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volume II issue II February 2014 |
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Solving Business Challenges with Strategic Staffing. Part two of a three-part series. If you think that temps are best used as fill-ins for vacationing employees, think again! Savvy executives are discovering that temporaries (and staffing services) can be used to solve some of their toughest business challenges. From easing the pain of layoffs to turning around under-productive departments and even driving revenue growth, staffing is proving to be an extremely valuable strategic tool. In this series, we take a look at how three real-life companies have used staffing services to their advantage. This month, a box manufacturer needs to rehire after downsizing due to the recession, but they face a difficult dilemma! Read more. 7 Reasons You Should Hire a Veteran Last year I had a personal mission to get out and connect with our military service members. On a Friday afternoon I got in my car, mapped out all the recruiting centers in my area and started to shake hands. It was an amazing afternoon to say the least! I started many great relationships that day. Staff Sgt. Jeffrey Baldovin with the Wisconsin Employment Resource Connection (WERC) program was one of the people I was referred to that day. Baldovin helps National Guard members with the skills needed to find employment. From interviewing skills to putting Guard members in touch with employers, he does it all. Last week while conducting mock interviews with Baldovin, I asked him to help me come up with some points on why employers should hire a veteran or active National Guard Member. These points are brought to you by SSG Baldovin. 1. Leadership From the moment you join the military, a leadership role is something you quickly step into. For example, in the civilian world it is very uncommon for a 23-year-old to lead a team; however, for a military member of that age, leadership is expected. Veterans are natural leaders. 2. Unique Skill Sets . . . Read on. How Will Technology Impact the Future of Recruiting? The future of recruiting depends on the future of technology. As we've seen, man hangs on for dear life as technology progresses. The person (or company) who understands the progress of tomorrow will have a leg up on the competition. Here are three elements that will define the future of recruiting. Big data In the future, hard data will inform hiring decisions. Gut feelings and personality will always play key roles in recruiting (for better or worse), but data will help recruiters quantify many of the decision-making factors (previously left to opinions and group-think). What if all of your applicants had specific scores, and then those scores could be attributed to specific applicant sources? Read on. Three Keys To An Effective Disciplinary Program The Justice Department and the SEC have underscored the importance of a company maintaining a clear disciplinary process so that executives, managers, and employees are aware that a violation of the corporate code of conduct or the law will result in disciplinary action. In addition, the Justice Department and SEC have emphasized the importance of including positive incentives for compliance with a corporate code and the law. Chief Compliance Officers understand the importance of even-handed discipline and positive incentives. A corporate discipline program has to adhere to some strict guidelines for administering justice. Three principles stand out as critical to an effective disciplinary system – justice must be even-handed, justice must be swift, and employees who raise concerns must be protected from retaliation. If managers and employees perceive a disciplinary system as discriminatory, the company culture will suffer significant harm. Read on. What to Consider Before Docking Pay for Weather-Related Absences With thanks likely to the polar vortex, states across the nation are experiencing record low temperatures this winter. The bitterly cold winter has caused employees to call off work (or show up late) and employers to voluntarily close down for a day or more. In these situations, employers are often left wondering whether they must pay employees who have taken time off for reasons related to bad weather. Under the federal Fair Labor Standards Act (FLSA), the answer depends on a couple of factors. The first factor is whether the employee is exempt or non-exempt. For non-exempt employees, the FLSA is straightforward: the employer is only required to pay the non-exempt employee for hours that the employee actually works. So if a non-exempt employee misses an entire day or part of the day due to bad weather, under the FLSA the employer only has to pay for the time the employee actually worked. This is true even if the employer voluntarily closes its doors for the day. Read more |
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> FEATURE ARTICLE Solving Business Challenges with Strategic Staffing > TIP OF THE MONTH 7 Reasons You Should Hire a Veteran > Q & A How Will Technology Impact the Future of Recruiting? > LEGAL UPDATES Three Keys To An Effective Disciplinary Program What to Consider Before Docking Pay for Weather- Related Absences Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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