Recruitment and Selection Strategies for the Modern Workforce
Mar 23, 2021
Recruitment and Selection Strategies for the Modern Workforce

When companies make the decision to grow, some of the first steps to be taken involve recruitment and selection. This is also where most companies stall in their efforts simply because they either do not have a process in place to follow, or they are not sure of the differences between these two phases when it comes to hiring.

Recruitment

Recruitment involves attracting, selecting, and developing the “right” candidates for any and all open positions within the organization. It includes matching an individual’s knowledge, skills, and abilities with those of the company’s needs as well as the open positions job duties. It also includes finding a candidate that is compatible with the organization’s mission, vision, and values.


Recruitment can either be formal; posting open positions on job boards, through employment agencies, utilizing search firms, employee referrals etc.. Recruitment can also be an informal process, such as through conversations with family and friends or people met in a social setting and conversing about the organization and discussing an opportunity that is available.


In any event, the recruitment process is the first step in gathering the candidate pool information necessary to move on to the eventual next step, the selection process.

The Selection Process

The selection process is more formal as it needs to be consistent across the board in order to comply with rules and regulations, and to avoid problems down the road such as potential discrimination claims and the like. During the selection process, interviews take place that provide insight into a candidate beyond what had previously been presented on paperwork provided by the candidate. The interview allows both parties a chance to better understand one another, and the opportunity to evaluate whether or not the position and the person are a good fit for one another.


The selection process is where companies can feel a great impact, both positively and negatively on their budget. Make the right selection and all is good, but if a company makes the wrong selection, they have to go back to the drawing board and begin the process all over again. Depending on how soon it is realized a bad decision has been made, the costs associated could be rather large, for example, training and development, certifications, licenses, not to mention the hit to a company’s unemployment rate as a result.

Helpful Tips for Recruiting and Hiring

There are many ways that companies can recruit candidates and several methods to get through the selection process in order to obtain quality candidates that become quality employees to retain for years to come. Choosing the right method can be attributed to the success or failure of the operation.


Some things to keep in mind when evaluating the process being considered are:


•   Always try to attract and encourage as many candidates as possible to apply to the company – using both formal and informal methods.
•   Continuously build a candidate pool from which to review and pull from when needed.
•   Review business needs constantly and review job descriptions. Adjust as required.
•   Understand that recruitment and selection can be the uniting factor between employees and employers, especially if employees are directly involved in the process, for example, internal recruiting, employee referrals, etc.
•   By understanding the business needs and mission, vison, and values, it will allow for the selection process to focus on suitable candidates.
•   A successful and fine-tuned process will aid in employee retention moving forward.
•   Understand the legal and social obligations of the company as they relate to the composition of its workforce for compliance (Equal Employment Opportunity Commission- EEOC)


A company is only as good as the people it employs. Having a solid recruitment and selection process in place that is fluid, inclusive, consistent, and reviewed regularly will play a vital role in the overall success in any company that utilizes this approach.


SimcoHR has resources available regarding recruiting and are able to assist with any questions that may arise. If you have any questions, please reach out to your SimcoHR representative.

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Risk Mitigation Tips for Company Holiday Parties

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The holiday season is a time for celebration, but it can also bring potential risks for employers. To ensure a safe and enjoyable experience for all employees, consider the following strategies to mitigate risks during your company’s holiday gathering. 1. Make Attendance Optional Clearly communicate that attendance at the holiday party is optional. It’s essential to create an environment where employees don’t feel pressured to attend, as this can lead to resentment or claims of discrimination. Ensure that managers understand the importance of not implying that attendance is linked to performance evaluations. 2. Keep It Non-Work Related To maintain the festive spirit, avoid any work-related activities, such as presentations or updates. Hosting the event off-site and outside of regular business hours can reinforce the idea that this gathering is a time for relaxation and fun. Allowing employees to bring a guest can also enhance the social atmosphere. 3. Set Clear Expectations Prior to the event, establish guidelines around respectful behavior and responsible drinking. Remind employees that company policies, including those regarding harassment and conduct, remain in effect during the festivities. 4. Monitor Alcohol Service Plan to manage alcohol service carefully. Ensure that no minors or visibly intoxicated individuals are served alcohol. Consider hiring professional servers or holding the event at a venue with trained staff who can refuse service to those who have had enough to drink. 5. Opt for a Cash Bar Hosting a cash bar can reduce liability, as it signals that the company is not providing alcohol directly. This approach may also limit consumption, as employees will be more mindful of their spending. 6. Limit Alcohol Intake Distributing a set number of drink tickets can help control the amount of alcohol each attendee consumes. While this tactic has limitations, it can be beneficial in promoting responsible drinking. 7. Choose Appropriate Entertainment Select entertainment and venues that foster a respectful and inclusive atmosphere. Avoid any activities that could be seen as provocative or offensive, as these settings can lead to uncomfortable situations, especially when combined with alcohol. 8. Plan for Safe Transportation Make arrangements for employees to get home safely after the event. Options may include providing ride-sharing services, public transportation vouchers, or organizing group transportation. Encouraging attendees to designate a sober driver at the beginning of the party can also be an effective strategy. 9. Offer Food and Non-Alcoholic Beverages Provide a variety of food and non-alcoholic drinks. This consideration not only helps ensure the safety of employees but also demonstrates that the company values all attendees, including those who may not wish to consume alcohol. 10. Act Responsively If an employee is visibly intoxicated and needs assistance getting home, don’t hesitate to arrange transportation. It’s crucial to prioritize employee safety over any reluctance to intervene, as taking swift action can prevent serious consequences. Conclusion By implementing these strategies, employers can create a holiday party that fosters enjoyment while prioritizing safety and respect. With thoughtful planning and proactive measures, your company’s celebration can be a memorable and positive experience for all employees. Happy holidays from Simco!

New DOL Overtime Rule Effective January 1, 2025: What Employers Need to Know

31 Oct, 2024
In April 2024, we shared the U.S. Department of Labor’s (DOL) announcement of a new overtime rule under the Fair Labor Standards Act (FLSA), setting higher salary thresholds for white-collar exemptions, which first took effect on July 1, 2024. Now, as the second increase approaches, employers should prepare for the final phase of the rule, effective January 1, 2025, when salary levels will again rise for executive, administrative, and professional employees, as well as highly compensated employees. What Are the New Salary Thresholds? Starting January 1, 2025, employers will need to ensure that salaries meet the new DOL requirements to maintain overtime exemptions: Executive, Administrative, and Professional (EAP) Employees: To qualify for the overtime exemption, EAP employees must now earn a minimum salary of $58,656 per year (or $1,128 per week). Highly Compensated Employees (HCE): HCEs must earn at least $151,164 annually to maintain their exempt status under the new guidelines. These changes aim to ensure fair compensation and proper classification for employees, helping prevent wage and hour violations. Action Steps for Employers While there may be challenges ahead, employers must take proactive steps to get ready for the rule’s implementation as scheduled. Here are some recommended actions: Evaluate Your Workforce and Classifications: Review exempt roles, including job responsibilities and salary levels, to determine how upcoming changes will affect your organization and identify any necessary adjustments. Seek Legal Guidance: Collaborate with your legal team to understand the new rule's implications and ensure compliance with state laws. Prepare for Changes: Develop strategies for potential reclassifications, including necessary training and clear communication plans to inform affected employees about changes to their status and compensation. Final Thoughts As you prepare for the upcoming changes in the DOL's overtime rule, take this opportunity to review and optimize your compensation practices. Ensuring that employee classifications and salaries align with the new thresholds will help safeguard your organization against compliance issues and promote a fair work environment for all employees. If you need assistance or have questions, contact Simco !

Your Medicare Plan Is Discontinued: What’s Next?

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If you recently received a notification that your Medicare plan is being discontinued for 2025, you're not alone. According to Healthpilot, a digital Medicare broker, some insurers are exiting unprofitable markets, leading to approximately 1.5 million Medicare Advantage enrollees losing their plans. Whether your plan is being discontinued or not, it’s important to take action quickly to ensure continuous coverage and get the best fit for your healthcare needs. Why Are Medicare Plans Being Discontinued? Many Medicare Advantage plans are being discontinued due to rising costs and changes within the industry. Insurers are facing increasing medical expenses as members require more care, compounded by the effects of the Inflation Reduction Act. Additionally, as the healthcare landscape evolves, insurers are grappling with how to remain profitable while still offering competitive health plans. This combination of factors has led to many plans being discontinued, prompting members to seek new coverage options. My Plan is Being Discontinued – What Now? Act Quickly: With your current plan expiring, you need to enroll in a new one. The standard Annual Enrollment Period (AEP) runs from October 15 to December 7, but if your plan is discontinued, you have until December 31 to select a new one. Just be aware that waiting past December 7 may leave you with a gap in coverage. Review Your Notice: Unlike the standard Annual Notice of Change (ANOC), the notification you received is a crucial signal to start your search for new coverage. Take a moment to read through it carefully, as it contains important details about your current plan’s discontinuation and next steps. Research Your Options: Don’t wait until the last minute. Start evaluating different Medicare plans that align with your healthcare needs and financial situation. Consider factors such as coverage specifics, provider networks, and costs. Our licensed insurance agents are available to assist you in comparing your options and finding a plan that works best for you. Avoid Coverage Gaps: To avoid any interruptions in your healthcare services starting January 1, make it a priority to enroll in a new plan by December 31. Double-check that your new plan starts on January 1 to maintain continuous coverage. My Plan Isn’t Being Discontinued – Should I Still Act? Even if your plan will continue next year, you might still want to consider making a change. Medicare plan benefits, premiums, and coverage can change annually. Whether it's finding better coverage, more competitive premiums, or improved benefits, it’s worth exploring your options. You can still schedule a meeting with one of our licensed insurance agents to review your current plan and discuss potential alternatives. We’re Here to Help At Simco, we understand how overwhelming it can be to navigate Medicare, especially during enrollment periods. That’s why our licensed insurance agents are here to provide personalized support and help you make the best decision for your needs. Whether your plan is being discontinued or you’re just looking for better options, don’t hesitate to reach out. Contact us today to schedule a 1-on-1 meeting or for more information on Medicare options. We’ll help you find the right plan to keep you covered in 2025!

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