benefits, and compliance support that help attract and retain the needed talent. With a PEO such as GMS as a partner, small businesses can focus on their core operations while leaving the HR tasks to the experts. If you’re a small business struggling to recruit blue-collar workers, consider partnering with GMS to help you achieve your HR and recruitment goals. Contact us today!

  • Columbus, Ohio, recently joined other states and municipalities that have passed laws prohibiting employers from inquiring into a job applicant’s salary history. The following cities in Ohio currently have these ordinances:

    • Toledo 
    • Cincinnati

    The Columbus ordinance covers all business owners within the city with 15 or more employers and their agents, such as job placement or referral agencies. It prohibits employers from asking applicants about their salary history, current or former employer, or searching publicly available records to obtain their salary history. An applicant is considered to be any individual applying for employment that will be performed within the city’s geographic boundaries and whose application will be solicited, received, processed, or considered in whole or in part in Columbus.

    The ordinance states that it’s an unlawful discriminatory practice for an employer to do the following:

    • Inquire about an applicant’s salary history, including prior wage, benefits, or additional compensation
    • Screen applicants based on their current wages, benefits, compensation, or salary history, including that an applicant’s salary history meets minimum or maximum criteria
    • Rely solely on an applicant’s salary history when deciding whether to extend an offer of employment or when determining an applicant’s salary, benefits, or other compensation
    • Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant who doesn’t disclose their salary history

    However, employers can still ask applicants about their salary, compensation, and benefits expectations. In addition, employers may inquire into objective measures of the candidate’s productivity, including revenue, sales, or other production reports.

    Its’ prohibitions do not apply if another federal, state, or local law specifically authorizes reliance on salary history to determine employee compensation for a specific position. In addition, it applies to the following:

    • Internal transfers or promotions with a current employer
    • Voluntary disclosures by the applicant
    • Positions for which salary or compensation are set by collective bargaining
    • Applicants who are re-hired by an employer within three years of leaving the employer

    This ordinance goes into effect on March 1st, 2024. Once it’s effective, all employers who fail to comply with its prohibitions permit an applicant to file an administrative complaint with the Columbus Community Relations Commission. Should you violate the ordinance, you could be subject to civil penalties of $1,000 to $5,000.

    If you’re a GMS client and have questions, please contact your HR Account Manager. However, if you aren’t a client of GMS, contact us today to stay compliant with ever-changing laws and regulations.