Will healthcare reform change the way you hire?

Top 5 things your human resources department wants you to knowWhen it comes to healthcare reform, for many employers the magic number is 50.

Employers with 50 or more full-time workers are classified by the government as a “large employer” and will be required to provide healthcare coverage that meets government standards to employees. However, if you’re an employer near or over that threshold you were granted a reprieve by the U.S. Department of Treasury – complying with the requirement was delayed one year from Jan. 1, 2014 to Jan. 1, 2015.

Regardless of when the law will take effect, the looming regulations are shining the spotlight on independent contractors, and the role they play in businesses and organizations. Because independent contractors do not qualify as employees, some businesses are considering various steps to increase use of their services, or redefine current employee’s status to avoid the requirements of a large employer.

A Wall Street Journal article, A Health Scare for Small Businesses, provides a good overview of the challenges and concerns that are motivating some employers to consider increasing their use of independent contractors or taking other steps to ensure they comply with the requirements.

Yet businesses need to walk a fine line when it comes to how they define and classify employees. Experts and analysts have been weighing in with advice for businesses that could be affected by the new rules. For instance, a June 2013 article posted by the Associated General Contractors of America warned that employers should use “extreme caution” before attempting to manipulate its number of employees by reclassifying them as independent contractors.
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Foster Growth to Keep Your Talent Talented

5 tips for a successful interviewGreat leaders understand that the success of their business depends largely on their employees, and how they perform and grow within the company. The hiring process is only the first stage to running a successful business and retaining high performance employees.

In order for a company to grow, employees need to grow as well. Fostering growth increases worker satisfaction and builds a stronger company culture. Here are a few proven ways to foster growth to keep your talent talented.

Defining Expectations and Setting Goals

Setting expectations should be at the core of management and the key element to combating attrition and having satisfied workers. It is the manager’s responsibility to engage a discussion with each team member to set clear, actionable, personalized, and realistic goals. Defining expectations and setting goals must start with executive management, clearly communicated to managers and team leaders, and finally conveyed to employees.
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Finding the Right Staffing Solutions for Your Business

Choose the best staffing solution for your businessAre you paying too much for your temporary help? If your organization is working with a wide array of staffing partners, the answer is likely yes.

At many companies, an inconsistent, patchwork approach to hiring contingent workers has evolved over time. While such a system may provide a high degree of flexibility and autonomy from department to department, it also comes at a price in terms of cost and efficiency. Procurement professionals and hiring managers would be well-served to consider other staffing solutions that offer greater consistency and efficiency when hiring contingency staff.

An end-to-end solution

Indeed, a more cost-effective and efficient approach could be to work with a “master vendor” that partners with your team to develop a comprehensive strategy to meet contingent staffing needs. While the move requires buy-in from different parts of the organization, a master vendor typically delivers the best return on investment while also creating more consistency across the organization, reducing risk, and freeing up more time to for managers to focus on strategic business goals.
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Keep productive at work with these handy apps

A list of 9 conferences for .Net Developers to attend.At work, technology can be both a blessing and a curse.

It’s a curse when you find yourself cruising the Web or endlessly scrolling through Facebook or Twitter posts, but it can definitely be a blessing if you can tap into some new productivity apps that can help you work smarter and faster.

With a Smartphone now in nearly everyone’s pocket, productivity apps are a logical—and usually free — way to help get the most out of your workday. And with work and personal life now so intertwined, the apps can help manage your time and productivity on both fronts.

The key is to find apps that you will actually use after you download. The CEO of the popular productivity app Any.do recently did some research on the most successful and consistent users of the app. He found that the most productive users review their tasks first thing every morning to develop a game plan for the day. They also schedule tasks across a timeline of today, tomorrow and the near future so they can prioritize. And they attack projects by breaking them down into individual, manageable tasks.
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How to Keep Employees Happy: Combat Attrition

job tipsDo you feel passionate about your work and committed to your company? 70% of Americans would be likely to respond “no” to this question.

According to Gallup’s 2013 State of the American Workforce report:

  • 18% are actively disengaged: dissatisfied, unmotivated workers with attitudes that can be contagious to coworkers
  • 52% are disengaged: doing the bare minimum required to keep their job, but without any real connection to their work
  • 30% are engaged: proactive, productive employees who feel personally connected to the company

Low Employee Engagement Increases Attrition

Actively disengaged employees cost the U.S. more than $450 billion each year. Unhappy employees are more likely to leave the organization. Adecco’s 2012 Graduation Survey revealed that 91% of recent graduates would leave a job they didn’t like within a year. Turnover is expensive: on average, replacing just one employee costs 20% of their annual salary.

Attrition occurs when employees who leave aren’t replaced. Ironically, this often results in more turnover, as remaining employees become frustrated trying to “do more with less.” If your company has an employee engagement problem, or if you’re a disengaged employee, you probably already know it.

So how do you solve the problem and avoid attrition? Start by getting inspired by these five companies, who have developed creative employee engagement strategies to keep employees happy and minimize turnover.

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5 Ways The Hiring Process is Just Like Fantasy Football

Recruiting the right candidatesFantasy football season is in full swing, with more than 20 million Americans each week setting their rosters in hopes of capturing a coveted league championship.

While fantasy football is all about fun – and maybe winning a few bucks – it can also be instructive for those looking to hire top talent.

The strategy and skills required to run a successful fantasy football team in many ways mirror a successful hiring process. Here are a few ways how:
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