Recruitment Solutions

What Employers Need to Know About Fall Internships

Employco USA

H.R. expert explains how companies should approach hiring student interns

With fall approaching and school commencing, many college students will be considering a fall internship. However, companies who are considering hiring student interns need to be careful about how they proceed with this arrangement.

Internships“Interns can no longer be used as free labor,” says Rob Wilson, human resources expert and President of Employco USA, an employment solutions firm. “It is crucial that the intern can be shown to benefit as much from the arrangement as the company itself.”

Wilson explains that companies who are considering interns should consider not only how these workers would benefit them, but how the experience itself can benefit the intern. “Students will need to be able to prove that their time with your firm is educational and applicable to their chosen major,” says the H.R. expert.

Furthermore, says Wilson, companies will need to budget for these interns.

“The days of free internships are pretty much over,” says Wilson. “There is a very thin margin of internships where it is still okay for a worker to receive no financial compensation, but we advise all of our clients to pay their interns. It’s a good business practice and one that will be beneficial for you in the long run.”

Wilson also says that hiring interns will bring a fresh perspective and a new outlook to companies.

“When you bring the next generation into your workplace, you are going to enjoy the benefit of their unique outlook and fresh take on issues in your industry,” says Wilson. “Student interns should be a win-win for both you and them, provided you take the needed steps to make sure the program is run effectively and managed well.”

For more on this topic, you can listen to Employco USA’s HR Podcast entitled, “Company Internship Programs.”

Internship Programs

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

Podcast: Company Internship Programs

Employco USA

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

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

Employco USA

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:

Continue reading →

Is America Really Near Full Employment?

Employco USA

Employment expert weighs in on the truth behind latest jobs numbers

JobsThe latest jobs report has many people talking about “full employment” and the fact that America is allegedly near this state. However, what does full employment really mean, and is our nation truly almost to this place?

Rob Wilson, President of Employco USA and employment trends expert says, “The fact is that we are not at full employment yet.  We’ll know if we are approaching full employment when inflation starts to really pick up, which I expect to see within the next 6-9 months.  At that time, I believe the Fed will answer with more dramatic rate increases and we’ll virtually reach full employment.”

Wilson says that experts who are calling this ‘full employment’ are speaking too soon due to our rocky economic history.

“Normally, the general rule-of-thumb full employment indicator of around 4.5% can’t be relied upon right now.  We’re still in uncharted waters coming out of the freakish recession and the new tariffs, which means the economic and employment industries are struggling with accurate predictions,” says Wilson.

However, Wilson says that the jobs’ report is very good news, and right on track with what employers in this nation say they are experiencing.

“In talking to our clients, even though we’re not quite at the full employment level yet, employers are still having a difficult time finding good quality candidates for their open positions.  We haven’t seen significant wage growth that typically accompanies low unemployment rates, but I think that’s next on the horizon,” says Wilson. “We need to be careful to keep rapid wage growth under control, otherwise, the U.S. might face a brand-new set of problems that will be very tough to overcome.”

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

The Illegal Questions Employers Ask on Job Interviews

Employco USA

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.

Why So Many Americans Are “Ghosting” Employers

Employco USA

Employment experts talks new trend and how it’s impacting the hiring process

Ghosting“Ghosting” (when a person ends a relationship with no communication or forewarning) has been a hot-button topic in the dating community for years, but now the word is being used in employment circles to describe a new and troubling trend of job applicants who simply disappear off an employer’s radar.

“Ghosting isn’t just for Tinder users anymore,” says Rob Wilson, President of Employco USA and employment trends expert. “It seems that our booming jobs economy has led to applicants who simply ‘disappear’ during the interview process. According to LinkedIn, many employers now say that the tides have turned on them…instead of applicants desperately hoping to get a call-back, hiring teams themselves now find themselves dealing with unanswered calls and candidates who suddenly go MIA without warning.”

Wilson says that the problem is such that some companies have even instituted changes to their hiring process, including putting multiple conditions on job offers. He also adds, “Instead of narrowing it down to just 1-2 qualified applicants and cutting everyone else loose, companies are now wisely holding onto all possibilities before assuming that their search is over. With so many job openings, applicants can now play fast and loose with opportunities, and sadly many of these applicants take the coward’s way out and simply disappear without any further communication.”

Along with this growing trend of ghosting job opportunities, Wilson says that many employees are now quitting their posts in droves. “According to the  Bureau of Labor Statistics, the amount of employees who have voluntarily left their jobs is almost DOUBLE that of the number of employees who were fired. And, in March of this year, 3 million Americans quit their jobs out of their own volition.”

While Wilson says it is wonderful that so many jobs are opening up and Americans now feel safe to quit their positions or seek new opportunities, he cautions that ‘ghosting’ possible employers is in very bad form and could come back to bite you in the future.

“Even if you decide you do not want to work with a company, it is a bad idea to just cease communication without giving the employer any idea of what is going on,” says Wilson. “You never know when you could wind up looking for a job again, or when you could find yourself at an industry event or networking dinner with that same hiring agent. It’s always best to treat people the way you would want to be treated, even in the hiring process.”

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

Update: This blog post was quoted by Benefits Pro in an 07/13/18 article, read more here:
https://biv.com/article/2018/07/one-five-bosses-are-judging-their-employees-taking-lunch-breaks-study

Benefits Pro

Why Teens Don’t Have Summer Jobs Anymore

Employco USA

Fewer teens are getting summer jobs, but what does this mean for the economy as a whole?

Summer JobSummer jobs among kids ages 16-19 has declined by 30 percentage points since the 1970s. What is the reason for this lack of teen employment, and what does it mean for the economy?

Rob Wilson, employment trends expert and President of Employco USA, says several factors are at play. “First, stores such as Macy’s and Sears have closed hundreds and hundreds of stores in recent years, and thousands of jobs have been lost as a result.”

Once the mecca for teens looking to socialize as well as earn cash, these shuttered retail stores could spell trouble for teens.

“When so-called ‘anchor’ stores such as Sears or J.C. Penney close down, it becomes very problematic for the mall as a whole,” explains Wilson of Employco USA. “Filling that retail space is very difficult, and with giants like Sears experiencing a major decline, that means that many malls across the country are going to be left with huge vacancies. This puts all the stores within the mall at major risk, from your kiosks to your pretzel stands to your small clothing stores.”

In addition, teens are now shifting their focus from flipping burgers to working internships in their desired field of employment, especially as President Trump has now made internships more widely available to teens. Continue reading →

How to Decrease Employee Turnover

Employco USA

Employment solutions expert talks employee retention and ‘on-boarding’ new employees

Employee TurnoverEmployee turnover can be very costly, yet employee retention rates have been decreasing in recent years. In fact, one recent study found that one-third of employers expect to lose employees this year. So, what can companies do to better retain their top talent?

Rob Wilson, President of Employco USA and employment solutions expert says, “Employee retention is no longer as simple as giving your workers adequate compensation for their efforts. In order to keep top-performing talent on staff, employers really need to make an effort to stand out from the crowd and make their firm a place people want to work.”

Wilson says that “on-boarding” is one way to make sure that employees stick around. “On-boarding is a new term which H.R. professionals are using to describe the way in which companies can help new employees have a smooth introduction to the team. It’s an ongoing process that lasts far beyond an employee’s first day, and it’s meant to help keep workers engaged and inspired, which in turn can help increase employee retention rates.”

The employee engagement expert says that on-boarding should be done with intention and foresight. “You should chart out your employee’s first 3-6 months with the company,” says Wilson. “You want to integrate them into the firm and make them feel like they are part of a community, rather than just another cog in the machine. You can do so via social engagements, in-office mentoring, and team building exercises. On-boarding is quickly becoming part of every progressive and forward-thinking company, and it’s one way to help keep employees from feeling disengaged.”

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

Should Employers Be Allowed to Ask About Your Salary History?

Employco USA

Employment expert explains why it’s illegal in many states to ask about past salary

Salary HistorySeveral cities and states have banned the infamous “salary history” question from the interview process, including California, Delaware, Massachusetts, New York City, New Orleans, and many more. But, why is this question being banned, and what do employers need to know in order to protect themselves?

“Part of the thinking behind banning the salary history question is that it will help to minimize the gender pay gap,” says Rob Wilson, President of Employco USA and Employment Trends Expert.

The belief is that inquiring about salary history can create a vicious cycle in which women are paid less presently and in the future, simply because they were paid less in the past. Concerned civil rights activists point to the fact that women are offered less when compared to similarly trained and educated males, even when these interviewees are coming right out of college.

“In other words, social justice activists want to reverse this trend by wiping that question off the interviewer’s docket,” says Wilson. “And, interviewees who lie or fudge their past earnings do so at their own peril: It is possible for employers to discover your salary history, as some employers ask for W-2 forms or pay stubs to confirm your compensation, or they might ask you to sign a form to permit them to ask your employer about your past earnings.”

Wilson says that people also say asking about salary history is unfair when it comes to employees who are moving from a city with a lower cost of living.

“For example, if a Chicago-based employer asks someone who lives in rural Indiana about their salary history, it could be seen as problematic because that employee is going to be faced with the high cost of city living although they are going to be receiving compensation based on their previous low cost of living,” says Wilson.

So, what should employers do?

  • Revise and review on a periodic basis.  It is always a good idea to review what each job title in your company earns elsewhere in the marketplace, regardless if the position is open or currently filled. “At a minimum, I recommend obtaining new salary survey data for each open position,” says Wilson. “This provides the current market rate for the position and what the employer can expect to pay for average vs all-star talent.”
  • Be transparent about salary whenever possible. “If you’re going to pay within the market average, consider advertising the salary range to the candidates,” says the employment expert. “Demystifying what you intend to pay the chosen candidate will help to foster an environment that is immune to criticism and charges of inequality.”
  • Get clear on candidates’ expectations. “Ask candidates early in the recruiting process for their compensation goals,” says Wilson. “Asking ‘What is your salary target?’ is an invaluable and simple question which is beneficial to both parties. In situations where candidates are looking for more than you feel they are worth, it will save everyone’s time if there is a significant discrepancy.”

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

How 2018 Summer Internships Will Change Under President Trump

Employco USA

Employment trends expert explains changing regulations regarding internships

InternshipResearch shows that students who have internships are more likely to find employment following graduation than students who do not. However, in recent years, controversy over unpaid internships has meant that some companies have decided to change their policy regarding student interns.

But, President Trump might be reversing that trend, as new policies regarding unpaid internships will loosen up the regulations that companies formerly faced.

“Under recent provisions to the Fair Labor Standards Act, it is now legal for employers not to pay interns, provided that the intern benefits more from the working relationship than the employer does,” says Rob Wilson, employment trends expert and President of Employco USA. “It is also important that the intern does not perform any tasks or functions which would replace the efforts of any existing employees.”

In other words, says Wilson, these new provisions will make it easier for students to find internships than in previous years, while simultaneously protecting the jobs of paid workers.

“Just because an internship is labeled ‘unpaid’ does not mean that it is valueless,” says Wilson. “Nothing compares to hands-on learning, and students can vastly benefit from these positions.”

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