Hiring

Guide to Setting Up a Remote Office

Picture this: you’ve started your own business, and it’s going well. You’re gaining more clients and customers and it’s looking like you might be ready to hire an employee. But…you’ve been working out of your cramped home office and have no place for another desk. You need that employee faster than you’d be able to find and set up a new office space. The solution? A remote employee. Workplace technologies are rapidly eliminating the barriers geography typically presents, making it easier than ever to have a cohesive office without actually sharing a physical space. And as employees, particularly [...]

2018-04-09T06:57:22+00:00 April 11th, 2018|Categories: Growth and Expansion|Tags: |

Pre-Employment Screening Helps You Get to Know Your Candidate

An application is the first step to getting to know a candidate. The next step is when you are able to have an in-person interview with the candidate and see what they’re like in person. Interviews are usually an opportunity to get a deeper look at the candidate- analyze their mannerisms, learn about their personality and ask them questions that weren’t on the application. While you may feel that you know a candidate after an interview, do you really? Or do you just know what they told you? While your default reaction may be to just take a [...]

2018-03-07T07:59:29+00:00 April 5th, 2018|Categories: Ongoing Management and Protection|Tags: |

Independent Contractor vs. Employee: Differences, Wage Reporting, and More

Hiring workers to help you achieve your business dream can lift a huge weight off your shoulders. But if you don’t know how to correctly classify them, you might face even bigger problems. Understand the difference between independent contractor vs. employee, find out how to report wages, and learn how to decide worker status to avoid legal issues. Independent Contractor vs. Employee Knowing whether a worker is an independent contractor or employee can be difficult. Before you can decide between the two, learn what sets them apart and how the difference impact taxes and wage reporting. Independent Contractor [...]

2018-01-30T05:06:57+00:00 January 30th, 2018|Categories: Growth and Expansion|Tags: |

What Can Employers Not Discriminate Against?

As a business owner, it’s exciting to hire employees and watch your company grow. But there are legal risks if you give job candidates and employees reason to believe your staffing decisions and policies are discriminatory. The first step in avoiding a job discrimination lawsuit is to have a basic understanding of what you can’t discriminate against and the nature of the laws that prohibit employment discrimination. You need to comply with all applicable federal and state (even some local) laws that protect people from job discrimination. So, in your employment ads, job applications, job interviews, background checks, [...]

2017-09-08T10:16:42+00:00 April 28th, 2017|Categories: Ongoing Management and Protection|Tags: , , , |

Be Your Own HR Department with These 5 Tools

Small business owners wear many hats when running daily operations - especially when they are just starting to build their company. Their tasks include administrative work, client servicing, finance requirements and more. One of the most tedious tasks of running a business is taking care of HR requirements. Unfortunately, your HR responsibilities don’t end when an applicant signs the employment contract. This part of the business plays an important role in keeping the company running smoothly on a daily basis. However, small businesses don’t always have the luxury of hiring a dedicated team member to focus on these [...]

Can An Employer Ask About Your Age?

If a job candidate is googling this question after a job interview at your company, you may be headed for trouble. At both the federal and state level, anti-discrimination laws exist to prevent businesses from hiring or not hiring based on personal characteristics that are not relevant to an individual’s ability to do the job. Age is one of them. The Age Discrimination in Employment Act of 1967 (ADEA) protects people who are age 40 and older from being treated unfavorably because of their age during the hiring process—and when employed. In 2016, 20,857 age discrimination charges were [...]

2017-12-22T10:44:23+00:00 April 21st, 2017|Categories: Ongoing Management and Protection|Tags: , , |

Avoiding A Job Discrimination Law Suit

Hiring the right people to be part of your team can greatly affect your business’s ability to succeed. It’s an important process—and a tricky one! When considering job candidates, you need to be careful or you could find yourself facing legal problems. If at any point during the hiring process you don’t comply with the federal and state (and even some local) laws that protect people from job discrimination, you risk having a lawsuit filed against your company. When hiring employees, you must comply with all anti-discrimination laws. Even an unintentional misstep can cause major issues for your [...]

2018-01-10T12:02:30+00:00 April 14th, 2017|Categories: Ongoing Management and Protection|Tags: , , , |

Best Practices For Interviewing Job Candidates

Hiring the right people requires a sure-fire interviewing process. To effectively interview job candidates, you need more than a little dedicated time and a list of questions; you need an understanding of how you can draw out the information you need about an individual’s knowledge and capabilities. You also need to tune into character nuances that might indicate how well a candidate will work with your team. And, of course, you need to do all of that without breaking any anti-discrimination laws. Interviewing can be intimidating for not only prospective employees but also for employers! By following some [...]

2018-02-16T09:42:18+00:00 April 7th, 2017|Categories: Ongoing Management and Protection|Tags: , , |

Illegal Job Interview Questions Small Businesses Need to Avoid

As a small business owner, it’s important to which illegal job Interview questions you need to avoid asking your future hires. Laws at the federal and state level exist to protect people from being discriminated against during the hiring process. As an employer, you need to carefully formulate the questions you ask during a job interview. In our office, anyone interviewing a potential job candidate must follow a standard set of best practices for interviewing job candidates. Such practices are critical for avoiding a job discrimination lawsuit that could tear down the business success you’ve worked so hard to achieve. Top Illegal [...]

2017-09-27T09:49:34+00:00 March 30th, 2017|Categories: Ongoing Management and Protection|Tags: , , |

Should Your Company Use a Professional Employer Organization?

Small business owners may be new the phrase professional employer organization, but PEOs have been around now for several years and changing the face of human resources management. A PEO provides comprehensive outsourcing for all tasks and functions typically performed by an in-house human resources department. This may include employee job descriptions, benefits, payroll, insurance, and regulatory requirements. PEOs act as a "co-employer" with your company so that they share contractual obligations with your employees. Management decisions, however, remain with your company. You continue to guide the daily job duties and responsibilities of your employees while the PEO [...]

Should I Call My Employee an Associate or Representative?

Small business owners often struggle when coming up with a job title for their new employee or when listing an open position at their business. Although we’d all like to think that a job title doesn’t mean that much, it’s actually really important from both an employer and employee point of view. What Job Titles Mean - and What They Can Do According to Fast Company, 80% of companies they surveyed use job titles to demonstrate an employee’s position in the company hierarchy. And 92% use job titles to define an employee’s role within the company. Perhaps even [...]

2017-09-08T10:34:27+00:00 February 9th, 2017|Categories: Ongoing Management and Protection|Tags: , , |

How Job Titles Can Help You Hire Great Talent

So it’s a new year, and you're looking to hire new talent. You start off by posting a job online, but you’re not finding many candidates, at least not the great ones your company needs. How come? You may not realize this, but the job titles on your postings might be the reason. Professionals care about the job title a company will provide them with (as well as one they’ll be proud to boast on their resumes in the new year). If you spend enough time looking at other job descriptions and titles, you’ll begin to notice a [...]

2017-09-08T10:34:27+00:00 January 24th, 2017|Categories: Ongoing Management and Protection|Tags: , , , |

How to Handle Payroll for Your First Employee

It's easy to get frustrated when you're new to hiring and you're trying to figure out how to handle payroll and the legal issues that come along with new employees. It doesn't have to be overwhelming. When business is booming and it’s time to hire your first employee, you might discover finding great talent, hiring someone, and making sure that all of your new hire paperwork is in order is often a steep learning curve for entrepreneurs. Fortunately, once you go through the on-boarding process with one employee, you’ll be ready to handle many more as your company [...]

2017-11-14T04:21:41+00:00 November 22nd, 2016|Categories: Ongoing Management and Protection|Tags: , , , , |

Hiring the Best Candidates: 3 Filters to Add to Your Interview Process

Some studies estimate that the cost of hiring someone is approximately six to nine months’ of their salary. An employee making on average $40,000 might cost $20,000 or more to find if you factor in the time to recruit, screen, hire and train new employees. With so much on the line for finding a great candidate, it’s critically important to do your best to screen potential employees as rigorously as possible. Weeding out those who aren’t qualified is easy, but screening the final group for the star performer in the mix is difficult. These three filters to add [...]

2017-12-27T14:12:30+00:00 October 18th, 2016|Categories: Ongoing Management and Protection|Tags: , , , , |

Using a Recruiting Firm to Find Your Next Hire

I’m a big fan of getting help where I need it. Over the years, Phil and I have hired really smart people to help us grow CorpNet. But it’s not just our employees that help us. We also work with a recruiting firm, Tri-Search, which helps us find the best talent for a given role.

2017-12-13T10:32:17+00:00 November 23rd, 2015|Categories: Growth and Expansion|Tags: |

How To Find Motivated Employees for Your Small Business

When you first start a business, you may not need to hire, But as you grow, you start looking for people to help you take your business to the next level. But where can you find the right motivated people? Sure, you can post your job on a job board, Craigslist, or career site, but you can’t always know that you’re getting quality applicants. So where DO you find the right people?

2018-02-23T09:26:57+00:00 March 30th, 2015|Categories: Ongoing Management and Protection|Tags: |

Starting a Business: What Roles Do You Need to Fill?

When you first start your business, whether you are set up as a sole proprietorship, partnership, a corporation, or a Limited Liability Company (LLC), you may take on all the work yourself. After all, you consider yourself a great multitasker, so why not do it all yourself? You’ll learn this lesson sooner than later, but I’d rather you do it now and save yourself a lot of headache later: you’ve got to delegate to be an effective entrepreneur. That means that from Day 1, you should have the right people on your team that will help you skyrocket to success.

2017-11-21T04:12:44+00:00 March 20th, 2015|Categories: Ongoing Management and Protection|Tags: , , |

What Works Best for our Startup? Employees vs. Contract Workers

In every new business venture, resources are very thin, and for this reason the decision to hire employees or outside contract workers is not an easy decision. The wrong decision can definitely lead to the failure of our project. With this very reason in mind, I would like to share what we have learned in these past 8 years, using 3 simple and essential points, because no one expects a founder to be an expert in paying salaries and human resources.

2018-02-16T09:58:39+00:00 February 19th, 2015|Categories: Ongoing Management and Protection|Tags: , , , |