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Where have all the good job candidates gone?

 Written on April 11, 2017, by Donna D'Alfonso 

Unemployment rates have steadily decreased from 8.8 just five years ago (as of Jan. 2012) to 4.9 (as of Dec. 2016).  What does this mean for employers looking to hire?  Fewer options when it comes to qualified candidates. 

So what’s an employer to do? - Become an employer of choice.

You need to ask yourself, why would someone want to come work for you instead of staying where they are or accepting a position with some other company?  Do you offer stability? Is there an opportunity for challenge and growth? Are you employee-friendly? Do your organization’s mission and goals attract the kind of people you most want on your team?

We've listed the things that most employees want so that you can attract more qualified candidates and keep them.

1. What good employees want more than anything else is the opportunity to make a difference.  They want a sense of purpose and the ability to contribute to the success of the organization.

2. While money is not always a key motivator, everyone wants to be fairly compensated and rewarded for their efforts.  Salaries, bonuses and benefits are important.  Providing people with the right level of compensation also relieves them of worry, allowing them to focus and engage at work.

3. Employees want to be productive but they also want more freedom over how they perform their work and when they perform their work.

4. Employees want your attention. Checking in with them regularly to find out how things are going shows you value them.  Listening to their ideas will typically net very positive results.

5. Employees want communication and transparency.  Employees should be aware of where the company’s going, what level of success the company is achieving and how they are contributing.   

Sometimes, it is worth considering the use of outside recruiters. The best firms have the knowledge and expertise to source a candidate pool and narrow it down to those who would be the right fit. Expect to pay anywhere between 17 and 35% of the cost of the new hire's annual salary depending on the firm, the position, and the location. For many positions and industries the cost for your staff’s time, lost revenue while the position remains unfilled and the possibility of a failed search, all make the fee worth it.  When you are ready to meet the selected candidates, most of the work, other than a personal interview, has already been completed for you by those who have the knowledge and experience to get the job done.

Why use a Staffing Agency?
Written on June 2, 2010 at 6:46 pm, by HRDyn

Consider a scenario where a company decides to do its own staffing by advertising in the local paper and on Monster.com. With today’s level of unemployment and “under” employment these ads will likely produce more than 100 resumes from applicants. The Company now must go through a screening process and select the “most qualified” applicant to fill the open position. The steps in the process would look like:   Read More

Don't Forget the Hire Act!
Written on June 15, 2010 at 6:48 pm, by HRDyn

Available on the IRS website is the revised Form 941 which employers can use to claim the Hire Act’s pay tax exemption (not a credit) for wages paid to qualified employees. The Hire Act relieves employers from paying the matching portion of Social Security (FICA) 6.2% of the first $106,800 of wages in a calendar year for certain workers hired after February 3, 2010 and before January 1, 2011. The exemption is on wages paid from March 19, 2010 until the end of 2010. To qualify, the employee must attest to have been “substantially” unemployed for at least 60 days prior to the date of hire.

Beware of "Hiring" Independent Contractors
Written on June 17, 2010 at 6:48 pm, by HRDyn

Few issues in Human Resource (HR) management are more problematical than the legality of Independent Contractors (IC) who are “1099ed” by the business employer. Small businesses cannot usually afford an in-house professional to manage this employment issue. But, hiring IC’s, who are really employees, to avoid the headaches of pay-rolling and governmental reporting is a dangerous path. Instead, carefully selecting an out sourced supplier of HR is the answer. Business owners may try to save money by not pay-rolling a new hire; especially if     Read More   

Reinventing the Job Search
Written on June 17, 2010 at 6:49 pm, by HRDyn

Today’s job seeker faces a daunting task. It seems like every potential employer is laying off, has a hiring freeze, is downsizing, or is accepting applications but has hundreds of resumes on file. From the employer’s standpoint, the current economy and uncertain future make it very difficult to plan and commit, especially hiring. Many employers, having recently been through lay-offs, are slow to re-hire even if their business is starting to pick up.  What can today’s job seeker do differently in this environment?      Read More

A Florida Program That Really Works!
Written on September 28, 2010 at 6:50 pm, by HRDyn

Florida requires all businesses with four or more employees (business owners can request an exemption for themselves) must carry Workers’ Compensation Insurance. A construction industry business with one or more full or part-time employees must have coverage. It might be hard to imagine but the Workers’ Comp Insurance in Florida is a good program providing businesses with risk protection for on-the-job injuries and fatalities at a good price. The employer must maintain a safe work place and in many cases provide safety training.      Read More  

Why It Can Pay to Use A Professional Employee Organizer by Sam Thacker
Written on October 5, 2010 at 6:50 pm, by HRDyn

Here is how a PEO works: An employer enters into a “co-employment agreement” with the employee, the PEO and the company needing labor services. The co-employment agreement specifies that all day to day duties will be handled by the employer. The employee then goes to work for the employer and does their job just as if the PEO wasn’t in the picture. Except the PEO provides benefits, administers payroll and 401K programs, provides safety training as necessary and handles the HR aspect of managing the employee.      Read More 

Construction Firms Use HRD's Flex Payroll Service
Written on March 22, 2011 at 6:51 pm, by HRDyn

As the construction industry finally starts to see a pick-up in business, many have turned to HR Dynamics (HRD) to bring back former employees. Because the construction firms cannot predict if the former employees should be “hired” for the long term, HRD’s program provides total flexibility and can work with as little as one employee. HRD uses its temporary staffing protocol to become the employer of record. This means HRD is responsible for all mandated benefits – unemployment insurance, workers’ compensation and payroll taxes. The “worksite” employer (the construction company) maintains control of the employee – hours, pay rate and supervising.      Read More

HR Dynamics Completes Search for Vero Beach City Manager
Written on June 13, 2011 at 4:42 am, by HRDyn

Background: On March 2, 2011 the City of Vero Beach contracted HR Dynamics to conduct an executive search for a new City Manager. The City Manager is a chartered officer and reports to the 5 member City Council of Vero Beach. All City employees (about 500) report to the City Manager. David Johnson, President of HR Dynamics headed up the search. In early April he narrowed more than 50 candidates to 5 finalists. These five were interviewed by each of the 5 Council members using the Skype video service. In late April 4 of 5 finalists were selected by      Read More

Training
Written on May 4, 2012 at 8:05 pm, by HRDyn

Look at the most successful companies in the world today and you will find a common ingredient in their recipe for success, the understanding that their employees are their greatest asset. When companies develop and care for their employees their employees will care for the company and its customers. The result - SUCCESS. So, is there really a correlation between training and developing employees and profitability for the company? Let's look at some of the benefits of training: Increased productivity, Increased performance...      Read More

New Facts on 1099s (Independent Contractors)
Written on April 12, 2012 at 5:07 pm, by HRDyn

The Federal government has publicly stated that the misclassification of employees as independent contractors costs $2.72 billion in lost tax revenue. Simply put, both Federal and State government plan to crack down on employers who improperly call what are actually employees, “independent contractors”. “Misclassification” is the government's term for not abiding by the IRS definition of an independent contractor. If the employee is requested to work specific hours and is directly supervised by the employer, then the worker can not be considered an independent contractor (the IRS publishes a long list of requirements a worker must meet to be considered an independent contractor).     Read More

Employee Morale
Written on September 22, 2011 at 6:29 pm, by HRDyn

Many business owners and managers are noticing the morale, enthusiasm and engagement of their employees has been declining, mainly due to the tough economy of the last 3 years. In working with our clients, HR Dynamics has come to believe that there are two important factors causing this decrease in morale.     Read More

Keys to a Successful Job Interview
Written on January 3, 2012 at 2:22 pm, by HRDyn

At HR Dynamics we interview a hundred candidates each year for jobs with our clients. We see many people with strong qualifications who interview poorly. What are the keys to good interviewing skills and techniques for a job applicant ? Many, many books have been written on this subject and there are a number of skills to learn and practice. But from our standpoint, two skills stand out above all others.     Read More

A Huge Obstacle for Small Business...Getting Workers' Compensation Insurance
Written on September 21, 2012 at 8:53 pm, by HRDyn

Florida law requires all companies with 4 or more employees to be covered by W/C insurance. For construction companies the law requires W/C if there are one or more employees. A small company can go to a local insurance agent to get a W/C policy; most likely the agent who handles their liability and property insurance. The problem is most insurance companies do not want to underwrite the risk of an on the job injury for the small ( in their minds) premium. Increasing medical costs for an injury are not worth the insurer’s risk with a premium of only a few thousand dollars per year.     Read More

Renewing Your Workers' Compensation Policy
Written on October 23, 2012 at 3:27 pm, by Donna

Our friends at Integrity Employee Leasing have published a Special Report titled in part "The Five (5) Things You MUST Consider Before Renewing Your Business Worker's Compensation Policy".  They offer tips that could save you thousands of dollars.  To view the entire report click the following link:   http://library.constantcontact.com/download/get/file/1108762609649-69/Special+Report_Comp+Renewals.doc.pdf

Do You Know What Your Employees Want?
Written on January 4, 2013 at 6:24 pm, by Donna

If you aren't giving your employees what they want then you run the risk of having higher turnover and lower employee engagement, both of which can cost your company plenty. According to a study by the Labor Relations Institute of New York, when managers were asked what is most important to their employees they selected, in order, the following as what employees most value...     Read More

Getting A Job Has Very Little To Do With Keeping a Job
Written on July 18, 2013 at 3:34 pm, by Donna

As a new employee you want to shine from Day #1.  You begin to establish a reputation almost immediately, so you want the people you work with and for to describe you as follows:

He/she is...Dedicated and passionate about his/her work, A hard worker who is always willing to put forth their best effort...    Read More

Performance Management - The Development of Employees
Written on October 2, 2013 at 1:43 pm, by Donna

The potential for an organization’s success in productivity, efficiency, customer service, or innovation relies on the performance of its employees. Directing employee performance is the key responsibility of supervisors and managers! Employers and employees now expect more involvement, more accountability, and more transparency when it comes to managing performance. Employees have shifted from being passive recipients of an annual performance appraisal to active participants in their development and    Read More

Employee Training

Written on December 27, 2013 at 2:34 pm, by Donna

Remember to PLAN and BUDGET for Employee Training. At HR Dynamics we strongly believe that an on-going employee training program is essential for improving employee morale, performance and job satisfaction…..it should also improve the company’s bottom line!    Read More

Volunteering
Written on June 5, 2014 at 7:42 pm, by Donna

Everyone knows that volunteering can have a positive impact on their community, but have you considered how it can benefit you and your company? Here are some great reasons to volunteer...    Read More

The "Targeted" Job Search Method
Written on April 26, 2013 at 7:42 pm, by david_webpres

Over several years of meeting and interviewing job seekers, I have come to believe a very effective way to find a job is to use the target company approach.

Finding a job is a job unto itself. The job seeker should approach finding a job as a project
. Any good project starts with a process and a methodology. “ How am I going to tackle the project?…what steps and methods will be necessary to complete the project successfully?” Read More

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