Are your employees looking for a new job?

So you may be thinking that your employees are happy and even if they’re not, they wouldn’t be thinking about leaving in this economy right?

While there are still millions of people unemployed, it is not stopping those who are employed from looking for better opportunities.  In fact, with the rise in “Unemployment Discrimination” some employers who are hiring will pay more attention to an employed applicant than an unemployed applicant. This new practice is wrong but gives employed applicants’ preferential treatment in the interview process and a greater likelihood of gaining employment with another company, maybe even your competition.

Did you know that nearly 70 % of organizations report having difficulties in replacing staff and one in four of new hires will leave within 6 months? Couple these challenges with employees who feel over worked underpaid and underappreciated and you have disenfranchised employees who are prepared to walk the first good opportunity they get.

So what can you do to retain your employees and minimize the costs of high turnover?

It all starts with hiring the right person.

·    Making sure the candidate is a good fit before the first day of work is critical. It all starts with sourcing candidates from the right place. While Monster and CareerBuilder have always been the staple go to, branch out and explore LinkedIn, niche job boards that pertain specifically to the job function you are recruiting for and don’t under estimate the power of your network. A quick email to your network could result in a referral that is a perfect match.

·    Use the interview as your opportunity to get to know the “real” candidate.  Every time you sit down with a candidate, they put on their interview face . When the candidate has on their interview face they tell you everything you want to hear. They have memorized the job posting, researched good answers to common questions and smile the entire time with great eye contact. To get beyond the interview face combine a structured interview process with behavioral based questions. Set clear company expectations and position requirements. Incorporate more than one hiring manager and don’t hesitate to have follow-up interviews to clarify any concerns.

·    Don’t rush the hire and neglect conducting proper due diligence. We encourage companies to conduct background screenings, always check references and verify the candidates background. Taking this step should be combined with all the information obtained through the interview process to aid you in making the hiring decision.

·    Make it a great start. Once the position has been offered and the first day has been set, start the new hire off on the right foot. A new employee orientation can go a long way in setting the tone for your new employee.  Make them feel welcomed and a part of the team. Training from day one helps build the foundation for a successful relationship.

So you have a great team now how do you keep them?

·    Make employees feel valued.  Create a culture that embraces and celebrates your employees and their accomplishments.  Train, mentor and develop your team from top down. Reinforce your employee’s value through recognition and make your organization the place your employees enjoy coming every day.

·    Provide feedback and opportunity for growth. Incorporate a performance management process that hold employees accountable, provides feedback and promote from within giving opportunity for growth.

·    Build trust and confidence in the leadership team.  Live and breathe your mission, vision and brand!  Employees have to trust their leaders and believe that they have the competence and passion to grow the business.  Inspire your employees to be the best they can be and follow that mantra in everything that you do.

It is no secret that happy employees are one of the most important components of your brand strategy.  Remember if you recruit the best person for the job and nurture them as employees you can create a great place to work and your business will thrive. 

About us:

Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Does your company use Credit Reports when making Hiring Decisions?

This morning I came across a great blog post that I believe every business using credit checks when making hiring decisions should read.  The content of this post is brought to you by Prime Pay: Payroll and Business Experts Blog.

FROM PRIME PAY: PAYROLL & BUSINESS EXPERT BLOG.....A Dodd-Frank Act amendment to the Fair Credit Reporting Act (FCRA) went into effect July 21, 2011. Bruce Richards, an attorney with Taylor English Duma LLP in Atlanta and formerly general counsel with the credit reporting agency Equifax, said that one of the amendments to the FCRA deals with the use of credit scores by anyone who takes adverse action based on the scores.

 

If an employer uses a consumer report that includes a credit score in order to determine eligibility for employment, the employer will be required to disclose:

• That a credit score was used
• Information on the credit score, including the credit score itself
• The identity of the agency that provided the score so that an applicant may contact the agency to correct any error

 

When Might Employers Use Credit Scores in Their Hiring Process?

Most employers don’t use third-party scores. They instead order background checks and sometimes credit reports, Richards noted. But he said that in highly sensitive situations a number of companies seek credit scores from credit reporting agencies when financial assets are at risk. For example, an employer that is seeking to hire someone for a position that involves access to cash or other liquid assets might want to be particularly careful in hiring to make sure that they do not select someone who is in need of cash and might be at a greater risk of stealing. The employer in this circumstance might decide to use credit scores as part of the hiring process.

 

Steps Employers Must Take Prior to Taking Adverse Action

Under the FCRA, prior to an employer taking adverse action against an applicant or employee based wholly or partly on the information contained in a consumer report, the employer must first provide the applicant or employee with a copy of the report, along with a written description of his or her rights under the statute (including the right to request disclosure of the nature, sources and recipients of any credit report). According to the FCRA, “adverse action” includes the “denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee.”

 

Whenever any adverse action is taken against an applicant or employee, either partly or wholly because of information contained in a consumer report, the employer must provide him or her with:

• Oral, written or electronic notice of the adverse action
• The name, address and phone number of the consumer reporting agency that furnished the report
• A statement that the consumer reporting agency did not make the decision to take the adverse action and is unable to explain the specific reasons behind the decision
• In addition, the applicant or employee must be notified of his or her right to dispute the accuracy of the report.

Often, small employers aren’t aware of their obligations under the FCRA, such as getting an applicant’s or employee’s consent to order a credit report, Richards said. Some employers fail to provide the appropriate “pre-adverse-action” notices to applicants, which are required in order to enable the applicant or employee to address or clear up any potentially erroneous information.

 

Richards remarked that it is “clear that employers that consider using credit scores need to be aware of their obligations.”

 

(The majority of the content for this blog article was written by Allen Smith, J.D., SHRM’s manager of workplace law content.)

 

Source:

http://blog.primepay.com/payroll-business-experts-blog/bid/64510/Important-News-for-Employers-Using-Credit-Scores-When-Hiring?source=Blog_Email_[Important+News+for+E

 

 

 

 

 

Is Your Business Protected Hits the Airways!

Hype Media Global Community Central Radio Presents: Up Close and Personal with Melonie Boone


Melonie Boone, Co-CEO and Owner of Complete Concepts Consulting will be featured in her first recurring spot on Community Central Radio. Mrs. Boone will answer questions on protecting your business by deploying effective employment law compliance and human resources management initiatives.

On Thursday, July 7, 2011, host Ruben Ramos will lead the discussion on “Why HR is Important” for your business. Together they will touch on topics of protecting your business from the top 5 HR mistakes most commonly made as well as some of the critical policies and procedures associated with human resources. Community Central reaches more than 500,000 listeners and viewers weekly focusing on issues that are critical to the community.

Melonie Boone has over 13 years of human resources experience, primarily with small to midsized businesses. She holds a Master of Jurisprudence in Business Law and Corporate Governance from Loyola University of Chicago Law School, a Master of Business Administration from Florida Metropolitan University, a Bachelor of Business Administration in Human Resources Management from Loyola University of Chicago School of Business, and a Professional in Human Resources designation from Human Capital Institute.

Her dynamic background and diverse experience with organizations across many industries lends to a proven HR methodology that successfully mitigates risk and saves money for her clients. Working along with her business partner Yolanda Macias and their team, Complete Concepts Consulting offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

About us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions.

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Hype Media Global, a SNS Productions Company
Community Central Radio
Host: Ruben Ramos
Date: July 7, 2011
http://snsproductions.org/home

FOR IMMEDIATE RELEASE – PERSONNEL ANNOUNCEMENT

Media Contact:

Melonie Boone MBA, MJ, PHR

Co – Chief Executive Officer

Complete Concepts Consulting

mboone@completeconceptsconsulting.com

www.CompleteConceptsConsulting.com

(773) 527-1337 

June 23, 2011

Stephen Polutnik named Director, Client Services

Complete Concepts Consulting is pleased to announce the appointment of Stephen Polutnik to the position of Director, Client Services.  In his role, Mr. Polutnik will support organizational growth by building new client relationships, maintaining existing client relationships and providing strategic client direction. This includes but is not limited to managing client acquisition strategy, targeting key accounts, uncovering new business opportunities, growing company market share and providing superior client support.                                                                                                             

Mr. Polutnik brings over 10 years of marketing, account management, business development and client relations experience to our team. Prior to joining Complete Concepts Consulting, Mr. Polutnik spent the past eight years with JP Morgan Chase where he progressively rose from a Personal Banker role to Branch Manager and lastly held the position of Client Service Assistant Manager.  During his tenure with JP Morgan Chase, Mr. Polutnik developed and implemented strategies to encourage growth and retention of his customer base;  Managed Client Service Functions for Chase Middle Market business clients ($10 - $500 million in revenue) including hedge funds, law firms and insurance corporations; and was responsible for compliance with internal and government regulations.

In addition, while at Chase Mr. Polutnik also supervised both financial and operational risk exposure associated with bank products and services; created and facilitated training sessions for employees on professionalism in the workplace as well as new processes and procedures; he also managed the top in-store branch in the country based on revenue and earnings growth.  During his career Mr. Polutnik also served as Account Coordinator with MediaLink, LLC and Marketing Coordinator at USA Networks.   

Mr. Polutnik holds his Bachelor of Science in Business Administration with a Marketing concentration from Xavier University in Cincinnati, OH. 

About Us:

Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

###

Why is HR important to your business?

Human Resources management may seem complex and overwhelming for business owners. The countless regulations to be complied with, employee relations issues, hiring and retaining the right people all while managing the day to day operations of the business can sometimes seem like too much to bare.

Small businesses typically have very tight budgets and often don’t have the capacity to proactively identify and resolve compliance threats. It is important to have an HR expert on your side to help you navigate the human resources maze.

 

1. HR puts your mind at ease and gives you the freedom to grow your business. Human Resources provide an organization with the strategic advantage of having all of their people management needs met.
2. Non-Compliance with Employment Regulations will cost you money. Not having a partner who is well versed in employment and labor regulations will cost you money. Implementing processes, policies and procedures to protect your business is paramount. In today’s climate, government oversight is at an all time high and employees filing claims against businesses is increasing in astonishing numbers. The Equal Employment Opportunity Commission estimates that over 100,000 claims will be filed this year alone.
3. Recruiting and retaining top talent will make your business more productive and save money. Don’t be liable for the actions of an employee who was not properly screened. Having procedures in place to verify a candidate’s background and making sure that they will be a good fit for your business in critical. Employment sources estimates: It costs you 30-50% of the annual salary of entry-level employees, 150% of middle level employees, and up to 400% for specialized, high level employees!
4. Wage and hour law compliance is imperative. The Fair Labor Standards Act is complicated regulation that governs most compensation issues including overtime pay. When properly managed by a person who is knowledgeable of the many components, you can save your company the headache of being fined. The government is auditing businesses payroll records and catching companies who are not compliant. Failure to properly classify and pay employees results in your business paying back wages, back taxes, fees and penalties. It is estimated that 70% of businesses routinely violate wage and hour law under this act; are you one of them?
5. Protects your business and allows you to focus on what’s important, your business. Whether it’s documenting I – 9’s to validate a new hires eligibility to work in the US or employees performance issues to support terminations, a good HR advocate will free you up to focus on your business and not be weighted down with all the employment issues that arise when you hire employees. Build employee morale by having the proper policies, procedures and programs in place.

Click here to contact us today to learn more about the affordable solutions offered by Complete Concepts Consulting to meet your unique business needs!

 

About us:

 

Beginning in 2006 as an independent contractor assignment, Complete Concepts Consulting (CCC) is now a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

CCC's team leverages its education, experience and advanced human resources strategy to meet client needs. Our key to success is offering a superior level of services paralleled by no other in an affordable fee matrix. Our fee matrix allows organizations of all sizes to benefit from total compliance and human resources management.

We specialize in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.



 

 

Is your business protected?

Top 5 HR Mistakes Made by Businesses!

by Complete Concepts Consulting

HR mistakes for any company can be costly, but for small businesses, it can be catastrophic. HR mistakes can have a significant effect on the potential survival of a company. Below are the top 5 HR mistakes most commonly made. With government oversight at an all time high, it is critical to be aware, be proactive and be in compliance. Click here to request more information about Complete Concepts Consulting's complimentary compliance consultation to help businesses identify potential risks and save money! Non-Compliance with Government Regulations. Many small business owners are unfamiliar with the majority of laws that govern the workplace. While most but not all federal laws cover companies as small as 15 employees there are few regulations that do not apply to your business. Companies must also comply with State and local regulations which make it difficult for business owners to have a thorough knowledge of every regulation affecting their business. Businesses need the knowledge but they don’t know it. Hiring the Wrong Person. Many small business owners hire people but do not take the proper steps to ensure that the person is right for the job.  In some cases, the job has not been clearly defined, skills needed for the job are not laid out and the recruiting process is not documented. Because the owners have good intentions and want to help people, they often don’t conduct background screenings. They often miss a “skeleton in the closet” which leaves the business liable for any misdeed carried out by that employee. Misclassifying Employees. One law that applies to almost all employers regardless of size is the Fair Labor Standards Act. This complicated regulation governs most compensation issues including overtime pay. Paying someone a Salary does not make them exempt from overtime and calling someone an independent contractor does not make them so. It is estimated that 70% of businesses routinely violate wage and hour law under this act. Lack of Documentation. Documentation in most companies is typically an afterthought. In many small businesses it is non-existent. More often than not, I-9 forms which prove a person's eligibility to work in the US are incomplete. Discipline records are almost never there and terminations generally are not supported which result in lost unemployment cases and lawsuits either lost or settled for unforeseen amounts of money that can cripple a small business. Not Motivating Employees. Employees value rewards, and not just monetary ones.  In today’s economy, employees are feeling under-appreciated and overworked. As the job market begins to improve, unhappy employees will begin to look for other opportunities often taking knowledge learned at your business to a competitor. Employee turnover can be devastating to a small business. Small business owners must be vigilant in protecting what they have worked so hard to create. While you may not have the money for an internal HR team, services offered like those from Complete Concepts Consulting will  help limit your risk from non-compliance, recruit and retain top employees, and give you the freedom to grow your business.

Are you hiring?

Unemployment rate falls to 2-year low!


Abridged: The Associated Press

WASHINGTON, D.C. -- The unemployment rate fell to a two-year low of 8.8% in March, capping the strongest two months of hiring since before the recession began. The economy added 216,000 jobs last month, the Labor Department said recently. Factories, retailers, the education and health care sectors and professional and financial services all expanded payrolls. Another month of brisk hiring provided the latest sign that the economy is strengthening.

Private employers drove the gains by adding more than 200,000 jobs for a second straight month. The unemployment rate dipped from 8.9% in February. Economists predict employers will continue to add jobs at roughly the same pace for the rest of this year. That would generate about 2.5 million new positions. Local governments cut 15,000 workers last month and are expected to keep shedding jobs. Workers' paychecks were flat in March. Average hourly earnings held steady at $22.87. The number of unemployed people dipped to 13.5 million in March. The percentage of "underemployed" people dropped to 15.7 percent in March.

Professional and business services, including accountants, bookkeepers, engineers and computer designers, added 78,000 positions. Factories added 17,000 jobs, marking the fifth straight month of gains. Retailers added nearly 18,000 jobs. Financial services expanded payrolls by 6,000. Education and health services expanded employment by 45,000, leisure and hospitality added 37,000 jobs.


About Us:


Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.


For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337