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Welcoming a new employee comes with the necessary hurdle of onboarding paperwork. The I-9 form is often the launching point for documenting the arrival of your new team member. The form confirms the employee’s identity and eligibility for employment in the US regardless of their citizenship.
By now, you’ve probably heard the IRS has released a redesigned version of form W-4 for 2020, also known as the Employee’s Withholding Certificate. Most employees will need to fill out a new W-4 now and then, but how does this new form factor into the mix?
Every new employee wants to make a strong impression on their first day. The HR team plays a key role in setting each new worker on the right track so they can succeed. At the same time, hiring managers rarely have the time to organize an official onboarding process. Doing so, however, could save significant time, energy and transition complications. It welcomes the new team member with a sense of efficiency and enthusiasm that would otherwise get lost without a plan.
You probably know that onboarding correlates to employee retention. In fact, according to Wynham Group research, new employees who went through a structured onboarding program were 58 percent more likely to still be with the organization after three years. Thoughtful, comprehensive onboarding is one of the best ways to get new hires engaged and integrated into your company culture and community fast.
In 2019 improving employee experience will top many organizations’ to-do lists. When you think of the resources companies devote to studying and improving customer satisfaction and overall experience, it makes sense to do the same with employees. After all, these are the people that make or break a company’s success, so their experience is critical to its welfare.
"It is a worker's market," said Jocelyn Mangan (Chief Operating Officer of online employment platform at Snagajob) to the Society for Human Resource Management (SHRM). "Employers are having to work harder."
Why? For one thing, unemployment is historically low, just 3.7 percent. That means job seekers have many options to consider. And they are taking this opportunity to comparison shop and influence the job market.
In 2016, New York State Attorney General Eric Schneiderman petitioned the state’s Supreme Court, alleging that Domino’s Pizza was a joint employer and therefore liable for “systematic underpayment” of employees at three franchises. Schneiderman says Domino’s violated New York’s Franchise Sales Act by requiring franchisees to use software known to under-calculate wages. The franchisees settled in 2017, but Domino’s Corporate remains the sole defendant. Schneiderman claims “Domino's was heavily involved in the employment practices of the three franchisees and, as a result, is a joint employer of the workers at the franchisees' stores and is responsible for underpaid wages to these workers,” reports Long Island.com.
Most of us can remember being the new person on the job. Even if you’re excited for a change, it can be a little scary when you don’t quite know what to expect from the group (or what's expected of you). Did your new co-workers help you learn the ropes, or were you left to sink or swim, clutching your benefits application and employee handbook and little else? It’s not hard to guess which scenario most people prefer. Let's talk about how to avoid the latter.
The restaurant industry is known for its high employee turnover rates. According to the National Restaurant Association, "the turnover rate in the hospitality sector topped 70 percent for the second consecutive year" in 2016.
Restaurants aren’t the only businesses experiencing high turnover. Industries like tourism, lodging, healthcare and entertainment struggle with high turnover every day. It's difficult to calculate the true cost of turnover, but estimates from the Center for American Progress show that each new employee earning less that $30,000 per year costs around $4000 to replace. Management positions can cost more than double that amount. Is there a solution?
Creating a strong internship program is advantageous for any organization, big or small, and internships benefit both the employer and intern. That's right - internship programs aren't just for large corporations. Regardless, many employers shy away from hiring interns due to the temporary nature of their employment and the onboarding/offboarding work involved. Let’s examine why internships are important and how to more easily navigate temporary employee statuses.
In this series, we've examined hiring or onboarding an employee and the use of applicant tracking systems. But what if you're the one being onboarded - that is, being taken on as a new client? Say you're considering going with a new vendor, for one reason or another. Perhaps your company has grown and you need a new suite of services. Or - you may just be ready to splurge on the latest and greatest software. Whatever the reason, many of us dread the prospect of onboarding with a new vendor - so much so that we stay with bad vendors way too long.
The process of onboarding doesn't have to be that difficult.
Every single company that exists, whether it's Coca Cola, Apple, or Acadia, has a hiring process. Some are multi-phased, some are quick and simple, some informal, and others follow strict protocol. Regardless of your company or process, someone may be pulling out their hair over how to manage the flood of applications that arrive with each job opening.
An Application Tracking System (ATS) can help. An ATS is software that allows you to manage job postings, applicants and even the hiring (aka onboarding) process. The systems vary but most allow the recruiter to post directly to popular online job boards. Then, most take submissions from those same job boards and consolidate the responses, dropping them into a database. The system then crawls through each resume and searches for key words that relate to the position, qualifications, or skills you've specified. By selecting only the resumes that contain those key words, the system selects a group of applicants that is better qualified for the position. This reduces the number of resume a recruiter must comb through by up to 70%.
Does the word "onboarding" make your HR team run away screaming? It shouldn't. There are many tools, tips and tricks that help ease the burden of onboarding new employees. There's also another type of onboarding you can't forget - and that's when you as a company are onboarding with a new vendor. We'll examine the former in this blog.