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Happy New Year! 8 HR Resolutions for 2018

Happy New Year! 8 HR Resolutions for 2018

New Year’s resolutions can help bring about positive change, whether in our personal lives or at work. With 2018 approaching, here are some HR resolutions to consider—and suggestions for helping make them stick. #1: Review your hiring procedures. Review your job advertisements, recruiting practices, application forms, interview questions, and screening and selection procedures to ensure they are effective and comply with all applicable laws. Avoid questions that could reveal a candidate’s protected class, such as age, disability, national origin, and religion. Additionally, depending on your jurisdiction, you may be prohibited from asking about an applicant’s criminal history (prior to making a conditional job offer) or salary history. #2: Create/update job descriptions. Written job descriptions can help you identify essential functions and qualifications needed for a role. They can also help you set clear expectations with employees, evaluate performance, make compensation decisions, identify training needs, handle requests for reasonable accommodations, and make exempt vs. non-exempt classification decisions. In 2018, review and update your job descriptions to make sure they accurately...

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Four Ways Small Businesses Can Compete for Top Talent

Four Ways Small Businesses Can Compete for Top Talent

Ask any business leader today what he or she is worried about, and they will most likely discuss the challenge of attracting and retaining top talent. Nowhere is this concern greater than in the minds of small-business owners. It is even tougher when the job market tightens. October was one of the best job-creating months this year, with 235,000 private-sector jobs added. This means the pool of unemployed workers continues to shrink and current workers are being lured with big pay bumps to switch jobs. It’s causing managers — from companies big and small — to worry about how they can compete for skilled workers. This is especially challenging for small businesses. When small businesses need to fill a job, they are going up against the recruitment campaigns, salaries and benefits that larger companies can offer. However, despite the challenge of fewer candidates seeking work and the pressure to retain current employees, small businesses can have a real advantage in attracting and retaining top talent if they use their...

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It’s Officially Holiday Season: 8 Mistakes to Avoid When Hiring Seasonal Employees

It’s Officially Holiday Season: 8 Mistakes to Avoid When Hiring Seasonal Employees

With winter approaching, employers in certain industries may need to hire temporary employees to help handle seasonal increases in demand. Even though seasonal employees are by definition short-term hires, cutting corners during the onboarding process can lead to long-term headaches. When hiring seasonal employees, avoid these top mistakes: #1: Waiting too long. Start early by assessing business needs and determining the number of seasonal workers you will need. Work with supervisors to make sure adequate staff will be in place and establish a plan for utilizing the additional help. #2: Relaxing hiring standards. The ramifications of a bad hire, whether temporary or full-time, can be significant. Prior to recruiting for an open position, write/review/update a job description for the position and establish the job-related criteria you will use to make your hiring decision. Vet each candidate carefully, with attention given to employment applications, resumes, interviews, references, and background checks, where applicable. Taking the time to look for quality workers can also benefit you in the future, since you’ll have...

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The Treatment Center: Returning to ADP® Comprehensive Services Results in Time and Money Saved

The Treatment Center: Returning to ADP® Comprehensive Services Results in Time and Money Saved

The Treatment Center and the Adolescent Treatment Center of the Palm Beaches is a substance abuse and mental health facility that helps patients on the road to lifelong recovery from addiction. They started with ADP in 2011 but left ADP for a competitor in 2015. Four months later, they returned to ADP and implemented ADP® Comprehensive Services. Sandra Rose, Human Resources Director explained that one of the reasons why she came back to ADP was because she wasn’t able to manipulate data in the competitor’s system to get the reports she needed quickly. When she returned, Sandra discovered that the ADP Comprehensive Services offering had been enhanced and now offered even more information and more standard reporting, leading to greater efficiencies for her staff and the Center as a whole. ADP’s systems were much more user friendly, with “real-time” and customizable reporting and Sandra was impressed with the attentiveness of ADP’s dedicated HR team and Relationship Manager. Read the full story to learn how The Treatment Center saved significantly...

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