Expert Interview Series: Joey Price of Jumpstart:HR on Why Good HR People are Compliance Experts, Talent Consultants, and Workforce Planners

An excerpt from a recent Expert HR leader interview of Jumpstart:HR CEO Joey V. Price:

What are some of the recent compliance issues that are causing small businesses to alter their HR practices and procedures?
The false-start on overtime compliance regulation changes, potential minimum wage hikes, and the national conversation on immigration reform have small business HR experts on the edge of our seats trying to strategize for what comes next.

The false-start around overtime compliance caused a ton of headaches since employers invested time and resources into telling staff members about drastic federal policy changes that ultimately never happened – and it made companies evaluate their business practices. Those business practices that were impacted by the threat of overtime rule changes include: employee scheduling, accessing email while off-the-clock, greater emphasis on ROI from a 40-hour workweek, and job misclassification for employees in roles such as administrative assistant and non-managerial corporate employees.

Minimum wage hikes will cause employers to adjust pay scales from the ground up. Some retail and fast food companies are moving towards chatbots and artificial intelligence to manage customer order taking/tracking and reduce labor related expenses. Immigration reform is a huge agenda item for our current president. It’s resulted in a cutback on corporate travel for foreign-born and naturalized citizens, a push for unity and stronger corporate D&I stances, and a look at hiring practices for STEM careers (positions often dominated in the H-1B visa application process). It will be interesting to see how each of these challenges plays out because they all represent external forces that impact the way small businesses conduct themselves.

If a startup business owner were to say to you, “I don’t need to worry about workforce planning for the future. I’ll just hire on more people as I need them,” how might you respond?
I’d simply tell them about the old saying “failure to plan is a plan to fail!” You have to visualize and plan for what a successful organization looks like, or you’ll be driven to change based on the flavor or fire of the day.

Practically speaking, workforce planning while in the startup phase is the best thing you can do to chart a course for where you want a company to be and what values you want it to reflect. This is critical because it allows you to have clarity regarding the right person to attract to your organization and how to support them once they arrive.

This exercise adds value in the following measurable ways:
Read the full interview at JohnMattone.com

Expert Interview Series: Joey Price of Jumpstart:HR on Why Good HR People are Compliance Experts, Talent Consultants, and Workforce Planners

An excerpt from a recent Expert HR leader interview of Jumpstart:HR CEO Joey V. Price:

What are some of the recent compliance issues that are causing small businesses to alter their HR practices and procedures?
The false-start on overtime compliance regulation changes, potential minimum wage hikes, and the national conversation on immigration reform have small business HR experts on the edge of our seats trying to strategize for what comes next.

(more…)

What to Do if Your Job Offer Is Put on Hold

 

I was recently asked by eFinancialCareers.com “what should a person do if a job offer is put on hold?” Here is what I shared:

If a job offer is put on hold, I suggest the following:

  • Follow up with a note of thanks that emphasizes the value that you add to the organization. Sometimes it helps to show that the ROI of offering you a job is more beneficial to the employer than the cost savings of not offering the job at all.
  • Suggest a temp-to-perm or contractor role on a trial basis. This is your best way to get your foot in the door. TTP and Contractors offer a direct cost-savings vs a full-time employee because they are not paid benefits and do not count towards an employers mandatory employer tax burdens. While this may not be an ideal way to start off, it secures income and allows you to perform on the job rather than not having the job at all. Consider it like one of those 30-Day Money Back Guarantees that we see so much on TV these days. Their risk is minimize and you can really excel if you save the employer while they are in a pinch.
  • Continue pursuing other opportunities. Until you have a firm offer, you don’t have a job. It is in your best interest to continue to pursue other job opportunities because you never know – something better may come along and/or the current offer may fall through.

Just as a bonus…

Why job offers are put on hold:

  • Hiring Manager is still unsure that you are the best fit for the job (or they may still be unsure about what they want from the person in the role).
  • The company is considering re-aligning internally and want to give their experiment time to catch on or not.
  • You have a snag in your references or background check (if this is the case then I suggest looking for a new position especially if they uncover a lie or some other misleading information about what you have previously communicated to them).
  • The company wants to wait until a new fiscal season to ensure budget allows bringing someone on.
  • Hiring Manager would like to see more candidates.

Three of the Biggest Myths About Branding Yourself Online

While researching and reading current articles and blogs on career and professional development, I’m noticing an interesting trend. Most of the articles that I read are all about personal branding online. Now, please don’t read this and think that I’m not a fan of personal branding as it pertains to professional branding and networking ( I LOVE personal branding and being your most authentic self). All I am saying is that in the quest to craft and curate your best personal brand online for the purpose of professional growth, let’s just consider some of the biggest myths about personal branding so that we’re all clear.

 

Let’s begin:

3. Developing your personal brand should be the primary focus over skill development. Again, I am a big fan of personal branding but in the landscape of career development articles, you’re going to see most or your advice leaning towards developing your LinkedIn account and learning how to write the perfect Twitter bio. As an employer, would you hire the person with the most skill or the person with the best presence online? Let us not forget that the real reason why employers aren’t hiring:

“Indeed, one of the perennial complaints of employers is that they cannot find qualified workers. Ancestry.com, a genealogy Web site in Provo, Utah, has openings for 150 engineers, data mining specialists and developers of mobile apps. “While we find a lot of people who are unemployed,” said Eric Shoup, a senior vice president, “they are not the people who bring the skill sets we need for our business.”

He said the company did virtually all its hiring away from other companies.”

– Job Gains Reflect Hope a Recovery Is Blooming (New York Times – 2/3/2012)

2. You can trust everyone’s “expert” opinion online. Twitter can be a very tricky place to get professional advice online. While there are great business and career management experts like @YouTernMark, @SmallBizLady, @MeghanMBiro and @HRMargo (just to name a short list of a few) who spend their time sharing relevant tips from results-based personal experience and tapping into their deep networking pools, there is room for everyone to have a voice online even if they don’t have credentials. Check out this advice from a recently published Forbes.com about the perils of networking just for networking’s sake (and the same can be said about social media networking):

“”It’s all about who you know.” Well, not entirely, say recruiters. Rather than building a quantity of connections, build quality connections. Also ask yourself: Have I been carrying myself in a way that I’m a good referral? Strong connections help, but be sure you can back it up with experience and competence.”

The Worst Career Advice (Forbes.com)

1. Personal Branding is a relatively new concept.  While social media is a great equalizer for introverts and extroverts, the concept of personal branding isn’t new. Before social media started to change the way we did business and built interpersonal relationships with one another, “Personal Brand” was simply named “character, integrity and reputation.” We have always had to ask ourselves questions like “how do I want to be remember?” and “what value can I add to the conversation?” The only difference is that now the things that we say and do have become 24/7 online marketing material for our backgrounds and opinions in a virtual space as opposed to memories left in the hearts and minds of those who we’ve come in contact with.

A great book to check out on personal branding/networking is called “Dig Your Well Before You’re Thirsty” by Harvey Mackay.

 

Have I left out any myths? Do you think we place personal branding over skill development?

Share your thoughts on the blog by commenting below.

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