Podcast: Company Internship Programs

Rob, Scott, and Jason discuss company internship programs along with special guests Griffen and Pat – who both just completed their own internships over the summer. They touch on the do’s and don’ts, along with: goals, valuable feedback, and the significant benefits involved for both the intern as well as the employer.

Internship Programs

Contact us with any questions you may have, we’re here to help: hr@employco.com

Jim Fannin Show: Create a Winning Corporate Culture

Rob was recently a guest on Jim Fannin’s weekly podcast, The Jim Fannin Show:

“In this Jim Fannin Show episode, Rob Wilson of Employco USA shares his insight and experience of creating and fostering a winning corporate culture. Rob and I discuss decisive plans of action to help you win at work in hiring, onboarding, benefits, performance reviews and yes, even firing. Each of these processes contributes to the collection of corporate thoughts that govern the overall culture and success of your organization.”

Read more and follow the link to listen below:

Jim Fannin

Study Reveals Why Some Salaries Should Be Secret…but Some Shouldn’t

H.R. expert explains new research and how employers should apply it to their workplace

SalariesA new study has found something interesting: When employees know how much their boss makes, they work harder as a result. But, other evidence has shown that when employees know how much their colleagues make…they work less hard.

What can explain this difference? And, what does it mean for employers?

“Salary transparency is a complicated issue,” says human resources expert Rob Wilson, President of Employco USA, a employment-solutions firm with locations across the country. “The truth is that there won’t be a one-size-fits-all approach that works for every company, but there are a few basic things that every employer should know.”

First, Wilson says that as this study shows, employees actually like to know that their boss is doing well financially. “If the top tier people are struggling financially, that can make employees insecure and unmotivated,” says Wilson. “Employees want to feel like they are being led by someone who is doing well for himself or herself. This is both aspirational and comforting, as they know that the company is in good hands and has a solid future.”

However, Wilson says that salary transparency among coworkers can become problematic.

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Companies Commit to Hire Workers with Autism, but is the Workplace Autism-Friendly?

Employment expert explains what adaptations employers should make for employees with autism

Companies like SAP and Microsoft have recently made a committed effort to start hiring employees who fall on the autism spectrum. This is timely, as more people than ever are being diagnosed with an autism spectrum disorder (ASD).

Although varying in degree, individuals with ASD can require several modifications to the workplace. However, 80 percent of people with autism struggle to find employment, likely because employers are not well-versed in this condition and how to manage it in the workplace.

DeskRob Wilson, President of Employco USA says, “It’s important to become educated about these conditions and to realize that some people genuinely do need to have modifications made to their workplaces to be successful at their duties. Just as we do not hesitate to make handicap-accessible restrooms, we should similarly be willing to work with those who have developmental disorders.”

Wilson says that hiring staff with ASD can be incredibly beneficial for your company.Experts theorize that if great thinkers like Einstein and Newton were alive today, they would be diagnosed with ASD.  No wonder corporations like Microsoft and Walgreens are going out of their way to seek job candidates with autism. These firms realize that autism has amazingly powerful advantages: People with autism tend to be highly intelligent and highly focused workers, along with loyal employees,” he says.

Here, Wilson outlines steps that companies should take to make their workplaces ASD-friendly:

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No Lunch for You! New Study Says Your Boss Judges You for Taking Lunch Breaks

H.R. expert weighs in on new findings and why the research is so troubling

HungryA recent study has discovered that many employees are afraid to take their lunch breaks. Rather than appear ‘lazy’ before their manager or boss, they opt to skip their appointed lunch break…even though that can have a negative impact on their ability to perform as well as their general mood and well-being.

Rob Wilson, President of Employco USA and human resources expert says, “The study found that almost 20 percent of employees are worried their boss judges them when they take a lunch break. 13 percent worry that their coworkers judge them for taking a break.”

And, sadly, Wilson says that these fears are not unfounded.

“The same study found that bosses do indeed judge employees for taking breaks. 22 percent of bosses believe that employees who take regular lunch breaks are not as hard-working as employees who do not, and 34 percent of bosses say that they take into account how often an employee takes lunch breaks when they are evaluating their job performance,” says the Chicago-based president of the employee solutions firm Employco USA.

Unfortunately, says Wilson, this particular management belief (that employees who take lunch breaks are slacking off) can actually be harmful to a company. “Almost 90 percent of employees say that a lunch break makes them feel refreshed and ready to return to work with a clear mind. Other research has borne out the fact that taking breaks is good for an employee’s mood, precision and creative abilities.”

Wilson says it’s time to start changing the way that bosses think about lunch breaks and for managers to step up and start encouraging people to take their lunch breaks every day.

“Don’t think of it as losing money,” says Wilson. “But, rather a way to improve your bottom line and retain your staff. A happy, rested employee is an employee who is going to give 100 percent and be a credit to your company.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Update: This blog post was quoted by Business Vancouver in an 07/17/18 article, read more here: https://biv.com/article/2018/07/one-five-bosses-are-judging-their-employees-taking-lunch-breaks-study

Business Vancouver

The Don and Mike Show, Podcast

Rob joined Mike Morrison of the Don and Mike Show for a podcast interview while onsite in California for ESCA. Rob’s interview comes in at the 17:42 mark.

“Mike was in California for ESCA Summer Educational Conference and Don was in Chicago for IFES … Interviews with attendees and recaps for this week’s show!”

Contact us with any questions you may have, we’re here to help: hr@employco.com

The Illegal Questions Employers Ask on Job Interviews

Employment expert weighs in on the most common illegal questions interviewees face

InterviewPrevious research has revealed that in 1 in 5 employers have asked illegal questions during interviews. And, a recent study led by The Associated Press and CNBC found that many job interview candidates say that they have still been asked inappropriate (and illegal) questions about things such as their age and intention to have children.

Rob Wilson, human resources expert and President of Employco USA (a Chicago-based employment solutions firm), says, “The reality is that many employers and hiring managers are asking questions that are either blatantly illegal or just hovering near that line. Yet I think it’s important to note that these people are not willfully thumbing their nose at the law, but that they lack the training and the knowledge required to handle interviews in a professional and ethical manner.”

Not to mention, says Wilson, the laws which regulate job interview questions are ever-changing. Questions which used to be considered par-for-the-course, such as questions about a person’s criminal background, could soon be against the law.

“People in many states are working to keep questions about an interview candidate’s criminal history out of the job interview process all together,” says Wilson. “They view these questions as discriminatory and depending on where you live, questions about a person’s criminal background have already been removed from job applications.”

So, what other questions are off the table when it comes to a job interview?

Wilson says, “Questions about a person’s age and marital status are no-go’s. And, while you can ask about any vacations or traveling plans a person has in the future, you cannot ask about their intention to have children…even if you see a visible baby bump! Additionally, you cannot inquire about a person’s religious or political beliefs.”

Employment expert Rob Wilson also adds that in many cases, asking about a person’s salary history could also be frowned upon. “There is a movement to remove questions about salary history from the interview process. Proponents say that this could help to repair the gender pay gap as well as racial pay gaps.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Suicide in the Workplace is Rising: What Employers Need to Know

H.R. expert talks warning signs and suicide prevention in the workplace

DepressionIn the heels of the recent tragedies of Kate Spade and Anthony Bourdain, many employers might wonder how they can best support their employees and colleagues who might be struggling with depression and suicidal thoughts. This is a valid concern, as workplace suicides have become a more common event in recent years.

According to the  Centers for Disease Control and Prevention’s National Center for Health Statistics, suicides have increased by 35% in the last 10 years,  and The Wall Street Journal says, “As suicide rates have climbed in recent years, so have instances of employees ending their lives at the workplace.”

Rob Wilson, President of Employco USA and human resources expert explains, “Of the 44,965 suicides in 2016, 291 of these deaths occurred in the workplace, which is a record high of workplace suicides.”

The trauma of a workplace suicide can be deeply devastating for coworkers and colleagues, even for those who did not directly witness the event or know the employee involved. “People instantly start to blame themselves and wonder what they could have done differently. They might feel anxious or have difficulty concentrating. The ripple effect will touch the entire office, whether your company is large or small.”

So, what should employers do to help support their staff?

“Every company should consider having an employee-assistance program for times like this. You can hire a therapist, particularly one with experience in suicide prevention. Create set times during the week where each employee will have time to sit down and speak with the counselor,” says Wilson. “You could also consider putting literature from the National Suicide Prevention Lifeline somewhere in the office, such as the employee break room or kitchen. And, when you see an employee who seems especially rundown or overworked, you might consider having a one-on-one chat with them and making sure they are okay. Encourage everyone to use their vacation time and to take time away from the office to clear their head.”

Wilson concludes, “The sad reality is that we are having a mental health crisis in our country at the moment. Some industries are having a particularly hard time right now, such as the New York Taxi Workers Alliance which recently shared the news that yet another taxi driver had taken his life due to extreme financial strain, making him the 6th NYC cabbie this year to make this heartbreaking choice. But, no matter where you work, our country’s current climate is tense, combative and anxiety-inducing. We all need to reach out and support one another a little bit better.”

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Podcast: Legal vs. Illegal Interview Questions

Rob, Scott, and Jason discuss legal vs. illegal interview questions; from laws that prohibit hiring discrimination to questions that you can and cannot ask. Plus, some recommendations on best practices for interview scenarios.

Employco also has an upcoming live webinar discussing “Legal Recruiting and Hiring” on June 21st. Register here: http://www.employco.com/blog/2018/06/06/webinar-june-2018/

Interview Questions

Contact us with any questions you may have, we’re here to help: hr@employco.com