Are you a small business or startup needing HR advice? Let's build a better business, together!
The Jumpstart:HR Small Business HR Tips channel provides tips on the following: - HR Setup for Startups - Small Business Recruitment - Startup Culture - Small Business Talent Management - Startup HR Compliance - And more!
Connect with us on social media: - www.jumpstart-hr.com - twitter.com/jumpstarthr - facebook.com/jumpstarthr - instagram.com/jumpstarthr
From an employee/non-management perspective, I would favor the internal candidate if I believed they could be trained or developed for the role (understanding that will not always be the case). Yes, if you post a job externally, you are almost guaranteed to find someone in the market who has experience more directly relevant or compelling than the internal candidate. Companies would need to have a standing commitment to internal mobility to overcome the appeal of external hires. But it would be wrong to assume that your internal employee will just stay in the job that they're already in. If they're ready to move on, they will find that opportunity elsewhere. Also, I have been the external hire brought into a team for my more diverse skillset. And even if the decision made sense, it really compromised my ability to work well with the team due to their resentment and some compensation issues (new hires are often paid more). It probably would have been better for all of us if someone on the team had been given the opportunity to do that work. If they don't work out, you can always hire someone externally later.
If you lie on your resume and manage to get an interview and manage to get an offer, they will find out on background check through employment history based on w2. If you lie, don’t do it outside of the year you worked somewhere
After 2 weeks of using Dr.Auchi herbal medicine for my bad breath disease, it was cured. That was the reason I decide to let everyone know that Dr.Auchi herbal medicine worked for me in curing my Bad Breath because it is on RU-vid platform that I found it…✅❤
Such a rich episode! The deep dive into remote work dynamics and its long-term impact on organizational culture was enlightening. Loved the success stories shared by the People and Performance Podcast. Continuous learning is non-negotiable in today's work landscape.
Zero Strategies work after exposing your employees to experimental medical procedures. Never forgetting and never forgiving and the disengagement lasts forever.
Incredible breakdown on stay interviews and global team dynamics! Valuable insights on employee retention, cultural awareness, and open communication. Kudos, Jumpstart: HR! 👏
🚀 Loved the focus on the benefits of a healthy work-life balance and the significant productivity boost - 20% higher for those logging off on time. Plus, the awareness of premature promotions preventing skill gaps, and maintaining team harmony is invaluable. Great job highlighting the positive impacts!
Great breakdown of 2024 employment law changes! 🌟 Insightful discussions on OSHA, non-compete agreements, and cannabis protections. The tips on handling toxic employees were practical and helpful! 🚀 Thanks, Joey and Summer! 👏
Dress Codes - a classic debate. Also, the Work from home vs Work from anywhere dicsussion is so important now that the world is adapting to remote working!
AHA! Fascinating insights on Taylor Swift as CEO of the Year and navigating HR's role during challenging times. The blend of pop culture and workplace stratergies is spot on!
Someone should prove to you by robbing you, that background checks cause armed robberies because of underemployment. Have fun sneering, asshole americans.
They are serious ill they can not work. Then we let them use to reduce the pain which mean we have the place for them. We can not mingle them for healthy group to get involve
Most background checks do not check employment verification or education background. They look at criminal history, credit check, driving record and if you are a sex offender.
BS! Ever heard of Hire Right? It’s a background check company that goes all the way to high school!! I was trying to get hired with a company that used them and they asked for check stubs and W-2’s from 2011! I have NEVER seen a company be so thorough on a check! It was extremely intimidating!!
Cute Pug Sommer :-) @8:11 Question: on the topic of business owners providing a "stipend" to their team members. For example, I ran into a small business (1 biz owner, and 4-5 employees) offering a $200 - $300/month stipend to each of his employees. The reason he said he does this is because he didn't have to deal with the admin, payroll, "headache's" of offering benefits. What are some advantages and/or disadvantages of doing the stipend? Is there any scenario that you would recommend that a business do this?
Great content here! 2 questions: 1st - what do you consider a "small business"? 2nd - Have you seen small business (50 lives and below), lean more into those other plans(dental, vision, disability, life)? I work in Eastern Idaho, and most of the businesses I work with are under 50 employees, and most do not offer a Major Medical plan. They offer a things like Dental, Vision, Disability, Life - and most of them contribute to the plans...anywhere from $25/mpp to $200/mpp (month per employee). They have left the Major medical to the spouse, or the State subsidized plans.
Thanks for the videos! As a Virginia notary, I do 1-9 verifications. And as a mobile notary, I travel within a 25 mile radius. So, if you hear of any companies that will need help with in-person verification, I'm game!
I started a company in 1996. All I did was look for and hire the best people for the job, and we had a very diverse staff. Women, men, Hispanics, Asians, people of color and people from all over the country in America. we didn't think about race or color, we thought about qualifications. We had at one point, the best staff in our state, and some of the best in the nation. Our focus was on our patients and the service we were giving, not on making sure we were filling some kind of.Checklist
I work somewhere that has one and I’m currently on one ( I just started a couple months ago).. I honestly have no idea what to expect when it’s over because it’s the first time I’ve ever had one.
Got it, boss, not to worry! I was just diagnosed with Covid, I'll be there in an hour. Where did this guy get his management/leadership training? This was like waving a red flag in front of a bull.
Can ChatGPT take all my math ideas, currently residing in a combination of my head, and in MS Word 2000 and Mathtype 6.0, and encode all that in current version of MS Word and Mathtype, and, if necessary, convert it to tex/latex? If ChatGPT then I will be worried about being out of a job.
Isn’t that the point of asking for that person? It’s not like they just gave their address, phone numbers, emails to said person if they are asking for that person.
And how do you know it's not a stalker, a crazy ex, an abusive partner, etc? That's the biggest issue. As an example, it is common for an abused individual to attempt to escape through work. So one day they attempt to go to a friend's house or a clinic. They tell their abuser that they are going to work that day. The abuser calls in, asks to talk to them. One of three situations happens: 1] the company has a policy like the one in this video, IE don't give ANY info. 2) the receptionist tells the abuser "no, I havent seen them since yesterday at lunch". 3) the receptionist says "oh yeah, they're totally here, want me to get them??" As you can see you have a 66.67% chance to give the abuser extremely valuable information that could lead to this victim being seriously abused (in comparison to the abuse they commonly receive), and a 33% chance that company policy may actually help them to get or stay safe. This is a more extreme case, but it illustrates the point
"They've got degrees, it isn't an issue of competency" and that in itself is an incompetent statement and any HR people worth their salt would know that Any HR "person" should also know what the real issue here is, the same issue as always: greedy corporate politics
It's sad that most of them don't get the psychological help that they need, and make them realize that your chromosomes determine your sex, and that if you get dug up in 10,000 years they will know exactly what sex you are!
Hi, Great video. I subscribed after the first. ❤ I'd love to know your thoughts on selling the gaps between you and a PEO to a potential client. I'm finding a few gaps. Each PEO is different but how they handle their compliance is different.
Thanks for subscribing and leaving a comment! There are a few gaps between PEOs and our consulting model and the main one is our bespoke attention to your business. We've found that PEOs will only go so far to help you create the workplace culture - and most stop at compliance while leaving you to do more hands-on HR work than you'd like. You'll get a handbook but something other companies got too. You'll get a training but it's cookie-cutter. You'll get benefits but they're the plan they lump everyone else in. I hope that helps! - JP
