New Innovations to Enhance the Benefits of Doing Business

At ProService Hawaii, we understand that attraction and retention strategies matter. Unfilled jobs can result in unfulfilled growth. Through our new-hire tool to simplify workflows and enhancements to our benefits offerings, ProService Hawaii is ready to help even more local businesses make a strong first—and lasting—impression with great employees.

Building upon a nearly 25 year commitment of helping local businesses succeed, I’m thrilled today to announce the launch of new and enhanced services from ProService Hawaii that will further grow the benefits of doing business in the islands.

In talking with clients and meeting with local employers throughout the community, it‘s become all too apparent that navigating just how to attract and retain talent in a tight job market is increasingly on the list of challenges. And compounded by the high cost of doing business, employers already have enough to worry about. In response, ProService Hawaii is introducing innovative and affordable solutions that will give our clients a head start on hiring and the modern benefits to keep  employees engaged.

Employee onboarding is an employer’s first opportunity to engage new hires—but often comes second to the piles of paperwork. ProService Hawaii’s new onboarding service now provides employers an easy electronic employee engagement tool— a clean, seamless, paperless process that gets employees prepared and ready for the job on day one. While there are other onboarding services in the market, ours comes backed by the dedicated local team at ProService and is part of our ongoing investment in the latest technology to elevate our clients’ hiring, retention and management processes. So employers can focus on managing people, not paper.

With a new student loan repayment assistance benefit option offered through the ProService benefits program, employers can attract the qualified workers they’re looking for with a forward-thinking benefit—and further garner employee loyalty through investment.  College-educated talent is invaluable to any growing business, and while millennials may be more likely to investigate options and consider new positions, they are also looking for companies that provide compelling reasons to stay. With 44 million Americans faced with student loan debt, employers that are helping to ease a stifling situation and enhance the quality of life for their employees are better positioned to attract and retain a multi-generational workforce.

Taking preventative measures to combat one of the leading chronic diseases in Hawaii—diabetes—as well as heart disease and other chronic conditions is increasingly important for local businesses in order to maintain a healthy team. Ornish Lifestyle Medicine offers access to the first program scientifically proven to reverse heart disease and improve other conditions like diabetes and prostate cancer by focusing on disease prevention and management. Through the ProService partnership with HMSA, employers will automatically have an Ornish program option as a fee-inclusive offering—making it available to employees at no additional cost to employers. An Ornish representative will be available to do on-site visits as part of the open enrollment experience with ProService.

Providing great retirement benefits is an essential part of getting qualified employees to commit to a company, but we appreciate it can be a big investment. ProService Hawaii is pleased to now be offering a more transparent fee-model for our 401k Plan, bringing down costs by 30% and providing more savings for plan participants. Increased negotiating power through ProService Hawaii’s 35,000 employees means that investing in employees comes at an affordable price.

Since 2007, our track record in workers’ compensation insurance consistently surpasses the market, saving our clients between 10-15% on premiums and delivering rate stability while the open market workers’ compensation rates have steadily increased. Building upon this strong performance, we are introducing our exclusive Temporary Disability Insurance (TDI) offering to extend savings and efficiencies to our clients through a holistic approach. By shifting our clients from USAble to our Headland Insurance TDI program, we expect continued impressive results and improved costs overtime. Plus, internally processing claims allows us to advocate directly with doctors on your behalf to keep your people and your business healthy.

At ProService Hawaii, we understand that attraction and retention strategies matter.Unfilled jobs can result in unfulfilled growth. Through our new-hire tool to simplify workflows and enhancements to our benefits offerings, ProService Hawaii is ready to help even more local businesses make a strong first—and lasting—impression with great employees.

ProService Hawaii Launches New And Enhanced Services to Help Local Businesses Succeed

Innovative Cost-Effective Services Designed to Help Employers Hire, Retain and Manage Talent

HONOLULU (June 27, 2018) – Leveraging nearly 25 years of experience helping local employers succeed and its position as the largest HR services provider in the state, ProService Hawaii has launched several new innovative services to help businesses further attract qualified candidates and convince top performers to stay despite Hawaii’s tight labor market. Services include a new employee onboarding tool, student loan repayment assistance, wellbeing incentives, an enhanced Temporary Disability Insurance (TDI) and an even more affordable 401k plan.

“ProService Hawaii is committed to helping local small- and medium-sized businesses address the challenges of finding and keeping great talent through affordable solutions,” said President and CEO Ben Godsey. “We are excited to provide innovative services that will give employers a head start on their hiring through the latest technology, as well as attractive benefits to keep employees engaged.”

The announcement of new services came at the company’s latest Growth Series event focused on hiring and retention strategies. The Growth Series events offer interactive learning experiences featuring industry-leaders as guest speakers, and are hosted by ProService Hawaii to help invest in its clients’ successes. The new and enhanced offerings include:

  • A new employee onboarding tool offering a paperless process to get employees prepared and ready for the job. The seamless process features an automated workflow, employee training, electronic signatures, a manager dashboard and more, in keeping with ProService’s ongoing commitment to bringing employers the latest technology to elevate hiring and management processes.
  • Peanut Butter—a student loan repayment assistance program offered through the ProService network and available during open enrollment—empowers employers to attract new college-educated employees with a forward-thinking benefit to help foster a multi-generational workforce.
  • Taking on one of the leading chronic diseases in Hawaii—diabetes—as well as heart disease and more, Ornish Lifestyle Medicine is a program scientifically proven to reverse heart disease and improve other conditions by focusing on prevention and management. Through the ProService partnership with HMSA, businesses will automatically have this program as a fee-inclusive option—making it available to employees at no additional cost to employers.
  • ProService Hawaii is now providing a more transparent fee-model for its 401k plan, bringing down costs by 30% and offering more savings for plan participants with increased negotiating power through ProService Hawaii’s 35,000 employees.
  • Building upon a history of consistently saving clients up to 13% on workers’ compensation insurance, ProService is introducing an exclusive TDI offering to extend savings and efficiencies by shifting clients from USAble to ProService’s Headland Insurance TDI program.
About ProService Hawaii

ProService is the state’s leader in HR management. The company provides a comprehensive suite of HR solutions including strategic HR, payroll, human resource services, health benefits management, workers’ compensation and 401(k) management, as well as risk management and regulatory compliance, for over 2,000 local businesses representing 35,000 employees statewide. It is accredited by the Employer Services Assurance Corporation (ESAC).

ProService is headquartered on Oahu at 6600 Kalanianaole Hwy., Ste. 200, Honolulu HI 96825. Additional offices are located in Kona, Kahului and Kapaa. Telephone: (808) 394-3100. On the web at www.proservice.com.

Media Contact
Caroline Witherspoon or Susan Wright
Becker Communications, Inc.
(808) 533-4165

How to Effectively Onboard Employees Using Technology

The right technology makes your existing new hire process smoother, improving productivity from day one. Using onboarding tools will allow you to focus on managing people, not paper.

When an employee starts at a new job, they feel a range of emotions. They’re excited about what’s to come, nervous about what might happen, ready to take on new challenges, and worried about what might go wrong.

Before they can make an impact, they need to be onboarded so that they can understand their role, meet key people in the organization, and learn more about benefits provided. Onboarding is your first opportunity to engage new hires, but often that comes second to the piles of paperwork required to stay compliant.

The right technology makes your existing process smoother, improving productivity from day one. Using onboarding tools will allow you to focus on managing people, not paper.

Why Employee Onboarding is So Important

Eventually employees will learn about your organization–whether you use technology or not. However, first impressions matter. You want your employee to feel good about their new job from day one. You also want it to be as painless as possible for you to bring someone on to your team.

Effective and efficient employee onboarding…

  • …sets new employees up for success. Rather than leaving a load of paperwork on an employees desk, you can collect much of the essential information before the employee begins. This sets employees up so that they can be successful from day one. It will also make them feel positively about their first week on the job.
  • …has the potential to increase retention. According to a study conducted by SHRM,employees who received a structured onboarding experience were 69% more likely to stay with the company for three or more years.
  • …increases productivity. Organizations with a standard onboarding process experience 50 percent greater new-hire productivity, according to the same study.

It’s clear that a well-thought out employee onboarding experience is worthwhile. Today’s technology makes it even more seamless.

How to Use Technology to Support Your Onboarding

Take Care of Paperwork Before Day One

When it comes to providing a great onboarding experience, your goal is to provide employees with the best first day possible. Good onboarding will reduce distractions and paper-chasing by allowing workers to complete new hire documents online before they start. This allows new hires can be more engaged with your culture and job responsibilities on the first day.

With the right technology, your process can progress from organizing stacks of paper to online documents and approvals, all in one central location. Your workers can easily fill-out government forms including I-9, W-4, and HC-5, as well as get access to compliance documents like Employee Handbooks and Company Policies.

Track Progress and Status in One Place

You want to provide your new hires with a good experience, but you also want to make sure the experience works well with your workflow. The best tools allow you to track each new hire in a dashboard as they move through the onboarding process. That way, you can easily filter and sort which new hires you want to view as you oversee the approvals.

The right technology will reduce back-and-forth communication with required fields and built-in guidance to ensure all information is completed. And, it will keep you in the loop as well, since you’ll receive a notification when your new hire has finished their onboarding and is ready for your approval.

Meet Employees Where They Are – On Mobile

Today’s employees access work information from more than their desktop computers. Onboarding platforms help you meet employees where they are by making documents and information accessible across desktop and mobile devices so new hires can easily follow instructions on the device that’s most convenient for them. Make sure your tool includes electronic signatures as well – the less paper, the better.

This post is part of a special blog series on ‘Get Fully Staffed: Finding and Keeping Great People’ in support of ProService’s Growth Series event taking place on June 27, 2018. Offered exclusively to ProService clients and special guests, the Growth Series are interactive learning experiences that feature industry-leading speakers and networking opportunities that will inspire and provide tools for business leaders to take their organizations to the next level.

ProService Hawaii Creates New Company-Wide Initiative to Give Back

Employees PROitForward to Charitable Causes that Personally Resonate Throughout Local Community Documenting Experience in Video Campaign with Searider Productions and Moroni Naho’oikaika-Holoholokulani

HONOLULU (June 25, 2018) – ProService Hawaii has launched PROitForward, a company-wide service project that encourages employees to “pay it forward” to local communities. The company’s 249 employees, divided into teams, were provided company funds to invest in local charities that personally inspire them. PROitForward teams were further encouraged to document their efforts to give back (taking a cue from Drake’s viral music video for “God’s Plan”) with the help of Waianae High School’s Searider Productions. The employees’ chosen charities and shared highlights from the projects were unveiled at a company gathering on Saturday, June 23.

PROitForward teams started with $1,000 each to seed their service projects, and teams with the same charity interests had an option to join together and pool resources. Searider Productions partnered with ProService to capture the teams’ experiences as they went out into the community to be of service, creating a video campaign designed to inspire others to get involved and spread awareness. Continuing the spirit of community, local musician Moroni Naho’oikaika-Holoholokulani also provided music to accompany the vignettes. Moroni’s cover of “Stand Up”—a song of people coming together to help each other, made famous by Hawaii’s legendary Peter Moon who passed earlier this year—was created especially for the PROitForward project. The public is invited to watch the video to learn more about the charities, #PROitForward, and join in with their own random acts of kindness, generosity and giving to those less fortunate.

“It’s important for us to make a difference in our local communities where we live and work. We are dedicated to not only cultivating community at work, but also to paying it forward to the surrounding community and the many worthy organizations that are helping to care for and foster our island home every day,” said Ben Godsey, president and CEO of ProService Hawaii. “ProService Hawaii would not be able to thrive without the amazing people and neighborhoods around us. It is both humbling and rewarding for us to be able to give back in this unique way.”

PROitForward efforts spanned across Oahu, Maui, Kauai and Hawaii Island, and ranged from providing hundreds of shoes for keiki and hosting dinners at shelters, to conducting check presentations and surprising families in need with various supplies and support. In addition to company contributions, teams also conducted their own supplemental fundraising and donation efforts to further support their projects for a combined total of over $21,000 in assistance. The team-selected organizations include:

  • AccesSurf
  • American Red Cross of Hawai`i
  • Angel Network Charities
  • Assistance Dogs of Hawai`i
  • Child & Family Service
  • Family Promise of Hawai`i
  • Helping Hands Hawai`i
  • HUGS Hawai`i
  • Make-A-Wish Hawai`i
  • Malama Kaua`i
  • Oahu SPCA
  • Public Schools of Hawai`i Foundation
  • Ronald McDonald House Charities of Hawai`i
  • Seedling Enterprises
  • Sure Foundation Puna

To view the video, go to https://youtu.be/Ifmhi49-4qo

About ProService Hawaii

ProService is the state’s leader in HR management. The company provides a comprehensive suite of HR solutions including strategic HR, payroll, human resource services, health benefits management, workers’ compensation and 401(k) management, as well as risk management and regulatory compliance, for over 2,000 local businesses representing 35,000 employees statewide. It is accredited by the Employer Services Assurance Corporation (ESAC).

ProService is headquartered on Oahu at 6600 Kalanianaole Hwy., Ste. 200, Honolulu HI 96825. Additional offices are located in Kona, Kahului and Kapaa. Telephone: (808) 394-3100. On the web at www.proservice.com.

Media Contact

Caroline Witherspoon or Susan Wright
Becker Communications, Inc.
(808) 533-4165

6 Factors for Your Engagement Program

There is no shortcut to making your company the perfect place to work, but creating a powerfully positive employee experience will help keep more of your best employees on your team for the long haul. Here, we share six important factors to consider when building an employee engagement program.

When it comes to developing an employee engagement plan, the importance and necessity of it is enthusiastically agreed upon by most business owners—regardless of the industry or company size.

Whether you own a restaurant, lead a team, or run a corporate division, managers understand that disengaged employees can affect morale, productivity, and ultimately, the bottom line. Which is why engaged employees are the gold standard when it comes to employee retention and performance.

Retaining top talent remains a primary HR concern for many companies today. Failing to keep high performers can leave your business understaffed, with a less qualified workforce, and can ultimately hinder your ability to remain competitive.

There is no shortcut to making your company the perfect place to work, but creating a powerfully positive employee experience will help keep more of your best employees on your team for the long haul.

In fact, according to Gallup, “Companies with a highly engaged workforce outperform their peers by 147% in earnings per share.”

Here are six important factors to consider when building an employee engagement program:

1. Create relationships with your employees

According to Gallup, friendships in the workplace can increase productivity, retention, and job satisfaction. A few ways you can foster stronger bonds amongst your teams is by communicating about non-work items, providing a comfortable space, rallying around team culture, and involving remote employees.

2. Listen to and understand what’s happening around you

Open and active communication must happen across the organization, from top to bottom, and throughout. All employees, leaders, and stakeholders have to understand the importance of creating a safe environment for honest conversations to happen and the best way to leverage the constructive feedback given.

3. Show appreciation to keep employees engaged

While it can be hard to find the perfect words, sometimes a simple thank you or pause to take the time to step back to appreciate their great work goes a long way to having a happy and motivated team. The most important thing about acknowledging employees is to effectively communicate it with the individual, as well as the larger organization.

4. Recognize talent and reward excellence

Recognizing excellence can make a world of difference in the workplace. We’ve seen firsthand the impact of reward programs and one of the biggest misconceptions we come across is cost. But you don’t have to break the bank to reward your employees’ hard work. From giving away a free lunch to reserving the VIP parking spot, rewards are a proven way to impact both employee engagement and company culture.

5. Invest in the well-being of each other and the business

Whether it’s physically, emotionally, or mentally, wellness plays a critical role in overall performance. And while this is commonly known amongst athletes, taking care of your well-being actually positively impacts most jobs. In fact, Gallup states that the two major factors influencing employee performance are engagement and well-being.

6. Set up a coaching program to develop your people

Providing the opportunity to grow and develop through an employee coaching program requires having a plan in place. Start by defining your objective and aligning your program with company culture. A well structured program sets expectations for all participants and is continuously learning and improving. Companies of all sizes can start empowering their employees and grooming them for success, without a large budget or expensive initiative in place.

The Importance of Learning and Development Opportunities

Established training programs give employees insights into their strengths, weaknesses, and goals, as well actionable plans for improving skills and making more of an impact at work.

In today’s business world, employees want more than a stable paycheck and decent living–they want fulfilling careers. That’s about more than money: People want to learn new skills and to understand how their work contributes to the company’s success.

Not only that, but the average millennial employee plans to stay at their job for less than three years, according to the Future Workplace. This short tenure is a signal that employees don’t feel like they’re getting what they need at the organizations where they work.

Enter learning and development. Established training programs give employees insights into their strengths, weaknesses, and goals, as well actionable plans for improving skills and making more of an impact at work.

Ultimately, offering learning and development opportunities expands the knowledge base and skills of your people increases retention and is attractive to incoming hires. Here’s why today’s businesses are investing in learning and development programs for their teams:

Trained Employees Are Better Employees

Some leaders may be unsure about investing in training and education. After all, it’s difficult to measure success and it’s a softer addition to the employee benefits package. But ultimately, training employees isn’t just for your team and their careers– it’s also for your organization.

The old business joke seems apt:

Two leaders are talking about sending their employees to an expensive training. One asks, “What if we train them, and they just leave?” The other responds, “What if we don’t train them, and they stay?”

The joke makes an excellent point. Investing in your employees is a smart business decision. After all, you want your business to be staffed with the best and brightest. You want your staff to be good at what they do. If you don’t offer training opportunities, you rob those employees– and your business–of their potential.

Learning Opportunities Can Help Improve Retention

Employees want and need to learn as they progress in their careers. Take, for example, that 87% of millennials believe development and career growth is important in a job, according to Gallup. When employees (particularly millennials) are satisfied with the career development options that are available to them, they’re more likely to stay with their employer, according to the report.

If employees feel that they’re challenged, growing, and constantly learning, they’ll be less likely to get bored or stuck. Providing learning opportunities is a good way to keep employees with your company for a longer time.

Training Has a Big Impact on Business

According to Harvard Business Review, “Work groups in which employees report that their supervisor (or someone else at work) cares about them as a person, talks to them about their career progress, encourages their development, and provides opportunities to learn and grow have lower turnover, higher sales growth, better productivity, and better customer loyalty than work groups in which employees report that these developmental elements are scarce.”

Based on these results, you’d think that companies everywhere would be offering training, and growth opportunities to increase employee retention. Even so, opportunities to advance learning aren’t always there.

This could be because many organizations don’t understand the effect of their training programs. McKinsey research found that only 50% of organizations keep track of participants’ feedback about training programs. If you don’t record feedback from your educational programs, then you won’t see its impact on your business.

A Few Tips for Developing Learning and Development Programs

If you’re investing in a training program, you want to make sure you do it right. Here are a few tips to keep in mind as you implement educational programs:

  • Understand what your employees want. Before launching programming, make sure you have a good understanding of where your employees want to grow. Without their input, you might not provide the learning opportunities they want.
  • Consider digital training programs. With today’s technology, training doesn’t have to be in person. There are online and on demand options available that can scale for your whole team.
  • Create a system of measurement. As mentioned earlier, 50% of organizations don’t bother to keep track of their employees take on training options. If you don’t ask your employees what they think, how can you know if your programming is successful?
  • Dip your toes in first. Rather than introducing training to your entire organization, experiment. Implement a small program, perhaps one that is just for your leadership team, to see results before scaling it to the rest of your company.

This post is part of a special blog series on ‘Get Fully Staffed: Finding and Keeping Great People’ in support of ProService’s Growth Series event taking place on June 27, 2018. Offered exclusively to ProService clients and special guests, the Growth Series are interactive learning experiences that feature industry-leading speakers and networking opportunities that will inspire and provide tools for business leaders to take their organizations to the next level. To register, please visit our event page and register with code GS2018.

Ready, Set, Play: Four Activities to Build Better Teams

Team building games and activities can improve communication, renew perspective, encourage collaborative problem solving, and increase the overall productivity of your team. However, without a clear objective, a good team building game can lead to a sub-par team building experience.

Team building, when it is done right, can unite people and boost team performance. When done the wrong way, it can create the opposite results.. Many of us have begrudgingly taken part of a trust fall or scavenger hunt with no real bonds formed afterwards. Instead of facilitating another lukewarm ice breaker at your next company meeting , here are a few team building games that can be played in or out of the office to facilitate real team building skills.

Skill: Communication

Game: Minefield

This game requires some planning ahead of time and a large, empty area. Before beginning each new round, a leader must distribute “mines” around the area. These “mines” can be represented by anything; for example, tennis balls, books, paper weights, etc.

The group must break into pairs, and one team member should be blindfolded and cannot speak, while the other can see and talk, but cannot enter the field or touch their blindfolded teammate. The challenge requires each blindfolded person to walk from one side of the field to the other, avoiding the mines by listening to the verbal instructions of their partners.This activity gives team members an opportunity to trust their partner’s directions and teaches them to communicate in a more effective way.

Skill: Renewed Perspective

Game: Concentration

This game is a great way to refresh and energize your team without requiring much time. Divide the group into two equal lines facing each other. The game begins when the timer is set for 60 seconds and one line turns around and closes their eyes, giving the other line time to change 10 things about themselves. This can include anything from jewelry to swapping clothes to different hairstyles. The only rule is all changes must be something the other group can see.

When the timer ends, the first group turns around and tries to identify all the changes the other group has made. Once all the changes have been revealed, the groups switch roles, giving the other group a chance to make changes.

This activity will stimulate the participants’ minds and challenge their memory. Incorporate this activity when a lack of energy is apparent.

Skill: Memory and Communication

Game: Copycat Sculpture

You may need to dig into your child’s art supplies for this one. You’ll need play-doh, blocks, clay, or some type of material that you can sculpt and/or build with. A facilitator will build a small sculpture and hide it from the participants’ view. Divide into small teams of four and give equal materials to each group so that teams can duplicate the structure.

One member from each team can come up at the same time to look at the sculpture for ten seconds and try to memorize it before returning to their team. Back with their teams, they have 25 seconds to explain the structure and instruct their teams about how to build an exact replica of it. After 60 seconds of trying to recreate the sculpture, another member from each team can come up for a “sneak peek” before returning to their team and repeating the process. The game should be continued in this pattern until one of the team’s successfully duplicates the original sculpture.

This game will teach participants how to problem solve in a group and communicate effectively. It’s also a great way for creative teams to re-energize processes and feedback structure.

Skill: Problem Solving

Game: Bank Robbery

For this activity, split the participants up into groups of 4-6 people with one facilitator. The facilitator will pass out 4-6 clues from this guide on individual slips of paper to each person in the group. The group must vocally share these clues with each other (don’t share or pass clues!) and together figure out who robbed the bank. The group can run their guess by the facilitator until a team selects the right answer.

After the robber is revealed, a guided discussion can help debrief the activity and reveal best practices for group communication and sharing information.

Team building activities can improve communication, renew perspective, encourage collaborative problem solving, and increase the overall productivity of your team. However, without a clear objective, a good team building game can lead to a sub-par team building experience. By setting specific goals and clearly defining how skills learned during team building exercises link back to employees’ jobs, participants will be more willing to engage in teamwork and view the activity in a positive way.

Akamai Learning: Expert Offers Job Interview Tips

HONOLULU (June 22, 2018)

A first job interview can be intimidating. But it doesn’t have to be. So how can you leave a good impression on future employers?

Michelle Steitz, service team executive at ProService Hawaii, joined Take2 with tips.

See article and video here: https://www.khon2.com/news/local-news/wake-up-2day/akamai-learning/akamai-learning-expert-offers-job-interview-tips/1234420543

6 Essentials to Make Sure Your Next Job Candidate Comes to Work for Your Business

Finding the next hire for your business can feel like finding a needle in a haystack. When you finally find the perfect fit, you want to make sure you’re doing everything possible to help them see that your business is their best choice for employment.

Finding the next hire for your business can feel like finding a needle in a haystack. In fact, the NIFB Small Business Optimism Index found in April 2018 that 88% of small businesses hiring or trying to hire reported few or no qualified applicants for open positions.

Therefore, when you finally find the perfect candidate, you want to make sure you’re doing everything possible to help them see that your business is their best choice for employment.

As the candidate goes through the interview process, it’s important to communicate all the value that your business can provide. Implementing a few key things will ensure that your business outshines the competition and brings the candidate on to your team.

We’ve compiled our top recommendations for how you can convince a job applicant to come work for your business.

1. Have a Solid Interview Process

Your business should feel organized, friendly, and knowledgeable right off the bat to a potential employee. If the candidate feels like the interview process is cold, robotic, or chaotic, they are not going to have a great opinion of the business overall.

Here are some tips to make sure you have a solid interview process that will be an accurate first impression of your business:

  • Pre-interview small talk – A short conversation about the weather or sports can help put your interviewee at ease, but according to Harvard Business Review it can also give an idea of the other person’s individuality, trustworthiness, and intelligence. While this conversation will help you determine their skills and fit, it’s also allowing the candidate to get to know you and your business.
  • Read the resume before the interview – Know as much about a candidate as you can before the interview begins. Being prepared shows that you are invested in this process and won’t waste their time.
  • Listen – Spend the majority of the interview listening to answers and crafting thoughtful follow-up questions.
  • Communicate and prioritize  Many businesses forget to follow-up with candidates on next steps, even if they’re interested. Make sure you are communicating with them along the way.

2. Share Opportunities for Growth

People want to join a company that provides opportunities to advance their career.According to Gallup, 87% of people state that opportunities to grow and learn are an important quality in a job, and over 90% of people who left their previous company did so in order to change roles or positions. If you want a new candidate to come aboard, share all of the opportunities for growth within your business.

3. Be Transparent About Where You Excel – And Where You Don’t

Now is the time to share your strengths and weaknesses as a company. Maybe the hours are long, but the benefits are amazing. Maybe a small number of people are required to do multiple tasks, but the entire team feels like family. Glassdoor states that “90% of job seekers say that it’s important to work for a company that embraces transparency.” Being completely transparent about strengths and weaknesses can help instill trust and ensure the candidate is a perfect fit for your business.

4. Create an Irresistible Company Culture

Creating an amazing company culture doesn’t mean you have to have a ping-pong table in a common area and a game system in the cafeteria. An authentic company culture is built through relationships and trust. In particular, disorganized company cultures full of micro-management aren’t very attractive. Studies show that when employees have more autonomy over their jobs they are more productive and more engaged. So, create a culture where managers are encouraged to foster relationshipsand give employees autonomy over their position.

5. Showcase Your Team

Work relationships are vital to the happiness and loyalty of employees. Additionally, managers are one of the most important relationships people have at work in terms of engagement and performance. According to Gallup, “most companies don’t currently think about great managers as a benefit or publicize that benefit to prospective employees.” Gallup recommends that every business publicize their great managers as a part of their employee value proposition. During the interview process, introduce your managers or allow managers to play a role in the interviewing process. This is will allow the candidate to get to know the team they’ll be working with.

6. Lay Out Your Benefits

Just as your team is a benefit to publicize, so are all the benefits your company provides. Take the opportunity to clearly lay out each and every benefit you provide to employees. Nearly 3 in 5 people state that benefits and perks are the top considerations for accepting a new position, and you never know which benefit or perk will be your company’s selling point for the potential new.

Give the candidate time to examine your healthcare benefits, retirement packages and funding, vacation and sick time, and any unique benefits you may offer such as; family leave time, gym access or funding, and housing. Salary, bonus compensation, along with trainings and seminars are also important benefits to cover with any candidate.

During your next interview with an all-star candidate, remember to share about growth opportunities, company culture, and your company’s strengths and weaknesses, including your team and benefits. By doing so, you’ll help ensure that you potential new team member will quickly see the value in your business and be eager to work for you.

This post is part of a special blog series on ‘Get Fully Staffed: Finding and Keeping Great People’ in support of ProService’s Growth Series event taking place on June 27, 2018. Offered exclusively to ProService clients and special guests, the Growth Series are interactive learning experiences that feature industry-leading speakers and networking opportunities that will inspire and provide tools for business leaders to take their organizations to the next level. To register, please visit our event page and register with code GS2018.

How to Reduce Healthcare Costs for Your Business

Healthcare costs can be a significant drain on many small businesses bottom line and are an important consideration when planning operating costs and budgets. Small businesses often struggle with attracting and retaining top talent when the costs have having an attractive benefits package becomes a burden.

Healthcare costs can be a significant drain on many small businesses bottom line and are an important consideration when planning operating costs and budgets. Small businesses often struggle with attracting and retaining top talent when the costs have having an attractive benefits package becomes a burden. While you can’t stop employees from quitting, you can give them more reasons to stay. And one way to do so is by offering a competitive healthcare benefits package. We’ve made it easy for you to make sure your benefits package is top-notch—just sign up here for an easy 15-minute consult. 

As a business owner, when it comes to purchasing healthcare services for your employees, it can be a tricky course to navigate. In fact, many business owners do not have visibility into true costs when it comes to healthcare services and are spending much more than necessary simply because of a lack of transparency by healthcare companies. The fine line between employee satisfaction and cost management is often blurred when HR is not properly managed.

“U.S. employers make a lot of mistakes purchasing healthcare services for their employees. The mistakes are uncharacteristic for the typically intelligent and frugal business managers who lead some of the country’s greatest organizations. While correcting mistakes will make an organization better, correcting healthcare purchasing mistakes has the added benefit of significant bottom line enhancements.” – Forbes

So how can small business owners avoid costly mistakes, yet still provide innovative and comprehensive healthcare options to their employees?

By partnering with a PEO that has a team of HR experts who are dedicated to helping businesses manage complex processes like healthcare services, dental plans, and flexible coverage options. In fact, our clients see an average savings of 12% on healthcare. Here are a few key benefits to look for when outsourcing your HR needs:

Buying Power

Look for a vendor that has a portfolio of providing healthcare services to thousands of employees. When your employees are combined with thousands of others from other clients, you can leverage the buying power for better, stable pricing and coverage options for health insurance and other employee benefits at discounted rates — and those savings get passed onto you. That means you can offer better employee benefit options — options that fit your employees’ lifestyle needs and make you a more attractive employer to both current and prospective employees.

Strategic Relationships

Partnering with an HR outsourcing provider that has strong ties with widely known healthcare plan providers gives your employees access to some of the best and most affordable benefit packages available. They work on your behalf with trusted providers to secure top-notch benefits and perks so you can offer “big business” benefits to your employees.

Reporting and Optimization

The true value of partnering with a HR outsourcing provider is the ability to control your costs and grow your business. A vendor that can provide real-time reports on invoice and billing, employee benefits, and cost allocation gives your business the power to optimize and manage benefit costs. Plus it’s a full-service offering so guidance, compliance, technology, open enrollment, guidance on the Affordable Care Act reporting and more are all managed by your PEO.

It’s crucial for business owners to build employee engagement and loyalty before turnover takes a toll on your profits. Good benefits increase employee retention, which in turn makes you a more attractive employer and saves you money in the long run. In order to ensure you have the right partner to manage your employee healthcare, sign up for our free consultation for your small business.

We Before Me: 4 Ways to Build a Team-First Work Culture

Managing is every bit as much about psychology and motivation as it is about employee performance. Spending time to develop a team-first culture can pay off two-fold when it comes to meeting business objectives while retaining talent.

As a manager, when you think of your workforce, there are two primary entities involved: the individual person and the collective team. But it’s the relationship between those two that is the most important.

Similar to personal relationships, both individuals must make compromises to work together as a team. If one person is only focused on getting their own needs met, the relationship suffers. For the relationship to flourish, both parties must work together for the greater good.

So how can team managers build a team-first work culture that focuses on a “we before me” mentality? Here are four ways to get started:

Be Purposeful

Company leadership can either let culture develop by default, or steer it in a good direction. To fully embrace a team-first culture, make sure your team purpose and priorities are clear. As you define your brand’s company culture, here are a few questions to help you get started:

  1. What is your overall team-first mission?
  2. What is your game plan to achieve this mission?
  3. What is expected of each team member?
  4. What are your strengths and weaknesses as individuals and as a team?
  5. How can the team capitalize on their strengths?
  6. How can the team strengthen each other’s weaknesses?
  7. How can each member contribute most effectively?

Company culture isn’t just what’s stated in the employee handbook; it’s an ecosystem that impacts behaviors, rules, attitudes, work settings, customers, and everything else that affects the bottomline.

Align Hiring Talent With Company Goals

Having a good understanding of what type of employees will help your company meet business objectives is important when it comes to building a team-first culture.

For example, if you are the founder of an early-stage startup that is quickly scaling, you might be looking to hire employees that can put in long hours. Someone looking to punch in and out will most likely not be a good cultural fit, and might end up costing more time and resources to retain. However, if you own a florist shop known for its unique displays, you might be looking to hire based on creativity rather than availability. Knowing how to best achieve company goals will help you attract, hire, and retain the right employees that can be developed into one high-performing team.

Empower Your Workforce

Empowered employees create confident teams. And confident teams meet (and surpass) goals. As a manager, it is your responsibility to give your team the tools they need to feel empowered to make a difference at your company.

According to Gallup’s State of the American Workplace report, “Great managers care about their people’s success. They seek to understand each person’s strengths and provide employees with every opportunity to use their strengths in their role. Great managers empower their employees, recognize and value their contributions, and actively seek their ideas and opinions.”

Engage Teams, Not Just Employees

Effective teams also understand the importance of establishing collaborative processes, structures, incentives, and rewards. A team-first culture thrives on high employee engagement and cooperation, which directly correlates with high retention rates and overall employee happiness. In fact, a Columbia University study shows that organizations with high company culture have just 13.9% turnover while others with low company cultures have 48.4%.

What does this mean in practice? Do you have team job descriptions, team performance reviews and team reward systems? Do you recognize people by pitting them against standards of excellence, or one another? Can you give high-performing teams visibility across the organization? What are you doing to cultivate a team-first, cooperative environment outside of the hiring process?

Managing is every bit as much about psychology and motivation as it is about employee performance. Spending time to develop a team-first culture can pay off two-fold when it comes to meeting business objectives while retaining talent. When all of your employees are in a team-first mindset, the team is greater than the sum of its parts.