Brett Johnson Major Market Consultant, Paycor bjohnson@paycor.com I’m passionate about delivering real business solutions and ● helping organizations engage the whole person. 5 Years as HCM Consultant ● Terrified of public speaking ●
Competing in a Candidate Driven Market What Recruiters and HR Leaders Should Know in 2019
Agenda 1. Paycor’s Point of View – What We See That is Working 2. Current Climate 3. What Candidates Really Care About 4. How to Communicate with Candidates and Get the Offer Signed 5. Making the Most of Your Hires 6. Strategies for Retaining Candidates Once you Have Them 7. Compliance Guide 2019 Reminder 8. Questions and Answers
Current Climate Unemployment is at an 18 year low ● More jobs than unemployed workers ● ‘Ghosting’ has entered the workforce ● Millennials Taking Over ●
Current Climate Unemployment is at an 18 year low ●
Current Climate “Ghosting” has entered the workforce ●
Current Climate Millennials Taking Over ●
Current Climate Millennials Taking Over ●
Current Climate Millennials Taking Over - What do they look for? ● Development Development- They want to know a company is willing to invest in them and they are constantly adding to their toolkit. Being able to grow and explore new areas of learning is critical for this generation.
Current Climate Millennials Taking Over - What do they look for? ● Meaning Meaning- Millennials want to find meaning in their work. They want to be connected to the bigger picture of the organization. How is your organization making sure this is happening? How are you aligning the vision/mission and making it applicable/relevant to the work your teams are performing.
Current Climate Millennials Taking Over - What do they look for? ● Autonomy & Transparency Autonomy and Transparency- are two areas you will rely heavily on at the Manager level. Managers should be providing the Millennials guidance/direction, however, finding a nice balance to let them explore and create on their own. Clear and direct communication is best. Real-time feedback is key.
Current Climate Millennials Taking Over - What do they look for? ● Efficiency Efficiency- This generation does not like re-work. They want to see the work they are doing is helping to not only to make an improvement, but to further drive efficiency and ease. How are you allowing your millennials to drive efficiency and think outside of the box on how to further develop or improve processes?
What Candidates Really Care About Culture ● Experience ● Total Rewards ●
Culture A sense of belonging ● ✓ Are your departments connected? ✓ Is there constant collaboration? ✓ When was the last time you had a company picnic? A purpose… vision matters ● ✓ Is there a shared vision for the organization and are your people “bought in?” Community involvement ● Getting outside the company to participate in volunteer ✓ work or any activity that gives back.
Experience Opportunity to make an impact ● Vision ✓ Variety ● Training, special projects, etc. ✓ Career path ● Clear path for growth ✓ X “ They know who to ask”
Total Rewards… It’s More than Pay Niche benefits – b enefits aligned with employee segments ● Consider your workforce and their specific needs ✓ Flexibility ● Competitive PTO, ability to work from home ✓ Again, specific to your organization ✓ Connectivity / mobility ● Do they feel connected to the organization? Is the environment rigid? ✓
How to Communicate with Candidates and Get the Offer Signed
Communication Matters Intentional Messaging – be personable, use specific details from their profiles and ● pull at their heart strings Shift focus from your needs to their needs – what are their goals, values, desires? ● Understand that it is their experience ✓ Frequency – drip campaign, follow up frequently, communicate interest ●
It’s Not Over Until it’s Over… A signed offer is only the beginning… ghosts are real! ● Personal communication the week before start – snail mail, email, quick chat ● Friendly call the day before start , “Just checking in, we’re really excited!” ●
How to Make the Most of Your Hires
Affecting Your Bottom Line Are you making the most of Work Opportunity Tax Credits? ●
Strategies for Retaining Candidates Once You Have Them
Onboarding, Onboarding, Onboarding Time spent on onboarding is time well spent ● Communicate culture early and often ● Give new hires a voice… early ●
Stay Close to Your Talent Performance management process – frequency is key ● ‘Career Paths’ and ‘Tours of Duty’ ● Voice of the associate – frequent check-ins and communicated action ● State of the business – how am I impacting the vision ●
Total Compensation Review Most employees do not know their total compensation! ● Example: Joe makes $50k yearly with $20k in benefits Total = $70k total compensation Joe wants to make more money Joe is offered a job paying $57,500k yearly – 15% increase! - Think of all I could do with that money! Joe’s new benefits only come to $5k yearly Joe’s new total compensation is $62,500 Decrease of $7,500
Face it, They’re Going to Leave Take a stance on Boomerangs ● Get good at offboarding ● Foster an alumni network ●
Game Time! Let’s have a little review (and make sure you are still awake) Mobile Phone kahoot.it
Compliance Guide 2019 Reminder Recruiting ● Hiring ● Payroll ● People Management ●
Recruiting Compliance EEOC Who does it affect? ➢ All companies, state agencies and labor unions with 15+ employees Potentional impact: ➢ In 2017, 84,000+ workplace discrimination charges were filed ➢ Victims were awarded $398 million in damages ➢ Over 100,000 discrimination charges in 2018 Questions to consider: ➢ Are recruiters and hiring managers asking compliant interview questions? ➢ Are you capturing reasons for disqualifying a candidate? ➢ Can you produce documentation to support hiring a candidate?
Hiring Compliance I-9 Who does it affect? ➢ Verifies employement eligibility for new hires. Potential impact: ➢ Penalties range from $375 to $16k per violation ➢ In the first 7 months of 2018 we saw more workplace investigations than all 2017! Questions to consider: ➢ Do you know how long you’re required to retain an I -9? ➢ If audited, could you produce complete I-9s within 3 days? ➢ Do you know the employer requirement of Section 1 on I-9?
Payroll Compliance FLSA Who does it affect? ➢ FLSA establishes minimum wage, overtime pay, recordkeeping and youth employment standards. ➢ Employers in the private sector as well as federal, state and local governments. Potential Impact: ➢ Up to $1,964 for repeated or willful violations Questions to consider: ➢ Do you pay non-exempt employees overtime for working more than 40 hours in a week? ➢ Do you review job duties of employees to ensure they’re classified properly? ➢ Do you use a time solution to record all hours worked?
Payroll Compliance EPA Who does it affect? ➢ The EPA dictates that men and women in the same workplace receive equal pay for equal work. ➢ Every employer in the private sector as well as federal, state and local governments. Potential impact: ➢ EEOC collected $485.25 million in settlements in 2017
People Management Compliance OSHA Who does it affect? ➢ Businesses with more than 10 employees Potential impact: ➢ OSHA has six specific categories or violations • Each carries a recommended or mandatory penalty ➢ The most serious is a willful violation • Minimum penalty - $12,934 • Maximum penalty - $129,336 Questions to consider: ➢ Are your OSHA records up to date and readily accessible? ➢ Are employee training records accurate? ➢ Is the required OSHA workplace poster displayed prominently?
People Management Compliance FMLA Who does it affect? ➢ Employers with 50 or more qualified employees who’ve been on the jo b at least 12 months and put in a minimum of 1,250 hours Potential impact: ➢ Employers may be required to provide: Back pay, actual money lost by the employee, wage and hour fines •
Questions and Answers
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