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volume II issue VIII August 2014 |
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The Rehire: How To Win Back Good Employees The economy is like a pendulum and has been swinging back toward prosperity. As a hiring manager or organizational leader, it may have been only a few short years ago you were scheduling meetings in regard to corporate layoffs. Layoffs cost your organization more than the size of its employees. And, you lost more productivity than you can simply regain with the sourcing, hiring, and training of a new body. Experience, insight, and industry knowledge walked out the door with every pink slip. Today, you want to regain the momentum you lost, wind up, and take off down the path of prosperity and growth. Add the extra challenge of the talent that stayed the course with you through the slowdown which is now being syphoned off by other companies, further weakening your company's internal talent. You need to add new talent. You need qualified candidates. You need them now. Read more. Culture Fit? There's an App for that! Culture fit is very often the determining factor on whether an employee stays at a job long-term. With one out of two workers quitting before 18 months, managers could use some help. Despite years of urging hiring managers and HR professionals to focus employee selection on culture and team fit, many hiring decisions still ignore attitude and personal values, especially at a time when skilled workers are scarce and unfilled jobs plague many businesses. When the education and experience fits, it seems to blind managers to the fact that no matter how good the wings, pigs won't fly. However, if managers don't get the importance of culture fit, job applicants sure do. A new app has been released that helps job seekers and employees figure out how well matched they are–or aren't–to the company. Read on. Ground Rules for Applicant Follow Up Question: What are the ground rules for following up with job applicants after they've applied (even ones that aren't even minimally qualified)? Answer: This is definitely a challenge in today's job market when applying to a job is a click away. If the candidate was interviewed but not selected, it is extremely important that you send them a letter notifying them of your decision. Doing this is beneficial to both you and the candidate. Notifying someone that they did not get the job is respectful; it allows them to "move on" and continue their job search. This can help establish you as an employer of choice–a company that treats both their employees and prospective employees with respect. You should also keep in mind that current interviewees may be future customers of your business or know someone who already is. Sending a candidate a letter can be good for your reputation as a business as well as an employer. Read on. Avoid Running Afoul of the FCRA There has been a recent uptick in class action litigation initiated by job applicants claiming that employers violated the Fair Credit Reporting Act (the FCRA) in the manner they procured and used consumer reports about the applicants, such as credit reports and criminal background checks. Because the use of consumer reports is coming under increased scrutiny, employers are advised to review their background checking procedures to ensure they comply with the FCRA. Read on for a more detailed discussion. ACA Update: Courts Divided on who is Eligible for Subsidies on the Exchange On July 22, 2014, within 2 hours of each other, two U.S. Courts of Appeal issued conflicting rulings on whether subsidies may be offered in states that use the federal insurance exchange. Background. The Affordable Care Act (ACA) states that individuals will be eligible for a subsidy with respect to coverage they buy on an Exchange established by a state. A large employer who does not offer minimum essential coverage that provides minimum value and is affordable will only be subject to the tack hammer penalty if an employee buys coverage on an Exchange and receives a subsidy. Therefore, if an employee is not eligible for a subsidy in a state that has an Exchange set up by the federal government, that employer will not owe a tack hammer penalty with respect to that employee. In some cases, an employer may be able to avoid all employer mandate penalties. Read more. |
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> FEATURE ARTICLE The Rehire: How To Win Back Good Employees > TIP OF THE MONTH Culture Fit? There's an App for that! > Q & A Ground Rules for Applicant Follow Up > LEGAL UPDATES Avoid Running Afoul of the FCRA ACA Update: Who is Eligible for Subsidies? Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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