Brett Johnson Major Market Consultant, Paycor bjohnson@paycor.com - - PowerPoint PPT Presentation
Brett Johnson Major Market Consultant, Paycor bjohnson@paycor.com Im passionate about delivering real business solutions and helping organizations engage the whole person. 5 Years as HCM Consultant Terrified of public speaking
helping organizations engage the whole person.
Major Market Consultant, Paycor
bjohnson@paycor.com
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
Development Development- They want to know a company is willing to invest in them and they are constantly adding to their
learning is critical for this generation.
Meaning Meaning- Millennials want to find meaning in their
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.
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.
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?
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Are your departments connected?
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Is there constant collaboration?
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When was the last time you had a company picnic?
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Is there a shared vision for the organization and are your people “bought in?”
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Getting outside the company to participate in volunteer work or any activity that gives back.
✓ Vision
✓ Training, special projects, etc.
✓ Clear path for growth X “ They know who to ask”
✓ Consider your workforce and their specific needs
✓ Competitive PTO, ability to work from home ✓ Again, specific to your organization
✓ Do they feel connected to the organization? Is the environment rigid?
pull at their heart strings
✓ Understand that it is their experience
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!
Joe’s new benefits only come to $5k yearly Joe’s new total compensation is $62,500 Decrease of $7,500
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?
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?
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?
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
OSHA Who does it affect?
➢ Businesses with more than 10 employees
Potential impact:
➢ OSHA has six specific categories or violations
➢ The most serious is a willful violation
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?
FMLA Who does it affect? ➢ Employers with 50 or more qualified employees who’ve been on the job at least 12 months and put in a minimum of 1,250 hours Potential impact: ➢ Employers may be required to provide: