Dear Lynette,
Greetings! The team at HRA would like to personally thank you for subscribing to our monthly newsletter and hope that it brings value to your business.
We are truly grateful to have served our clients, candidates, and colleagues over the years and want you to know we appreciate working with you!
Please keep HR Advantage in mind as your go-to resource for all things HR!
Sincerely,
The HRA Team-
Lynette, Candida, Camille, Karla, Liz, Seth, Tina & Sharon
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Lynette Weatherford MA, SPHR, SHRM-SCP, President
877.894.0202 ext 4
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Candida Arvizu MS, SPHR, SHRM-SCP,
HR Advisor
Email Candida
877.894.0202 ext 1
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Karla Callaway BS
HR Advisor
877.894.0202 ext 2
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Camille Knowles PHR, SHRM-CP
HR Advisor
877.894.0202 ext 3
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Elizabeth Hurst MBA
Business Development
877.894.0202 ext 5
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Seth Bunn BS
Recruitment Advisor
877.894.0202 ext 6
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HR Hotline | Email | 877-894-0202 ext. 5
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June News
- Mental Health Awareness
- Tips for Conducting Background Checks
- Navigating Summer Dress Codes
- Gen Z in the Workforce
- Recruitment Support
- Career Opportunities
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Mental Health Awareness
Mental Health Awareness Month may have passed, but it is just as important now as it was in May! Over the years, more employees have been complaining of mental burnout and anxiety, and managers have stated that they are reluctant to address the issue for fear of making things worse or feeling powerless as to how they can help at all. Though it may feel like you are facing a giant as you step into battle against Mental Health issues with your employees, there are measures you can take immediately.
Jennifer Decker, Director of Human Relations at Donaldson Capital Management, states in her video on Mental Health Awareness via BambooHR, that she takes an hour every day to visit with employees in order to put “humanity in human resources”. This gives her the ability to know down the road what someone may be struggling with and how she can possibly provide a solution to their problem. Other employers have also begun:
- Providing a half day on Monday or Friday so that employees can make appointments to work on their mental health
- Offering employee surveys and having resources on hand to encourage employees to seek help early on
- Providing flexibility, such as hybrid or work-from-home options
- Increasing work-life balance through a 4-day work week
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Offering Employee Assistance Programs, as stated in this article
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Considering therapists through external offerings such as BetterHelp.com
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Taking advantage of services like MOBĒ
Don’t allow the mental health of your employees to get pushed to the curb, instead keep in mind that it will ultimately create “a happier, less stressed, and less anxious workforce… a more productive workforce—employee retention and satisfaction increase dramatically.” -Dr. Selling, Mental Health in the Workplace.
Sources: BambooHR; Forbes
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Tips for Conducting
Background Checks
Background checks are a critical tool for helping employers avoid negligent hiring. Employers become subject to liability when they know or should have known about an employee's potential to cause harm.
Here are some helpful tips when conducting background checks for new hires:
- Watch for information gaps. Ensure that the applicant certifies past employers and explains terminations and gaps in employment.
- Use an accredited background screening company. Ensure that your background screening company is backed by the Background Screening Agency Accreditation Program (BSAAP).
- Simplify the screening process. Having an (ATS) Applicant Tracking System or other process that directly interacts with your screening saves time and error.
- The Federal Fair Credit Reporting Act (FCRA) regulates employment screening and outlines consent, disclosure and notice requirements for employers that use third parties to conduct background checks on job applicants and employees. Review all forms to ensure compliance and be aware that in addition to the FCRA, many states have additional requirements.
- Review state and local requirements of "ban-the-box" laws that prohibit employers from asking about criminal history on job applications. Employers in these jurisdictions must wait until a later point in the hiring process to inquire. These laws are meant to combat the stigma attached to incarceration.
- Understand limits on credit and salary history inquiries. Many states are banning salary history disclosure, a trend we will continue to see gain traction among other states as determining a new hire's pay based on prior compensation may perpetuate disparities.
Source: SHRM
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Need Help with Background Checks?
Through our partnership with National Crime Search, HR Advantage offers instant and affordable background searches with secure and instant access to a web-based national criminal and sex offender directory. This directory includes over 507 million criminal records, covering all 50 states.
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Employee Dress Code Reminders
Summer weather has arrived! And because summer clothing can be more casual and revealing than other seasonal attire, now may be a good time to remind employees of your dress code. Employers may opt for a more explicit dress code for employees who regularly interact with clients or based on the type of business they may be conducting, while allowing those who work remotely or only interact with the public on certain days to use appropriate judgment and "dress for the day".
Summer dress code policies should encourage workers to wear comfortable clothing which will boost morale, but should also include specific examples of what's inappropriate to make sure employees don't offend others or lose esteem in the community. Any policy should clearly define summer appropriate attire using gender-neutral language and specific examples.
Examples of appropriate summer attire may include short-sleeved, solidly colored t-shirts, polos, tennis shoes, jeans, and mid-thigh length shorts. Inappropriate summer attire may include tank top shirts, spaghetti straps, t-shirts with logos, swimsuits, cutoff shorts, and flip-flops.
More on avoiding dress code violations from SHRM
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Get Ready for Gen Z!
Did you know that 30% of the workforce will be represented by Generation Z by 2025? For many work professionals, especially hiring managers, this is both surprising and, let's be honest...a little scary! We've spent a lot of time---years now---trying to decode the Millenial generation (now ages 36-40 and also representing one third of the workforce), meanwhile the next generation is soon arriving in the workplace.
Here are some facts about Gen Z
66% prefer financial stability over doing something they enjoy
53% prefer face-to-face as their primary mode of communication at work
84% expects their employer to provide formal training
58% want to own a business one day and 14% already do
Professional Development is Key
After college, many Gen Z'ers don't feel adequately prepared for the work world, but they desire to do well and learn. This is why continual feedback, professional development, and training opportunities is of the highest value to Gen Z, something employers should examine and leverage within their organizations.
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Where Did All My Applicants Go?? | |
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Have you invested in costly job posts only to receive a host of unqualified applicants, followed by no applicants at all?
This is an all-too-common story we hear from business partners and hiring teams.
If you're struggling to find great candidates for that critical role, let our expert team help...
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Executive Recruitment
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Recruitment Support
The beginning stages of a candidate search can be the most tedious and time-consuming. Let our team support your efforts with posting, monitoring and pre-screening activities.
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Candidate Profiles
HR Advantage takes the time to source and screen active candidates in advance to simplify the recruitment process for employers. Preview some of our featured candidates on our website!
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Let our expert recruiters help you attract and hire your next quality employee. Contact us today for more information! | |
HR Advantage works with qualified professionals seeking new employment opportunities in a variety of industries.
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*Potential applicants are invited to connect with us!
To learn more, click on the open positions:
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Full Time
Jefferson City, MO
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Part-Time (Hybrid Remote)
Springfield, MO
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Full-Time
Springfield, MO
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Employer inquiries, contact:
Elizabeth Hurst
elizabeth@hradvantageweb.net
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