Exact Staff News
Tags: 2015 Laws to Consider, 2015 Laws to Monitor, 2015 Laws to Take Note Of, Consider These 2015 Laws. Laws to Note in 2015, Laws Launching in 2015
Will it be a truly Happy New Year for your business?
It depends on how prepared you are (for 21 new laws that may be affecting your California business, that is!)
Staying up-to-date and compliant is essential to making the new year both happy and profitable for your organization. Today, Exact Staff offers some help. In the second of our two-part series, we summarize two more laws that should be on your radar.
While this review is not intended as legal advice, it will help you better understand the impact the new legislation could have on your organization – as well as the ways our staffing firm can help.
1. AB 1650 (Requesting Criminal Conviction Information)
What you need to know:
Commonly known as the “Fair Chance Employment Act,” AB 1650 prohibits certain contractors (those who submit a bid to the state for a job involving on-site, construction-related services) from asking applicants of those jobs to disclose – either verbally or in writing – information about their criminal conviction history.
While this law is quite specific in terms of the jobs covered, it is part of the larger issue of background check compliance that’s a hot topic for many businesses today. Continually changing laws, and an increasingly vigilant Equal Employment Opportunity Commission (EEOC), have made the process of protecting your company – and making great hires – more complex and risky than ever.
The best way to stay compliant? Create a comprehensive background check policy that is in writing, uses objective criteria, and is applied to every candidate in the same way.
How Exact Staff can help:
- Bring in temporary employees to provide support when needed. As their employer of record, we assume all risks and liabilities related to their screening and hiring.
- Allow us to handle your recruiting. We stay up-to-date on the rapidly changing world of hiring law. Trust us to screen candidates properly, perform legal background checks and reference interviews on your behalf, and then present the best candidates to you.
2. AB 1897 (Joint Employer Liability for Labor Provider’s Wage and Hour Violations)
What you need to know:
Under the new Labor Code section 2810.3, if a “labor contractor” (such as a staffing firm) fails to pay required wages or to secure adequate workers’ compensation coverage, the organization for whom the workers are providing services “shall share with the labor contactor all civil legal responsibility and civil liability for all workers supplied” to the company.
- Contains several exemptions from its coverage (e.g., employers with fewer than 25 workers, non-profits and union hiring halls).
- Includes detailed criteria for defining what a “labor contractor” is and isn’t.
- Specifically prohibits any attempt to contract around the law’s requirements.
- Does NOT prevent an organization from contracting for indemnification by the labor contractor for its wage and hour violations.
How Exact Staff can help:
If you’re concerned about potential co-employment liabilities, just give us a call. Our experts are here to explain everything we do to comply with all federal, state and local legislation related to paying required wages and securing valid workers’ compensation coverage.
America is getting back to work.
According the Bureau of Labor Statistics’ (BLS) latest data, our nation’s employment situation continues to improve. Here are a few key statistics from the BLS Economic News Release:
- The unemployment rate (5.8 percent) declined in October, down 0.8 percent since the beginning of the year.
- Currently at 9.0 million, the number of unemployed persons has dropped by 1.2 million since the year’s start.
- Total nonfarm employment increased by 214,000 in October, continuing its average monthly incline for the last 12 months.
- Though the number of long-term unemployed (those who are jobless for 27 weeks or more) was little changed for October (currently at 2.9 million), this figure has declined by 1.1 million over the past 12 months.
But the News Isn’t All Good.
The long-term unemployed may be slowly returning to the workforce, but they still account for an astounding 32 percent of the unemployed. During the recession, the long-term unemployment rate more than quadrupled, so the declines we’ve seen recently are not enough to return the rate to pre-recession levels.
To make matters worse, a long employment gap creates a stigma that’s tough to overcome when looking for work. Recruiters may automatically pass over candidates who have been out of work for an extended period in favor of those with a more stable recent work history.
Should You Hire the Long-Term Unemployed?
If you’re hesitant to hire a professional with a substantial employment gap, consider Exact Staff’s temp-to-hire option. This strategy is good for your business, good for candidates and good for our economy:
- In a time when unemployment has fallen below 6%, your business needs to consider every potential source of talent – including those who have been out of the job force for awhile. Temp-to-hire offers a risk-free way to evaluate these individuals through a “working interview” and see if their skills, experience and personality fit your requirements.
- The ranks of the unemployed include talented, educated people with sought-after skills and decades of experience (in other words, exceptional job candidates!). Temp-to-hire offers a path to direct employment for this group, allowing them to showcase their abilities on the job, boost their confidence and earn good money.
- Although unemployment rates have been on a steady decline, millions of good people remain unemployed (though it may be no fault of their own). Temp-to-hire allows them to once again become productive members of our workforce – which is great for the economic recovery.
Want to learn more? Contact Exact Staff to learn more about our temp-to-hire staffing option.
Ahhh, the paper resume. That beautiful sheet of expensive, heavy-weight stock that summarizes your greatest accomplishments, relevant skills, employment history and (if you even have room for it!) your name.
Is its future as bleak as those career advice sites would lead you to believe?
Yes and no.
You Still Need a Paper Resume for a Variety of Reasons:
- While interviewing, recruiters often prefer to take notes directly on your paper resume.
- Many businesses (especially smaller ones) have yet to invest in sophisticated digital recruiting technology.
- Though QR codes on business cards are slick, a paper resume is still the norm at job fairs. Handing over a professional-looking paper resume, printed on high-quality stock, shows that you understand the recruiting “rules of engagement” and are willing to follow them.
But those “rules of engagement” are rapidly evolving. With the advent of online job boards and a dizzying array of digital submission options, a printed piece is no longer sufficient.
Creating a Resume that Stands Out in a Modern Job Search:
- Create multiple versions of your resume. In today’s recruiting environment, you need plain-text, .pdf, mobile-compatible and ATS-friendly versions of your resume to complement your printed piece. Make sure each is customized to the job you want and adheres to the latest standards.
- Test each version. How will your resume display if it’s emailed? If it’s uploaded to Dropbox or Google Docs? Make sure you test the file formats you use to ensure they display accurately when sent digitally. Read application instructions carefully to see what versions an employer accepts. Use common fonts to minimize display errors. And when in doubt, upload or attach a .pdf version as a back-up.
- Include hyperlinks. Have an impressive professional website, blog or online portfolio? Link to it directly from your digital resume. Be smart and also upload digital versions of sample documents directly, so recruiters can access them even if links break or servers go down.
- Consider replacing your old “objective statement.” If your career objective is too general or pretentious, it could hurt your candidacy. Make sure yours is concise, specific and results-focused – otherwise, it’s wasting valuable space. To grab a recruiter’s attention, consider switching to a tagline, which is a statement of what you do or what your area of specialty is.
Need More Help with Your Professional Resume?
Exact Staff recruiters are here to support your job search efforts. Whether you’re seeking temporary, contract or direct employment, our employment experts can provide valuable resume tips, interview feedback and career guidance to make your search a success. Contact our team of experienced recruiters today for more information!
The economy is improving. Employers are hiring again.
It’s a great time to find your dream job!
But if you’re going the traditional job-search route and applying to positions online, you’re missing out on the “inside employment track” temporary positions provide.
The truth is, temporary assignments are a smart way to build your skills – and transition into a career you love. Assignments with Exact Staff help you:
- Get your foot in the door with leading employers;
- Access unadvertised job opportunities; and
- Check out cultures and work environments firsthand.
So if you’re looking to get hired directly, use these tips from Exact Staff to make the most of every assignment and put yourself in prime position for a job offer:
Choose Assignments Strategically.
If you want to showcase your talents on the job, opt for longer-term assignments. Try to land opportunities in industries and companies where you might like to work.
Treat Each Assignment Like a Direct Job.
Initiative, a positive attitude and a strong work ethic will get you on an employer’s radar. If you finish work ahead of schedule, ask for more! Remember, any assignment you take has the potential to launch your career. If an employer is impressed with your performance, even a short-term opportunity could lead to the job you want.
Dress for the Job You Want.
This sounds obvious, but it bears mention. By dressing the part, you will fit in better and feel more confident while on assignment. Without saying a word, you’ll send the message that you take the opportunity seriously (and that you want to be taken seriously, too).
Share Your Insights.
Have an idea that would save time, save money or increase productivity? Find the right moment to share it tactfully and humbly. Presented correctly, your fresh ideas can be a great way to get noticed while on assignment.
Communicate Your Intentions.
If the assignment is going well and you’d like to pursue direct employment with the organization, tell us. We can advocate on your behalf and negotiate a transition if the opportunity becomes available.
By their very definition, temporary assignments are designed to eventually come to an end. But even if an assignment doesn’t lead to a direct job, consider what you’ve gained in terms of skills, experience, new contacts and income. Set your sights on your next opportunity with us.
Looking for Exciting Opportunities to Advance Your Career?
The experts at Exact Staff are serious about finding you the most challenging, highest paying and rewarding career opportunities. With positions at every employment level and in a wide variety of fields, including administrative, accounting/financial, legal, medical/dental, technical, sales and engineering, we can help you find a career you love. Contact our experienced team of recruiters today!
The new year is just around the corner.
Time to grab a handful of confetti…
…and bone up on 21 new laws that may be affecting your California business.
Employment law isn’t exactly a “festive” topic, but staying up-to-date and compliant is essential to making the new year both happy and profitable for your business.
Are you ready for the changes ahead?
In the first of our two-part series, Exact Staff summarizes two laws impacting California employers that should be on your radar. While this review is not intended as legal advice, it will help you better understand the impact the new legislation could have on your organization – as well as the ways our California-based staffing agency can help!
Is your organization located outside of California state lines? Don’t stop reading just yet! While these laws pertain to California businesses, it is important to understand what is going on around you, as one state’s change to employment law today is likely to have an impact on yours tomorrow.
AB 1522 (Employee Leaves)
What you need to know:
The Healthy Workplaces, Healthy Families Act of 2014 (HWHFA) becomes law in July 2015. Still, your business should begin making tough compliance and recordkeeping decisions now. The law defines covered employers broadly, making no exclusions for small employers or nonprofit corporations. Most employees – full time, part time and temporary – are included, too, provided they work in California at least 30 days within a year from the commencement of employment.
A few facts about HWHFA:
- Under the accrual method, an employee accrues paid sick days of 1 hour for every 30 worked. Accrued sick days DO carry over to the following year.
- Under the lump-sum method, employers may provide three days of paid sick leave at the beginning of each year. Sick days DO NOT accrue or carry over from year to year.
How Exact Staff can help:
- Bring in temporary employees to provide coverage for your employees’ sick days.
- Use temporary staffing or payroll services to eliminate benefits expenses. If a contingent or payrolled employee calls in sick or requests medical leave, the staffing service – his employer of record – is responsible for addressing his compensation.
AB 1443 (Expansion of Harassment Prohibition
to Unpaid Interns and Volunteers)
What you need to know:
The California Fair Employment and Housing Act (FEHA) prohibits discrimination against employees and trainees based on characteristics such as race, national origin, religion, sex and disability. The new law extends protection to the “selection, termination, training, or other treatment” of unpaid interns, as well as individuals in a “limited duration program” that provides unpaid work experience.
Additionally, AB 1443 prohibits harassment of both unpaid interns and volunteers, based on any characteristic protected by the FEHA.
How Exact Staff can help:
If you’re not interested in the legal risks that come with hiring interns, temporary employees provide a great alternative. They offer all of the advantages of an intern – fresh perspectives on your company’s challenges, extra capacity, and up-to-date skills – but without the risks.
Want to learn more about the ways Exact Staff can help you stay compliant and minimize employment risks in light of 2015 changes? Check back in early December for part two of this article as we discuss additional laws to pay close attention to.
Looking for Additional Resources?
Our staffing experts are ready to help – give us a call today and let our team of experienced recruiters assist you!
We’re nearing the end of June meaning 2014 is halfway over. Chances are, at the beginning of the year you set goals for your organization — but are you able to meet them in the remaining six months? Of course you are!
Companies set hiring goals in order to be more productive and efficient, and in turn profitable. When you fall short of your hiring goals, your company may suffer. Meeting hiring goals tends to be put on the backburner while other aspects of business take the forefront. Often, managers become desperate and hire people who aren’t qualified to fill the position. Not only is this a waste of time, it’s a waste of money.
This is where an employment firm (like us!) comes in. Staffing agencies are able to find qualified employees to fill positions when companies are unable to do so. As you know, finding the proper candidate takes time and can be costly. This is where we step in and act as a matchmaker, finding the right candidate to fit your organization’s needs. Plus, you’ll save your organization money by outsourcing all of the time and effort involved in recruiting and interviewing candidates.
So…How Can You Reach Your Annual Goals?
One great option to meet the seasonal and/or production demand is to hire temporary workers. Temporary workers are employees who are hired for a specific project or for a shorter period of time. According to the American Staffing Association, temporary workers make up approximately two percent of the U.S. workforce. One benefit of hiring temporary employees is cost reduction. When using temporary employees that work for staffing agencies, your company isn’t responsible for benefits or unemployment claims.
Another great benefit of temporary employees is risk reduction. Think about it, when you hire a permanent employee, you’re taking a gamble on how good they really are. Some people interview very well, but turn out to be a not-so-great employee. Temporary employees aren’t permanent staff, but they work in the office just like everyone else. It gives you time to get to know the employee, see if they are a good worker, and maybe consider hiring them on a permanent basis. Situations like this are called “temp-to-hire” positions.
With only six months left, let us help you meet your annual goals. Start by contacting one of our recruiters today!
Many employers hesitate when it comes to hiring new college graduates, but they may be worrying needlessly. Sure, young prospects may not have corporate experience, but they haven’t been living in a cave for the last twenty-odd years. You may be surprised at how much they have to offer. Take the time to really analyze your needs and get to know each candidate before making a hiring decision.
Look at non work-related experience and read between the lines. Did they take leadership roles or learn to work as a part of a team in high school or college sports and activities? There are valuable skills to be learned on the soccer field or backstage that can translate easily to the workplace.
Three Ideas to Consider When Hiring Recent Grads
1. Look Beyond GPA.
A strong GPA is great! It can indicate intelligence and most likely a decent work ethic. But it’s not really enough to predict success in the workplace. A high GPA could just as easily come from taking non-challenging classes or avoiding outside activities. A candidate with a middle-of-the road GPA may have worked their way through college, built leadership skills through social networking or taken classes outside of her comfort zone. Interview with a mindset of figuring out these kinds of details before dismissing a candidate with less than a 4.0.
2. Focus on Leadership Skills.
Leadership is one of the most underestimated keys to long-term career success. Identify leadership skills in a young candidate and nurture that potential to develop an employee that can make a significant long-term impact on your organization. Today’s young, inexperienced candidates are tomorrow’s leaders. Build a strategy for future growth by creating a career path for high-potential candidates and mentoring them to success.
3. Find Someone Who Fits Your Culture.
New college graduates are not all alike. Take the time to get to know each candidate under consideration for hire. Determine how well they will fit into your company culture. Are they conservative and process oriented? Flexible and comfortable with change? Do they work better within rigid parameters or are they willing to pitch in on any project where their skills are useful? Identifying potential employees whose work styles mesh with your company culture is the key to hiring success.
Whether a potential employee is entry level or mid-career, they bring a wealth of experience, insight and potential to the table. Hiring managers with strong screening and interviewing skills can help to identify those who fit best into your company.
If you need expert help with hiring and staffing, contact ExactStaff. Our skill and experience in finding just the right fit candidate for every role can make all the difference in your business success. Get started with ExactStaff today.
Being a manager isn’t an easy task, and sometimes people are put in the position with minimal training or expertise. For those of you who are first-time managers, or managers who could use some refreshing, our team has created this post on what great managers are doing differently.
Take notes, as being a good manager is important for the success of you and your team.
Great managers understand that people don’t change too much. Instead of trying to change your employees’ skills, work to develop their stronger abilities. Many times managers try to spend time fixing an employee’s weaker areas, but they often end up where they started. Instead, focus on things the employee does well, and create new strategies that capitalize on their strengths.
Rid yourself of traditional performance appraisals, too. Traditional appraisals just tell the employee they can work on with no real plan. Great managers assess their employees’ talents and skills, and then provide training and development to strengthen those skills. The more a manager is able to develop and help their employee, the more successful the team will be.
Once you set expectations for employees, make sure the outcomes are attainable. Great managers help each individual employee establish objectives that are in line with the needs of the department and the organization. They also help the employee establish what the success will look like when they reach those goals. Having the manager and employee on the same page allows the employee to complete the tasks individually, without the constant supervision of the manager. Plus, it frees up the manager to work on their own duties.
When hiring for their team, great managers hire employees based on their talent. Experience and education are important, but talent is the key to a great employee. Some things to watch for when hiring a new employee include their need to be an expert in the field, the ability to strive for achievement, the creation of action plans for their success, accountability, responsibility, wanting to take the lead when necessary, and working well with others.
Being a great manager takes time, dedication, and experience. For more information on being the best manager you can be, contact one of our recruiters today.
Every organization wants to have the best of the best when it comes to employees. This doesn’t necessarily mean only hiring top employees, but it means taking steps to develop top-tier employees. This post is designed to help your organization do just that, turn your current staff into top-tier employees.
Four Main Stages of Coaching and Developing Employees.
The first stage is the initial meeting between the manager and the employee, discussing all aspects of the coaching relationship. The employee should let the manager know what they are looking to get out of this, and the manager should state how they plan to help. Even though the manager is the mentor, this should truly be a team effort.
The second stage of the process is when the manager collects all information necessary about the employee. The manager may talk to the employee’s colleagues, or may do his own self-review. The employee still should have feedback during this part of the process, and the information gathered should form as a base for judging progress.
The third stage of the process allows the manager to provide some feedback to the employee. The feedback should include behavioral changes that need to be made in order for the employee to be more successful. Identifying behavioral changes provides self-awareness for the employee, which will play a vital role in their developmental growth.
The fourth and final stage of the coaching process involves the manager and employee working together to create a development plan. The plan consists of necessary steps the employee should be making in order to grow his role. The manager will still be involved providing feedback as time goes on.
Developing employees takes time and effort, but is worth it in the long run. It can help your organization in many ways, including reducing recruitment costs. When employees feel that their organization is investing in them, they are more likely to be satisfied with their job. Creating a development system within your organization will help develop top-tier employees. For more information on how to start developing employees, call one of our recruiters today!
Finding the best talent for your organization is extremely competitive. Attracting top talent should be a priority for your company, but the top talent should want to come to you. Your company should actively recruit top talent on an ongoing basis.
Our team at ExactStaff has compiled this post to help you make your company more attractive to potential employees.
The first place to start is with your employees. You want to create a company culture where employees actually enjoy coming to work. You are probably wondering what your current employees have to do with attracting potential employees, but in reality they are going to be your best reference. Employees who are happy will recommend jobs to people they trust.
It’s also important that the physical location of your company makes a great first impression. Since employees spend most of their working hours at the office, the atmosphere needs to be appealing. If potential employees have a bad first impression about an organization, it may make it difficult to bring them on board.
Having flexible scheduling options is also a great way to attract potential employees. Many employees today are looking to work in a more relaxed environment, rather than on a tight nine-to-five schedule. Let potential employees know their scheduling options upfront, as it may be a factor that causes them to choose your company over another.
When you have potential employees in for an interview, clearly explain the benefits of working for your organization. Ask yourself this question, “What makes our company better to work for than other companies in the area?” Ask other employees this question and gather some top selling points you can share with potential candidates. These benefits should be more than just pay, too. Of course good pay is a top motivator for most candidates, but employees today are looking for more.
These are just some of the top strategies for making your company attractive to potential employees. For more tips to help your company attract top talent, contact one of our expert recruiters today.