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      Sunday, October 21, 2018

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SMB Human Resources


Better You Better Ohio Wellness Progra...

by Tim McDermott

BWC takes our mission to take care of Ohio’s workforce seriously.

On February 1, 2018; we’re launching our new hassle-free, paperless health and wellness program: Better You, Better Ohio!

Better You, Better Ohio! will bring your employees a wealth of health and well-being resources at no cost to them or you!

BWC will offer $6 million in funding on a first-come, first-served basis to Ohio’s workforce whose SMB employers do not have such a program.

Further enhanced with financial incentives, Better You, Better Ohio! provides your employees' opportunities for:

  • Biometric screenings;
  • Health-risk assessments;
  • Various wellness activities, including lifestyle coaching. 

This program was designed to help Ohio SMB employers with 50 or fewer employees in the following industries:

  • agriculture                                        ●    manufacturing                           ●    public safety, police & firefighters,
  • automotive repair & service        ●    restaurant & food service       ●    transportation & trucking
  • construction                                     ●    public employers                      ●    wholesale & retail
  • healthcare                                                                                                                

We’re holding a free, 30-minute educational presentation at 10:00 a.m. on Wednesday, January 24, 2018 in room #348 at the Warren County Career Center, 3525 North State Route 48, Lebanon, OH 45036

Seating is limited so please respond to this email to reserve your seat.

I look forward to seeing you next Wednesday.

Thanks!

Tim McDermott

Timothy McDermott, ARM, CPM, CWCC                   

Regional Business Consultant

135 Merchant Street
Cincinnati, Ohio 45246

(513) 583-4594 Cincinnati
(740) 353-3419 Portsmouth
(614) 621-1232 fax

timothy.mcdermott@bwc.state.oh.us


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SMB HR: LinkedIn isn't the best way to...

by John Reed

7% of candidates that come through referrals account for 40% of total hires

As a source of new, competent staff, employee referrals have no equal. There is no other source for candidates that generate the same ROI; in fact the 7% of candidates that come through referrals account for 40% of total hires.

New data show that employee referrals provide better candidates, higher retention rates and help companies hire faster.

Referrals are the number one source of high performing employees.

Applicants hired from a referral begin their position quicker than applicants found via job boards and career sites (after 29 days compared with 39 days via job boards and 55 via career sites).

Referral hires have higher retention rates – 46% of employee referrals stay for three years or more, compared to only 14% of those hired from job boards.

Challenges to employee referral programs

Recruiters and hiring managers realize how important and effective employee referrals are, and every large enterprise today has referral programs to stimulate their existing workforce to help identify quality candidates within their network. Companies use monetary incentives, in some cases several thousands of dollars, to get employees to refer candidates for critical open positions.

The HR question is: why do only 7% of all applications come through referrals? What is stopping employees from referring more candidates?

Recruiters declare that especially for senior roles, the peers that could make an introduction to the right candidates are usually senior managers or directors with a very busy schedule and little or no time for browsing through a company’s open positions and then identifying great candidates within their network.

The other problem is that sometimes even though a first attempt is made, employees forget to follow up, and the referral doesn’t go further.

Make referrals easy for your employees

The best way for recruiters to quickly identify great candidates through referrals would be to source talent within an employees’ network and identify candidates upfront. Once the passive candidate has been identified, the employee’s job is to simply make the introduction and let HR follow up with the talent. In order to implement and manage this process, recruiters have to:
1. Access employee’s network upfront
2. Leverage automated notification and customized messages
3. Track in real-time the status of referrals

Stalking passive candidates on LinkedIn is a least favorite activity for recruiters

If you are a recruiter you certainly know the pain of receiving hundreds of email requests from job seekers, and definitely don’t enjoy doing the same to candidates.

How can recruiters access employees’ networks and avoid LinkedIn stalking?

One option is 1-Page. 1-Page takes LinkedIn search out of the recruiting equation. The company creates customized company clouds with profiles of professionals connected to their employees. Leveraging the a large employee referral network (820+ million profiles) 1-Page allows recruiters to search candidates by job title, companies and location and see instantly those who match the criteria. The platform also identifies the employees that can make an introduction and enable HR to automate the referral process and follow up with candidates directly.

 

About 1-Page

1-Page provides a one-of-a-kind cloud-based human resources Software-as-a-Service platform, currently employed by leading global and US companies. The Enterprise Challenge-based Assessment and Engagement Platform is a patented, HR tool which enables companies to individually rank and prioritize candidates for employment positions based on their ability to solve real-time business challenges and achieve strategic objectives.

Ranked as one of the top 3 HR technologies in the US, 1-Page changes the dynamics of hiring: leveraging candidate’s solutions, sent in the format of one page job proposals, the platform applies new predictive data to rank the most suitable candidates for the interview.  By streamlining the recruiting process and identifying candidates while displaying the greatest desire and capability for the role, 1-Page greatly reduces talent acquisition costs and significantly increases employment retention rates for enterprises, especially those with large staffing requirements. More information about the company is available at: www.1-page.com.


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5 Tips To Keep Your SMB Teams Engaged ...

Get Rid Of Office Distractions

Avoid Seasonal Office Distraction
By Matt Pierce, Customer Engagement Manager, TechSmith

Conducting business during the year is fairly routine, right? Meetings, deliverables and day-to-day operations all make up the typical workplace environment. But the holidays are upon us, and at this time of year, it’s easy to push aside priorities for seasonal distractions like decorating or parties. Shopping on the clock is one of the main reasons for productivity loss during the holidays, with 53 percent of management-level employees surfing the web for gifts. However, business needs don’t halt because of holiday happenings so it’s vital to keep employees focused and engaged. Here are five ways to do just that:

1. Continue to make assignments meaningful. It’s easy to let work become something of a drag when there are other things around you that need to be accomplished; however, start by acknowledging to your staff that this is a hectic time and schedules are stretched. If the work hasn’t changed, reemphasize the goals and assert how each assignment influences the bigger picture. If this resonates, it can provide an added push employees need to continue to work hard and produce results.

2. Prepare coverage and give opportunities. Vacation days are the inevitable during this time of year. Small businesses are particularly susceptible to the challenges of time off.  If only a few employees know how to run a process, make sure backup is in place with a deep enough skillset. Use videos that are accessible on the fly as employees will need to quickly master something they don’t do frequently. This also provides a good chance to give new opportunities to different employees. 

3. Find time for 20 percent projects. Google is a huge advocate of allowing its staff to spend up to 20 percent of their time on projects of their choice. This approach has even found its way into classrooms as an engagement technique. You might say that 20 percent of employee’s time is not something your organization can afford. But perhaps you can provide a dedicated day or just an hour out of each day during the holiday season that employees can use for a project that ignites their passions. This may also be beneficial to the business as a whole. You can challenge teams to consider things like learning and development presentations, designing training aids, or uncovering new market opportunities.

4. Incorporate visuals and technology where possible. In reality, this should be part of any company strategy be it the bustling weeks between Thanksgiving and New Year’s or the height of summer. So drop the long lists of bullet points and make presentations that are less static and more energizing. This is especially true with training. Be it onboarding a new employee or cross-training an existing one, adding visuals can increase return and retention rates. Research suggests that when you utilize technology to combine visual messages with verbal communication you increase retention of information by 50 percent.

5. Celebrate and say thank you! So often business get stuck in the rigidity of a nine to five schedule. Allowing staff to celebrate the holidays can actually increase the amount of focused time they dedicate in the office. Have a Yankee Swap or an ugly sweater party, or let teams out an hour or two early. Employees will feel more inclined to do their best work and reach deliverables when they have something exciting to work towards.

There’s no denying of the number of distractions during the holiday season, for everyone from the executive suite to the junior employee. While we’re all longing for a bit of down time, business must go on, and go on successfully. Be prepared to shake up what’s routine, but don’t be the season’s Ebenezer Scrooge – all it takes is keeping employees engaged in business to ensure operations are both efficient and enjoyable this holiday season.

Matt Pierce is customer engagement manager at TechSmith Corp. He has directly managed its training and user assistance teams, and has also run its visual communication web show, The Forge, interviewing guests from around the world discussing the use of visuals, video, and technology in education, training, marketing and more. Teach him something @piercemr.


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