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November 14th, 2016 / by Mike Cooney

Performance Evaluations going the way of the Dodo Bird?

A recent survey shows that six percent of Fortune 500 companies have revamped their traditional annual performance reviews and rankings, and many more are expected to follow.  Accenture, Deloitte, SAP and Kelly Services are the latest to join Juniper, Microsoft, Adobe, and Gap in making their traditional review and ranking processes extinct.

These companies have indicated that they have found that their performance review program was ineffective, onerous, costly (in the millions), and not positively received by employees or managers.  Not the ROI they were expecting.

This change also reflects more closely the cycle of our culture and business.  The world doesn’t run on an annual cycle anymore.  With the innovations of smart phones and apps like Facebook and Instagram, people have grown accustomed to real time feedback.  Employees are responding to more informal and frequent check ins, rather than a once a year conversation about past performance, that include examples... more

October 26th, 2016 / by Mike Cooney

Are We Done Asking For Salary History From Candidates?

A progressive new Massachusetts law banning asking candidates for salary histories during the interview process was signed on August 1st of this year.  This law has quickly gained traction, more than any other employment law prior.  Just four weeks later, New York City and the state of California have already signed similar laws.  Now a delegate from D.C. will introduce the legislature to Congress to make it a nationwide ban.

Little question, big impact

The driving purpose of the law is to increase pay equity among workers, mainly women. Since women are underpaid relative to men performing the same or similar work, the continued practice of basing a new hire’s compensation off of their last jobs compounds the ongoing inequity. Although other groups stand to gain as well.  Recent college graduates who started their first jobs during the recession may see their rates catch up. According to some HR leaders, this... more

July 28th, 2016 / by Mike Cooney

The Free Agent Market – NBA Free Agency Can Help You Make The Next Great Hire

Now that the NBA free agency has nearly wrapped up and the big names are settled, it’s interesting to see how the strategies used in the NBA relate to strategies used when acquiring top talent for your business.

The most shocking outcome of the NBA free agency was no doubt Kevin Durant’s decision to sign with his home team’s fiercest competitor the Warriors.  Many teams were courting Durant. The highest-level executives flew to him to make their pitches. The Boston Celtics went farther by using existing top talent and even pulled in Tom Brady, quarterback for the New England Patriots to try and sway Durant. Many teams offered higher and higher salaries to Durant.

In the end the team that ultimately won Durant did so by presenting him with the best chance for joining championship level team, one that could become a dynasty – as some are already predicting. Perhaps, even... more

June 27th, 2016 / by Mike Cooney

When Luring Candidates Away

With the recruiting market running so tightly, employers will want to be ever more creative in sourcing candidates. Our recent installment looked at ways organizations can continue to attract top talent in a tight hiring market. However, there’s another potentially untapped pool of candidates that hasn’t been addressed yet, the passive candidate. In a candidate driven market, luring passive candidates to your organization can be one of the missing pieces to acquiring top talent.

In contrast to active candidates, passive candidates are the ones that aren’t actively looking for that next opportunity but rather are the ones that will stop and listen when contacted. They are not checking job postings or surfing the job boards and career sites.

The first step is shifting the recruiting strategy and putting “recruiting” back into the mindset. This means that you will be selling the passive candidate on your opportunity and your company instead reviewing... more

June 13th, 2016 / by Mike Cooney

Exempt or Non-Exempt? That is the question

The Department of Labor released their much-anticipated changes to the FLSA overtime exemption rules last month. If you didn’t catch the changes that are coming, then here are the basics of what managers need to know now.

What’s changing and when?

This latest change updates the minimum salary level required for exemption from $23,660 annually to $47,476. Allows for a portion of bonuses, incentives and commissions to be counted toward (up to 10%) the minimum salary requirements, provided bonuses are paid on a quarterly or more frequent basis. Sets total annual compensation for highly compensated employees subject to minimal duties test (link) at 134,004. Changes are to be in place by December 1st, 2016 to be in compliance. Establishes a mechanism for automatically updating salary and compensation levels every three years beginning in 2020.

 

What doesn’t change?

The duties test for exemption. The same exemptions definitions are in place Employers will still need to make sure that the... more
May 14th, 2016 / by Mike Cooney

What A Real Estate Agent Can Teach Us About The Job Market

Anyone looking for housing in the Portland metro area right now will tell you it’s a full time job. With inventory at all time lows and prices at all time highs, sellers have a flurry of offers and competition to get offers accepted is fierce. If that sounds familiar, you might be noticing the resemblance to the hiring market.

In times of low inventory, real estate agents will suggest buyers set geographical boundaries wider than ever to try and boost the number of options. Buyers will realize that the most desirable homes and locations will not be cheap. Offers go up against 30 other offers at a time, causing buyers to resort to unconventional situations to make their offer stand out – offer prices 29% above list price and letting owners stay rent free for up to 60 days past closing and even writing love letters to the owners for... more

April 12th, 2016 / by Mike Cooney

I-9 Form Updates

Did you happen to notice that the current I-9 Form has expired? The I-9 Form actually has an expiration date of March 31, 2016. Unlike that food in your refrigerator, don’t throw it out quite yet. It is still good to use.

That is right. The U.S. Citizenship and Immigration Services (USCIS) has advised employers to continue using the current version of the Form I-9, even though the March 31, 2016 expiration date on the form has passed.

Employers must complete Form I-9 within three days of hire for all newly hired employees to verify their identity and authorization to work in the U.S.

USCIS will provide updated information about the new version of Form I-9 as it becomes available.

Please contact us if you have any questions or need more information about the I-9 Form.

... more
March 25th, 2016 / by Mike Cooney

The Squeeze Is On

The latest data shows national unemployment rates at 5% and only dropping from there.  In February, 242,000 new jobs were created and six straight years of record breaking growth shows no signs of slowing.  Locally, the Portland Metro Area’s job growth was among the fastest in the US and it’s unemployment rate has plummeted to 4.3 %, the lowest since the dot.com days.  The unemployment rate is half that for those with a college degree.

This scenario creates unique challenges in talent acquisition and employee retention.  The post and pray model will not fill candidate pools in this environment.  The squeeze is on for businesses to remain competitive in recruitment strategies.  What can employers do differently to fill and, more importantly, keep positions filled?

With so few candidates looking for work, the net will need to be cast much wider. The good news is there are many things employers can do... more

March 8th, 2016 / by Mike Cooney

A Case of the Millennials

The recently penned open letter by an employee to her CEO at Yelp and the rebuttal has brought focus back to the newest generation in the work place. Millennials. Millennials make up 50% of the workforce today, increasing to 75% in the next 10-15 years. Dubbed Generation ADD, The Selfie Generation, even the Unemployables, make no mistake, whatever you want to call them; they bring new and unique challenges to the employer landscape. No, that’s not a headache you’re feeling but rather you have a case of the Millennials. Like every generation prior, the Millennials are the creation of the generation before them. We gave ourselves this case of the Millennials.

Incredibly tech savvy, the Millennials are accustomed to information being available immediately. They want to know how they are doing as they are doing it. They are well educated with high expectations of themselves; they want to be proud... more

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