- Do include your company name, description, and location. Limit the description to 2-3 sentences.
Don’t feel obligated to put your company description at the top of the posting. Applicants are eager to learn about the job. Company information is fine to put at the bottom.
Thank you all for attending the recent DHR Webinar- “The Arizona Fair Wages and Healthy Families Act and Paid Sick Time – What Does It Mean for Your Organization?”
In the last 15 minutes of the webinar, the webinar’s host Leigh Anne Ciccarelli opened the call up to questions. The topic had such high attendee interest that there was no way to complete all the submitted questions in the time allotted. As such, DHR noticed a few common themes in the questions and determined that it might prove valuable to the community to post an overview.
Manually calculating payroll and employee time cards, and submitting vacation request forms are often things of the past in an organization’s HR department. Employers have HR automation tools to thank for streamlining processes that help lessen the time it takes to fulfill HR administrative tasks.
Many employers don’t do the proper research and evaluation before selecting a background check provider. Not doing the proper research is like picking out produce without properly inspecting it. You never know what you’re going to get! A poor background check provider can mean that you’re never 100% guaranteed to hire someone with an outstanding record. Getting a bad apple of an employee costs the company time and resources to make up for poor quality work, re-recruiting a new candidate, and training/onboarding the new employee.
Small business employers often find themselves in a crunch during the hiring process. They either have to replace an employee with little notice and planning, or they’re burned out from interviews and wind up settling. Hiring the wrong fit costs the business time and resources, and ultimately they will just have to repeat the hiring process again.
Here are five tell-tale signs that help identify the wrong fit during the hiring process. Although it may seem like you’re exhausting time and resources finding a good fit, in the long term, it will be worth it.
Overcoming the challenges small businesses face with HR
For small business owners, trying to tackle both operational and HR responsibilities can be beyond overwhelming. With HR alone, there are just not enough hours in the day to handle the day-to-day administrative duties and keep up with ever–changing labor laws, tax laws and healthcare reform— just to name a few. To help mitigate the workload, small business employers should consider delegating those HR tasks to a professional employer organization (PEO). This blog discusses the pain points many small businesses experience when handling HR in-house and how a PEO can help benefit the business long-term.
PEOs are a benefit to small business employers, but like choosing any other service provider, you must do your research to select the right PEO. At the end of the day, a PEO should be flexible, fit your business needs, and works in your business’ best interest.
Employers seeking to implement the new Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) originally would have been required to meet the law’s notice requirement by March 13, 2017. However, the IRS postponed the due date until the agency issues guidelines for how employers are to implement the notice requirement.
HR managers have a number of responsibilities, but two of the most important ones are keeping company employees happy and productive, and making sure the company is in compliance with state and federal employment laws. While there is no shortage of things for an HR manager to worry about, there are five red flags that any organization should address right away to keep the organization running smoothly and to avoid legal issues.
In the market for partnering with a professional employer organization (PEO)? If so, congratulations on one of the best decisions you’ll ever make for your small business! The next step is knowing where to start. There are so many things to consider, but this piece will help you identify your needs up front and compare PEO providers to see how they measure up. This blog introduces small business employers to the nine major things to look for in a reputable PEO.