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volume III issue V May 2015 |
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6 Essential Elements of a Killer Career Page With national unemployment at its lowest level in six years and employee confidence at a new high, now is the time for employers to get serious about how they're appealing to job seekers–particularly through the career page. Beyond just a list of open positions, a career page is an opportunity to highlight your company's people and culture as well as what sets it apart from other businesses. With that being said, here are six essential elements of a killer company career page: 1. Be mobile friendly Job hunting has become an increasingly mobile activity, so be sure to optimize your career page for mobile devices–no one likes squinting at tiny text on a small screen. A recent study by job site Indeed showed that 78 percent of job seekers would apply to a job from their mobile device if they could do so simply. For inspiration, check out Whole Foods’ mobile jobs site, which makes it easy to filter openings by location, department, position type and custom search terms. 2. Video, video, video When it comes to communicating your story and what makes your company one of a kind, it’s better to show than tell. Evernote, a note-taking software provider, has nailed this ability by featuring a professionally produced, engaging video called “Life at Evernote” on its career site. The video is short, lively, and features testimonials from Evernote’s CEO and other staff, giving candidates a glimpse into what it would be like to work there. Read on. Why Onboarding is Crucial to Retaining Employees Imagine your first day on a new job. You arrive and no one is waiting to greet you or your HR representative is running late. When you do get started, you are asked to fill out some forms for taxes and benefits, but you don’t receive guidance on your 401k distributions until you prompt your representative. After this, a two minute “welcome” video is played describing the basics of the company and you are then whisked away to meet your team only to find out that half of them are at lunch and you have no desk and you can’t login to your laptop. The final icing on the cake is that it is only half past noon. Simply put, the initial impression of your company to new employees can mean the difference between their long-term commitment and their willingness to leave for the next best offer. Making a good first impression sets the tone for your relationship and it all begins with proper onboarding. Read on.Presenteeism in the Workplace Question:I keep hearing people refer to “presenteeism” in the workplace. What is it and why does my boss want me to look into what it is costing the company? I’ve never heard that term before! Answer:Presenteeism refers to employees who are on the job but, because of illness or other medical conditions, are not fully functioning. These employees are physically present at work but are distracted to the point of not working at full capacity due to physical or emotional issues. Chronic conditions such as allergies, arthritis, migraines, back pain, gastrointestinal disorders, diabetes, and depression can lead to presenteeism issues, just to name a few. Researchers indicate that presenteeism can cut individual productivity by one-third or more. In fact, data suggests that it is a much more costly problem to employers than absenteeism AND it is difficult to manage. With presenteeism, employees show up to work but it is difficult to tell when or how much an illness or a medical condition is hindering someone’s performance. They may “look fine” but their performance may be suffering. Presenteeism is thought to be more prevalent during tough economic times, because people are afraid to miss work, potentially causing them to lose their jobs.Read on. EEOC Weighs in on Employer Wellness Programs Employer-sponsored "wellness programs" have become very popular, and are touted for the potential benefits to employees and employers alike: reduced absenteeism, lowered health care costs, reduced injuries, improved morale and productivity. But are these programs compliant with the ADA and other federal laws? The U.S. Equal Employment Opportunity Commission ("EEOC") has issued proposed regulations that are hoped to help employers make the most out of wellness programs while complying with the Americans with Disabilities Act ("ADA"). The EEOC is also publishing a fact sheet for small businesses and a "Q&A" for the general public. Key points from the guidelines: Employers covered by the ADA (i.e. with 15 or more employees), who generally are restricted from collecting medical information from employees under the ADA, can do so as part of a wellness program. Read more.SEC Proposes Rules for Pay for Performance Disclosure On April 29, 2015, the Securities and Exchange Commission proposed rules requiring companies to disclose the relationship of executive pay to performance as required by Section 953 of the Dodd-Frank Wall Street Reform and Consumer Protection Act. Under Dodd-Frank, the SEC was required to adopt rules requiring public companies to disclose in any proxy or consent solicitation material for an annual meeting of shareholders a clear description of any compensation required to be disclosed by the issuer under Item 402 of Regulation S-K, including information that shows the relationship between executive compensation actually paid and the financial performance of the issuer, taking into account any change in the value of the shares of stock and dividends of the issuer and any distributions. Read more. |
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>FEATURE ARTICLE 6 Essential Elements of a Killer Career Page > TIP OF THE MONTH Onboarding is Crucial to Retaining Employees > Q & A Presenteeism in the Workplace > LEGAL UPDATES EEOC Weighs in on Employer Wellness Programs SEC Proposes Rules for Pay for Performance Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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