Dear Lynette,
Greetings! The team at HRA would like to personally thank you for subscribing to our monthly newsletter and we hope that it brings value to your business.
This month, HR Advantage celebrates 18 years in 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! As you assess your needs for the coming year, 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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May News
- Happy Anniversary to HR Advantage!
- PTO Policy Tips
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Employee Benefits: The Workation
- Pay Transparency Trends
- Recruitment Help
- Career Opportunities
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Happy Anniversary to HR Advantage!
This month, Human Resource Advantage celebrates 18 years in business. The HRA team prides itself on providing the highest level of customer service to our clients who rely on us to be their Human Resources lifeline.
Thank you to our clients and team for a wonderful eighteen years!
We look forward to many more!
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PTO Policy Development:
Tips and Best Practices
In a world where recruitment is cut-throat and workers, especially the emerging workforce, expect more work/life balance, many employers are re-evaluating their policies on paid time off. If you're wondering where to start on developing a policy that serves your organization and its employees, here are some best practices to consider:
- Create a flexible PTO policy. Consider bundling vacation, sick and personal time into one bucket to allow workers to use time how they best need it. However, be aware that this bank style of PTO may inadvertently incentivize sick employees to come to work. The most common PTO policies are designed as a bank, accrual or unlimited.
- Make your policy clear and understandable. The more complicated or over-defined it is, the harder is it to implement correctly and the more likely it is to create pitfalls down the road.
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In lieu of a "use it or lose it" policy, focus on flexibility to benefit workers' diverse needs. Examples include options to transfer the value of any unused PTO to other priorities and needs, such as funding a 401(k), paying emergency expenses, paying down student loan debt or funding a real vacation.
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Most importantly, carefully consider your company culture, industry standards and your employees’ wants and needs before deciding on the best PTO policy for your business.
Paid time off and other types of leave policies can be challenging to develop when considering applicable employment law, types of employee status (such as salaried and hourly) and how time off interacts with business operations. If you need guidance, contact HR Advantage for help in reviewing your options!
Source: Business.com
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Work + Vacation = Workation:
The Ultimate Employee Benefit
by Melissa Slamb
Owner/CVO, Magical Vacations
Did you know that work-life balance is one of the top priorities for the younger generation of workers? That's right! And the good news is, you can offer them the chance to have both an amazing work experience and a fulfilling personal life.
According to a recent study, 84% of millennials say that work-life balance is a top priority when choosing a job, and 75% of Gen Z workers said the same. And let's face it, who wouldn't want to work for a company that shows they value employees' well-being and supports their need for a harmonious life?
So, what can companies do to leverage this to attract and retain valuable workers? One fantastic option is to offer workations! Workations are a perfect way for remote workers to enjoy the best of both worlds. They can work from some of the most incredible locations around the world and then take advantage of their free time to explore and make memories that will last a lifetime.
Imagine working from a cozy cabin in the mountains, an exotic beach resort, or even on a luxurious river cruise through Europe! With high-speed internet access available in most of these locations, there's no reason why workers can't have it all. They can stay connected to the office while still experiencing all the beauty and excitement that remote locations have to offer.
And it's not just the workers who benefit. Offering workations can be a game-changer for companies too. Providing this option can create a happier, more productive team, reduce burnout, and improve employee retention. Plus, companies that offer workations become more attractive to the younger generation, which again, is increasingly interested in finding employers that prioritize work-life balance.
In summary, offering workations is a win-win for everyone involved. CEOs and HR teams can attract and retain top talent, and workers can have the opportunity to balance work and life in a meaningful way. So what are you waiting for? Enlist HR Advantage to assist you with a workation policy and start planning your next workation today!
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Melissa Slamb is an experienced traveler, owner and CVO of Magical Vacations for the last 26 years. Her expertise in workstations comes from working remotely for 36 years in the travel industry. She has successfully worked in the Caribbean, all-inclusive resorts, South Pacific, islands, cruise ships around the world, and in locations in North America and Europe. Her insight into destinations and their Internet capabilities has given her the expertise she needs to offer CEOs and HR teams around the world invaluable insight into making workations the valuable asset you need to build your company.
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Pay Transparency a Growing Trend Among Job Postings
Heightened employee expectations and new states laws requiring disclosure in some parts of the country mean more employers are adding salary information to their job postings.
Additionally, the “Salary Transparency Act” was introduced on March 14, 2023 in the U.S. House of Representatives and would require all employers nationwide – regardless of size or number of employees – to include the wage range in all job postings, provide wage ranges to applicants, and provide wage ranges to existing employees for their positions. Read more from Littler.
Indeed reports more than 40 percent of its U.S. job postings now include employer-provided salary information, an increase of 137 percent in the past three years.
In February, 43.7 percent of job postings advertised employer-provided salary information, up from the 18.4 percent that did so in February 2020.
Although it makes sense that a sharp climb would occur as a result of new laws requiring salary disclosure in job postings, new research notes that regulations are not the only factor. Pay ranges have become a more normal practice among employers, even in states where it is not legally required.
Disclosure of salary range on job postings is not yet a legal requirement in Missouri. However, it is encouraged as a useful tool to maintain relevance in the market and to attract more qualified candidates, especially during the initial phases of the recruitment process.
Read more from the Society for Human Resource Management
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Where are all my applicants??? | |
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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
Leave top talent recruitment in the hands of seasoned experts who will conduct a full-scale, comprehensive search to deliver the best match for your company.
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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. Our firm offers concierge services to both the employer and candidates, helping to ensure the perfect match.
Potential applicants are invited to connect with us!
Click on the open positions below to learn more
Senior Accountant
Full Time
Sparta, MO
Contact Seth Bunn directly:
seth@hradvantageweb.net
Parts Manager
Full Time
Springfield, MO
Purchasing Manager
Full Time
Monett, MO
Inside Sales
Full Time
Nixa, MO
Applicant inquiries, contact:
Seth Bunn
seth@hradvantageweb.net
Employer inquiries, contact:
Elizabeth Hurst
elizabeth@hradvantageweb.net
*Placement fees are paid for by the employer. Applicants may submit resume/credentials confidentially to HR Advantage Careers
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