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8 Job Recruiting Techniques for Small Business

By | Articles, General HR, Recruiting | No Comments

Your small business needs to find the right candidate, but the job applicants you’re seeing just aren’t cutting it. Are you doing something wrong? The answer may be “yes.”

While job applicants may seem to hold all of the cards in today’s workforce, your recruiting style may be working against you. Big businesses have deeper pockets to employ a team of experienced HR professionals and paid recruiters to find the right people for integral roles, but small businesses don’t have to roll over and wait for leftovers. By using the following techniques, small- and medium-sized companies can compete for great talent against large corporations, all without breaking the bank.

What your small business needs to entice the right job applicants:

#1 — Well-written job descriptions. What turns off a job applicant before they ever become a candidate? A bad job description. While you want to paint an accurate picture of what the role will entail, don’t make it overly cumbersome. Other job-description faux pas you should avoid include:

  • Being too hip or sassy to the point of offensive. A little humor goes a long way in a job description; a lot of humor can quickly turn off top prospects. Will it offend anyone or could it be taken the wrong way? If so, cut it out. You could face bigger problems.
  • Requesting impossible skills. Do you need someone with 10+ years of social media experience? Good luck. Facebook launched publicly about 10 years ago and it took a while for businesses (and business pages, which started in 2009) to catch on. Only a handful of people on the planet can legitimately claim the social experience you’re seeking. Better bet: shoot for 5+ years instead.
  • Descriptions that are too vague or too cliche. Remember back in college where every fly-by-night company offered a job where you could “have fun, make money”? Those ads all had one thing in common — they never actually told the applicant what they’d be doing. The lesson here is to neither be too detailed nor too vague. If you’re looking for an office manager who will also need to answer phones, greet clients, and set up appointments, say so. If you want an office manager who will keep your books, state that. Good applicants don’t need to know everything, but they do need to know enough to know that they would be happy doing the job.

#2 — Applicant tracking system. Spreadsheets are great. But they’re terrible when it comes to keeping track of job applicants. Interviewers need to know status, who else is scheduled to interview the person, notes from previous interviewers, scoring systems, and more … and the interviewer needs to be able to access this info whenever it’s needed. In short, there are too many details and needs for a single spreadsheet to handle efficiently.

Using an applicant tracking system (or “ATS” — also called a “recruitment management system”) benefits both the company and the applicant. The ATS can be linked to online job applications so job applicants effectively begin their own record. Then the applicant tracking system becomes the one-stop-shop for every stage, note, and record of the hiring process. Interviewers can access the ATS, see the comments from other interviewers and determine what questions or follow-ups they have for the job applicant.

One of the best benefits on the applicant side of an ATS is that candidates are always updated on their status.  Most applicant tracking systems have auto-responder features. Online recruiting systems are also linked to lower potential litigation costs as systems sort applicant information based on match rather than on potential human bias factors (i.e. protected class criteria). An ATS can also speed up hiring.

#3 — Big-picture view of the internal impact. How is the role you’re filling going to affect the entire company? Will you reach a threshold that requires you to provide a different level of benefits? Will your own HR team be stretched too thin due to additional employees? Before you hire, know exactly how a new team member will impact your company to help you prepare for any growth-related risks.

#4 — Overview of the market and industry. You’re vying for the same talent that your competitors and other businesses are looking at, too. Is the company down the street hiring? Is your top competition experiencing high turnover rates? (If so, why?) Will an industry giant’s new facility mean your talent pool is about to shrink? Knowing these details can make your small business’s recruitment efforts much smarter and will also help you field candidate questions. Staying up to date on changes in the industry and marketplace that will directly affect employees should always be a top priority for your HR team/partner. Just be sure you have a system in place to help that team scale, too.

#5 — Competitive benefits and compensation. You may have the coolest workplace ever and a brand that would make millennial job candidates wanting to make a societal difference swoon. But here’s the thing: if you can’t compete in terms of benefits (and at least come close in compensation), enticing the right person to apply for and take an open position at your small company will be next to impossible. But how do you do it? Two tricks: your HR team and a partner that can provide you with a Fortune 500-style benefits package in a price range you can afford. The best part is that these “tricks” can be one and the same.

Your HR team/partner should be on top of what competitors (industry and market) are doing to entice candidates. They should also be able to help you find insurance and other benefits options that are not only on par with the competition, but that also fit your budget — regardless of how small your business is. Small- and medium-size businesses may choose to partner with a PEO (Professional Employer Organization) to address both of these concerns. A PEO can serve as a scalable, internal HR team, providing all essential HR services, including payroll management, onboarding, applicant tracking and others, while also offering access to large-group insurance plans and other benefit options at affordable rates. Additional reasons for working with a PEO include risk reduction and the consistent growth and success of companies they serve.

#6 — Internal job recruitment system (Hello, social!). Maybe it’s not who you’re looking for but where you’re looking that’s hurting your applicant recruitment efforts. Tap into the team you already have to help find the right person. Announce job openings company-wide. Provide details that are easily shared via social media. Create a referral bonus to encourage your existing team to get the word out. Harvard Business Review reported that when people have a friend at work, they tend to enjoy their jobs more and are more likely to be fully engaged – so get your existing staff to help with recruiting!

#7 — Background and reference checks before day 1. You found the perfect candidate who possesses absolutely everything you were hoping for in this role: education, experience — it’s all there. It seems almost too good to be true… or is it? With more than 85% of employers reporting they’ve found lies on resumes, there’s a chance it could be. Aside from asking the right questions to find potential reality discrepancies and alternative facts during the interview, be sure you’re also conducting background checks, as well as a candidate’s professional references, before it’s too late. While there’s always some risk in bringing aboard a new team member, you reduce risk when you do your homework before day 1, no matter how perfect and amazing the job applicant seems.

#8 — Outsource while you wait. You want whomever you hire to stick with your company a long time, so it makes sense that finding the right person will take time. The current average hiring time is 52 days. While there are ways to make the process shorter and more efficient, it’s usually not a good idea to rush through the process. Instead, outsource tasks that need to be completed while you, your managers, and your HR team spend the necessary time to ensure you secure the right person. You may not be able to outsource every aspect of the job, but in today’s gig economy, you should be able to outsource parts of it. For a look at roles that are prime for outsourcing while you focus on growing your business, read 5 Outsourced Tasks to Reclaim Your Day: Small Business Edition. You may find that the outsourcing solution is the perfect way to fill the empty role (or another role entirely).

Keeping employee recruitment in budget

While there are a number of items to consider when finding the right job applicants, the cost of recruitment shouldn’t be one of them. Ensure you’re keeping costs low and services high with HR by selecting an HR partner that can assist in your recruiting efforts while also performing essential services for your business.

You can learn more about smart recruiting in today’s workplace and how can help your business find the right candidates faster by contacting


According to Visibility, “58% of candidates who have a poor experience with a company’s recruiting process cite ‘not receiving regular updates’ on their job application as the reason.”

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Most applicant tracking systems allow for weighted criteria input and can be made accessible to interviewers so they can jump in whenever needed.

Job Description - ATS
Applicant Tracking

A potential drawback to an ATS may be the expensive investment in software to track job applications. However, some HR outsourcing firms provide access to applicant tracking systems for their clients at very affordable prices. is a full-service HR outsourcing PEO that allows small businesses to access online tools including an applicant tracking system, competitive benefits packages, background checks, and expert guidance and assistance, among other pre-hire services. also takes on other HR tasks (unemployment claims management, work verifications, payroll, benefits administration, procuring workers’ comp, injury claims management, and so on) and provides expert advice and assistance that extend beyond the recruiting stage to ensure businesses take a low-risk approach to workforce management and growth.

Drug Testing – Where Do I Start?

By | Articles, Drug Testing, Health & Wellness, Manager Training, Newsletter, Performance | No Comments

You’ve seen a few hints of potential drug abuse at your worksite and are suddenly chilled by thoughts of everything you’ve tried to avoid since hiring your first employee. You certainly don’t want other employees to think this is acceptable behavior, and the last thing you want is for the employee to injure himself (or even worse, somebody else) – but what do you do? Here’s the quick how-to plan for both reasonable suspicion testing, as well as setting up a random drug testing policy.

Reasonable Suspicion Drug Testing

1. Know the Signs
Although you are not expected to be an expert at diagnosing somebody who is impaired from drugs or alcohol, there are several signs that, when paired together, may indicate something more than a bad day. The most common signs of drug or alcohol impairment include: mood changes; slurred speech; difficulty walking; altered appearance; clumsiness; loss of concentration; performance problems; watery or red eyes; argumentative, uncooperative, or accusatory behaviors; and dilated pupils.

2. Get a Second Witness
Ask another manager (without explaining your suspicions) to observe the employee to provide you with a second opinion. If both you and your second witness have reasonable suspicion that the employee is impaired, pull the employee off the job immediately. If the behaviors are severe or the job is safety-sensitive, don’t wait to find your second witness before pulling the employee off the job.

3. Document Everything!
Being as objective as possible, write down all behaviors and performance issues you’ve observed. Do not include any thoughts and opinions as to why the performance problems are the way they are – simply the specific details of what you observed. These details may include employee actions and interactions, smells, when and where everything occurred, what the employee was doing, any witnesses, and so on. (If you’d like to use our user-friendly form to document your observations, please contact us.)

4. Get the Employee Tested
Perhaps this doesn’t need to be said, but never send an employee to a testing facility alone if you have reason to believe he/she is drug or alcohol-impaired. Either you or another manager should drive the employee to the testing facility, or have someone come to your worksite to test the employee. For more information on reasonable suspicion drug testing vendors and pricing, please contact our HR experts.

Setting up a Random Drug Testing Policy

Many employers choose to set up a random drug testing policy to discourage drug abuse from the get-go, which will hopefully eliminate any for-suspicion incidents. Here’s how to quickly get that set up:

  1. Create a random drug testing policy.
  2. Hold a meeting with employees where the policy is discussed; be sure they sign an acknowledgment form before returning to work.
  3. Have new employees sign off on the policy upon hire.
  4. Conduct random testing (at random times) to enforce the policy and deter drug abuse.

As part of our services, clients already have steps 1-3 taken care of through the drug-free workplace policy provided in your handbook and the acknowledgment form that employees sign once they are hired. If you are not yet a client and would like to get a policy set up, or you are interested in setting up random drug testing, please contact us and our experts will take care of everything. We can even conduct the random testing for you and have it deducted from your company payroll rather than billing you separately.

Don’t wait for the avoidable incident – contact us today.

(Reposted from our archives)

Reasonable suspicion drug testing and random drug testing both need to be carefully planned before acting on any whims.
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What is a PEO and why you should outsource HR to one

By | Articles, Company Growth, General HR | No Comments

Although PEOs (Professional Employer Organizations) have been smart HR outsourcing options for decades, we still hear questions like “What is a PEO?” or “How does a PEO work?” or “When would a business need a PEO?” Here are our answers.

How PEOs make HR manageable and affordable

A PEO (Professional Employer Organization) allows smaller companies to band together as part of a larger employer (, creating efficiencies for administrative needs that every company needs, such as payroll, workers’ comp policy and claims management, benefits deductions and reconciliations, and more. The PEO also has certified Human Resources experts who are available to clients 24/7 to provide consulting for any kind of HR matter, whether it be hiring or firing concerns, employee disputes, wage and hour issues, employee onboarding, discrimination claims, employee handbooks, and so on. With economies-of-scale working in their benefit, PEO clients are also able to tap into the buying power of a PEO to provide competitive benefits that would be difficult to afford and manage on their own.

Why businesses outsource HR to a PEO

As a PEO, becomes the employer of record for your employees while you remain the worksite employer. Many people refer to this as co-employment. Your employees still work for you and you manage them as always, but assumes the responsibility and liability of wage payments and other HR compliance laws. Your company gets the protection and service it needs and you’re free to get back to building your business.

When does a business need a PEO?

Typically when companies grow, they experience the need of having somebody take care of their human resources needs. But finding an employee who specializes in every aspect of HR is difficult and costly to hire. With, you get the equivalent of a five-person HR department, with certified experts in each aspect of human resources (payroll, benefits administration, employment law, worker’s comp and risk management), as well as access to more robust and affordable benefits for your employees.

The best news is that most companies who use a PEO save money by tapping into their economies of scale. In a nutshell, a PEO simplifies the administrative headache of having employees and makes you a more attractive employer along the way.

Still have questions? Contact us or learn more about’s services here.

Did you know?

Businesses that outsource to a PEO:

  • Grow 7-9% faster than comparable businesses;
  • Have 10-14% lower employee turnover; and
  • Are 50% more likely to stay in business.

Source: NAPEO

“I didn’t think I needed a PEO, that I could do it all myself.  Then I realized how much I didn’t know.  With, I do what I do best and they do what they do best.  It’s a win-win for my company.”

10 Reasons Your Company Is Retaining Employees

By | Articles, Benefits, General HR, Retention, Turnover | No Comments

Congratulations! If your business has no problems retaining employees, then you’re in an enviable position. So what makes you different than other organizations in the U.S., where the average employee turnover in some industries exceeds 25%?

1. You know your industry.

You keep up with everything happening in your industry so you can stay competitive in the marketplace, and your employees thank you for this. Why? Because stable employment is at the top of the list of employee wants. But you go beyond understanding industry advancements — you also know which companies are growing and hiring, and you have a retention plan that keeps your own staff in place.

2. You provide competitive employee benefits.

What else is on your employees’ wish lists? Just after job security comes benefits (in fact, 96% of Millennials say they’d leave a job simply for better benefits). You ensure your company’s benefits are competitive within your industry and your market. But you don’t break the bank doing this — even if you’re a small company, you’ve found a way to keep benefits high and costs low.

3. You adapt with employment trends.

You know that a 7:00a – 3:00p shift might not be as appealing to working parents as flex time. In a 2016 study by Adobe, more than 30% of U.S. office workers said they’d leave a job for more flexibility. It’s just one of the trends shaping today’s workforce.

4. You train your managers.

You’ve read the stats — in 2015, a Gallup poll found that 50% of workers in the U.S. admitted to leaving a job because of their manager, and only 12% of workers said their managers helped them set goals. You conduct management training for your team so leaders know labor laws, connect better with employees, and are adept at handling sticky situations when they arise.

5. You outsource your HR to a PEO.

Your PEO handles HR for you. You made this choice as a small- or medium-sized business in part because companies that work with PEOs have turnover rates that are 10-14% lower than companies that don’t. Working with a PEO also ensures your payroll is accurate, on time and in compliance, and you get full service HR to stay up-to-date on employment law and workplace trends.

6. You have a set plan for onboarding new hires.

You hire people for the contributions they can make — which is why you also make sure they have the tools they need to engage on day one. Your onboarding program ensures the team is aware of the new hire, that someone shows him or her around, that paperwork is completed (preferably online), that the person feels welcome, and they are aware of available resources. Why? Because an estimated 20% of turnover occurs within the first 45 days on the job, and onboarding has been proven to get people started on the right foot.

7. You create a culture where employees want to work.

You know there’s no one-size-fits-all when it comes to culture — and you’re happy about that. So are your employees, who are more likely to stay at a company that puts them first. Josh Bersin explained the link between culture and retention in Forbes noting that companies with strong positive cultures are the most in-demand employers.

8. You survey your employees and listen to their feedback.

You know what your employees want because you listen to their feedback, perhaps from employee surveys. Adobe’s study found that more than 50% of U.S. office workers would leave a job they love, even take a cut in pay, to land their dream job. So you do what you can to make sure you offer the types of opportunities and advancement your employees are looking for.

9. You offer education and growth opportunities to your employees.

Sixty-one percent of respondents in a 2016 American Staffing Association (ASA) survey said training would help keep them in their current job. Of those listed, 67% simply wanted “cross training to learn skills of a different job” and 64% wanted “training to gain leadership and management skills.” Of course, you are ahead of the game and have a job-swapping program or a buddy system, and your HR team is assisting with leadership and management training, creating versatile workers with long-term career growth opportunities.

10. You don’t throw money at everything.

You avoid counteroffers whenever possible (50% of counteroffer recipients leave in the next year anyway) and instead build a custom retention plan that stops turnover before it starts. You also make sure the plan fits your business and budget, and is adaptable and flexible, too.

Successful businesses of all sizes know that retaining valuable employees requires effort, but it’s effort well spent. Employee turnover is a costly proposition for any business. Working with your HR team or a partner that keeps all aspects of HR running smoothly can be the best — and most affordable — way to ensure your highly valued employees stick with you for the long haul, too.”

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celebrate employee retention
Simple techniques can help businesses retain employees — and that’s something to cheer about. Image by Freepik.

Volatile Politics: What Business Owners Should Know

By | Articles, Health Reform Updates, Newsletter | No Comments
Business owner and politics

With the volatility and uncertainty of the new political atmosphere, many businesses owners have asked how it will affect them. Though nobody has a crystal ball, whatever the changes may be, we can be assured of two things.

First, healthcare reform and repealing Obamacare in some capacity will have a multifaceted effect on businesses.  It will likely impact HR, payroll, hiring and retention, turnover costs, and overall labor costs.  The term “business as usual” will have a different look and feel for each employer, and creating simplicity in one form of employment may make things more complex in another.

Second, regardless of what changes may come from the new administration, utilizing to stay on top of everything will prove to be a significant benefit. Internal resources can remain on the company’s critical objectives while manages the impact of the changes on their business. According to President, Michelyn Farnsworth, “We help clients formulate a ‘best practices’ approach for an overall strategy moving forward, meaning they don’t have to manage everything themselves.”

If you are a current client, rest assured everything will be communicated and managed as we closely watch the new laws and their impact to your business. If you are not currently a client, we encourage you to learn more and discover if our services may be the peace of mind you need in such a volatile environment. As Farnsworth coined it, “Change is coming, and utilizing is the next best thing to having that crystal ball.”

Capitalize on New Year’s Resolutions to Improve Bottom Line

By | Articles, General HR, Health & Wellness, Newsletter | No Comments

It’s that time of year when employees are motivated to get healthier, creating the perfect opportunity for employers to capitalize on getting higher productivity, lower health insurance claims, fewer sick days, better employee engagement, fewer workers’ comp claims, lower turnover, and higher retention. (Did I mention the Harvard Business Review showing $1:$6 ROI on wellness program investment?) Here are seven easy and cost-effective wellness ideas a company on any budget can implement.

1. Start a competition tracking fitness goals
Most employees concerned about fitness are already tracking steps, calories consumed, calories burned, or other fitness goals on their mobile or fitness tracking device. Spice it up by adding a little competition, with winners for top achievers or for everyone who achieves a specific goal.

2. Bring in fresh fruits and vegetables each day to share with staff
Cut the donuts and pastries. Healthy snacks provide good energy, help with weight control, and improve mood. If your company is unable to provide these for employees each day, have a sign-up sheet for employees to take turns bringing them in, perhaps with a small allotted budget to help sponsor the program.

3. Encourage an after-hours fitness class at work
Employees who exercise together, bond together. Not only will they be getting healthier, they’ll be building relationships that carry over to the workplace for enhanced employee morale.

4. Encourage break time
Bring in some footballs, hula hoops, hacky sacks, and volleyballs to make break time fun. Have a 30-second wall sitting challenge or see who can do a 60-second plank. Taking a mental break is rejuvenating, especially if it gets the blood flowing again.

5. Hold a walking meeting
If you sit most of the day in an office, walking will do a world of good with creativity and brainstorming. Bring along your mobile device to verbally add notes from your meeting.

6. Provide a gym membership
Depending on your budget, you can decide to cover the cost fully, partially, or based on participation. Imagine the difference between an employee coming into work after just rolling out of bed, versus an employee coming from the gym. Exercising creates endorphins that increase energy and carry over to enhance mood, positivity, and overall wellness. Which kind of staff member would you prefer to work next to or have customers interact with each day?

7. Have a water drinking challenge
Encourage employees to bring water bottles to work and track how many total ounces of water they drink each day. At the end of the week, provide small incentives for everyone who drank an average of 64 ounces of water each day.

For more ideas on how to improve your team’s mental and physical wellbeing, please contact one of our HR experts at

How to Have Difficult Conversations with Employees

By | Articles, Corrective Action, General HR, Manager Training, Newsletter, Performance, Retention | No Comments

Let’s face it – nobody likes dealing with employee complaints, especially when it’s about a coworker. Unfortunately, employee conflict is an inevitable part of managing employees. Whether you’re a new manager or an expert at having difficult conversations with a problematic employee, we’ve broken it down into four easy steps.

Let’s say you just received a complaint about Jim from one of his coworkers.  Before having any conversation with Jim, be sure to do your homework.  Don’t react based on this one complaint; seek input from others, gather facts, and take notes to provide specific examples.  If it warrants a conversation with him, be sure you have a quiet, private space available and an uninterrupted window to speak with Jim.  With everything now prepared, you’re ready to begin the process.

Step 1: Ask if you can give feedback
To begin a difficult conversation with Jim about his behavior, ask him in advance for permission. This shows respect and allows him an opportunity to prepare himself for the conversation. However, don’t drag it out by giving too much notice. Best practices suggest you have the conversation within an hour of asking this question.
Don’t say: “You’ve got a problem.” Or “Pay attention.”
Do say: “Jim, may I give you some feedback?” or “Can I share something with you?”

Step 2: Describe the specific behavior needing to be addressed
Focus on the problematic behavior, being as specific as possible, and not about Jim himself.
Don’t say: “I feel like you keep ticking people off.” Or “I’ve noticed people have been avoiding you.”
Do say: “Jim, several coworkers have told me that you’ve been difficult to work with, from interruptions to borderline inappropriate jokes. I heard about yesterday’s brainstorming session that ended early after you made fun of one of our long-term clients, a company owned by your coworker’s wife.”

Step 3: Explain the impact of this person’s behavior
Describe consequences (positive or negative) that have or may result from Jim’s behavior. Focus on the consequence that is most impactful to Jim.
Don’t say: “How come you can’t be more professional?”
Do say: “Here’s what happens with this kind of behavior at work. It spreads like wildfire and damages your reputation with coworkers and other team members who are expected to work with you in the future, not to mention hurts our relationship with clients.”

Step 4: Provide the “next steps”
This step is the most critical. Determine what you would like Jim to do differently and allow the solution to come from him, not you. After Jim proposes ideas, try to end on a positive note, building on his ability to rectify his behavior and commitment to reaching his goals.
Don’t say: “You need to be more attentive, less disruptive, and control your mouth.”
Do say: “What ideas do you have for preventing these situations from happening again?”

Effective manager and employee training can develop your team with important skillsets and enhance their overall loyalty to your organization. To schedule an onsite employee training with one of our HR representatives, please email us at

Injured Employee – To File or Not To File a Claim?

By | Articles, General HR, Newsletter, Risk Management | No Comments

Four days ago, Andy, one of your employees, fell down the stairs. You asked Andy if he wanted to file a workers’ compensation claim, but he refused. Andy said that he was fine and did not need to see a doctor. Andy worked the remainder of his shift without further incident and went home. Andy then called in sick the next three days.

This morning, Andy comes to work on crutches and wearing a neck brace. Andy tells you that, after work, his neck was bothering him, so he went to Urgent Care for treatment. Andy hands you a doctor’s note, which excuses him from work for the past three days and places him on light duty for the rest of the week – a request that is granted.

You again ask Andy if he wants to file a workers’ compensation claim. Once again, Andy refuses, saying that his problems are resolved and he does not want to be a bother.

How should you handle this issue?
A – All injuries beyond first aid should be reported to your workers’ compensation carrier immediately – regardless of what Andy has requested.
B – Andy has the right to refuse to file a claim. You have fulfilled your obligation under the law by asking him if he would like to file a claim and need to take no further action.
C – You can ask Andy to sign a waiver. Once signed, Andy cannot later file a workers’ compensation claim for this injury.
D – Andy should be terminated because he did not report his injury to you immediately.

The correct answer is A.  This is why:

Workers’ compensation is governed at the state level. Most states require employers to report any employee injury that occurs in the workplace beyond general first aid. Failure to do so may result in fines and penalties.

Injuries resulting in three days of missed work and medical attention should be reported by the employer to the carrier. Employers should have a policy requiring employees to report injuries, no matter how slight, immediately to a member of management. However, once an employer is aware of a possible injury, it is the employer’s responsibility to report it to the carrier immediately.

If the employee refuses to file a claim, you should contact your workers’ compensation carrier. Once contacted, the workers’ compensation carrier will open a claim on the employee’s behalf and attempt to work with the employee throughout the remainder of the claims process. The workers’ compensation claims adjuster will handle any issues that arise from an employee refusing to cooperate.

Keep in mind, employers cannot determine if an injury is accepted, denied, or whether the injury is fraudulent. This determination must be made by the workers’ compensation claims adjuster to avoid litigation.

For questions about workers’ comp incidents or claims, please contact our HR experts at

Reposted with permission

Injured Employee – To File or Not to File a Claim?

Why should employers proactively report an injury?

  • It is an employer’s legal obligation.
  • Injuries can be exacerbated if medical attention is not provided at the onset, resulting in a worsened injury and a more expensive claim.
  • The sooner the carrier is involved, the easier it is to control the costs of the injury.
  • It eliminates an employee’s claim that the employer discouraged him from filing a workers’ compensation claim.

3 Real Benefits of Paperless Onboarding

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First impressions are critical in any company’s recruiting and retention efforts. Today’s technology-savvy workforce expects things to be done right, right from the start. That’s one of the major reasons why smart companies are moving to paperless onboarding systems.

A good first impression makes your job as a hiring manager easier, but the benefits of paperless onboard go way beyond that first impression.

“More and more of my time was being spent on HR paperwork, and less and less of it on the core of my business,” says Jeff, CEO of an assisted living center. That time drain was a major reason why he knew he needed to move his company to a paperless onboarding process.

We worked with Jeff to create a paperless new hire and onboarding system with some key benefits:

  1. Simplified Background Checks

Due diligence in your hiring process has never been easier. With a paperless screening system, the candidate authorizes a background check by using a simple online form. From there you start the ball rolling with one click, and results will all be within easy reach.

  1. Faster, More Efficient Data Handling

Most new hires are anxious to meet the team and get down to business. They don’t want to fill out endless piles of paper, often repeating the same information over and over.  With HR paperwork handled in the cloud, your new hires can complete the info on their own time so their first days in the office can be spent doing what you hired them to do.

  1. Fully Compliant HR Data

There are so many details to track when a new hire joins your team. A good paperless onboarding system provides alerts and reminders to both the new hire and the hiring manager to make sure all the important pieces are getting checked off the list. With advances in electronic signatures and highly secure cloud-based data storage, your employee information will be in full compliance and securely stored.

“ helped me create a streamlined, electronic hiring process that allows my employees to complete all necessary paperwork remotely and on their own time. The days of sitting down with an employee and going over mounds of hiring paperwork are over.”

To learn how to make your life easier with paperless onboarding, please contact us today.  Also, please ensure all non-exempt employees are paid for any compensable work time.  Contact us with any questions.

By Shane Loftus


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