It is about fit. Hiring the right person at the right time for the right job in the right place. 

• Published on March 17, 2017
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It is all about fit- for everyone!

This news report is a perfect example of an organization's culture lead by its values. I tell job seekers to wait until an offer is being made and the recruiter raises the issue. Here's why.  First of all, you may impress the recruiter to the point that the job eventually offered is higher than the firm even had open when they first contacted you. The fit is key, especially in startups and if they are looking for people interested in equity and building a firm-that is different than a person interested in paid holidays and more vacation. The mindset is different. Neither is wrong it is the fit of the person, their qualifications and the wants of this value-based culture, and the wants and needs of the person. Again, neither is wrong. 

Recruitment is about finding the right person for the right job at the right time at the right place. If any of those are wrong, the fit is not good for the firm or the person.  Now the recruiter could have handled the response in a better way, and I am sure has been trained to do this better. 

To ask the question of the recruiter prematurely is to lessen your chances to impress and show a "what are you doing for me" attitude. The recruiting process is a courtship and needs to evolve.  You don't get the ring after one good dinner. Sell your education and experience, show what you will contribute to helping the business succeed and you will succeed in getting that position or even one above it. I've seen it happen time and again. 

https://www.buzzfeed.com/ishmaeldaro/skip-the-wages?utm_term=.ltx4BG6kj0#.salz54BZQy

He gets it.

• Published on April 27, 2016
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He didn't give them a raise...he didn't pay more or other benefits.....he gave them value...a partnership...a long term gift that could change generations....he gets it.......#HR #leadership#smallbiz #goodnews #greatman

Get a great feeling watching this!

Voting time off still in your handbook?

Today in Florida is primary election day.  I have seen several handbooks and policies where employers are providing up to 2 hours and some up to 4 hours- off to vote.  There is no longer the need to do this.  Polls open early now.  People can vote by mail-in ballot.  So, look in your policies and your handbook (bargaining unit contracts are different!) and update this policy.  

What is going on in your head?

• Published on March 10, 2016
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• Learn about the thought processes that may be holding you back from your true potential as well as those balanced thought processes which may be hidden and overridden by the "loud" voices.   I invite you to take this free, quick assessment.  Contact me if you would like to learn more ( we can schedule a debrief of the full 35 page results!)   Click on the link to take this 8-10 minute assessment.

HR for every size business

Here are some tips with links shared at a recent Safety Harbor Chamber Meeting by krexconsulting Principal Consultant Kelley Rexroad.  These are a few key items that will help every business with their HR processes.

1. Be sure you have an application; not just a resume.  An application allows you to ask the questions and gather the information you need for the business.  the resume may have information which would not have anything to dow with the job ( like religion or age).  Yet, if that is the only information for which you are using, and your don't employ the person then you  may be accused of using potentially discriminatory information.  Have an application that does not ask for year of HS graduation and Social Security Number.
2. Be sure each interview question is around the job requirements.  Start with “Are you able….?” Such as “Are you able to work until 7pm some nights?
3. The Job Description allows you to define what the job is, what success int hat job will look like and what expectations are for the position. Without definition of the role how do you know a person can do the job?
4. Be sure to have an offer letter that outlines the job title, the start date, and the salary in an amount that is by pay such as hourly or bi weekly.  Do not just like the annual pay.  Offers should be made with a contingency around drug tests and background tests.
5. Be sure to have a 90 day introductory period.  If the person is not working out, have a conversation with him/her.  If you do not see immediate improvement it probably wont be any better.  The 90 day deadline is related to unemployment. 
6. Be sure to collect an I-9 form for each employee within the first 72 hours.  Be sure you have the latest form. http://www.uscis.gov/sites/default/files/files/form/i-9.pdf  The Employer’s Guide is really good-http://www.uscis.gov/sites/default/files/files/form/m-274.pdf,   These forms must be kept outside of the personnel file. Use a 3 ring binder keeping them in alphabetical order with a tab for terminated files behind the active employees.
7. Be sure you have your posters up.  You can get them free from here:  http://www.floridajobs.org/business-growth-and-partnerships/for-employers/display-posters-and-required-notices
8. There are many HR related items in Tallahassee.  Be sure to talk to your representative about them.  
9. Obamacare regulations continue to roll out.  Stay tuned in with this site: https://www.healthcare.gov
10. There are change in the salary test expected involving the Fair Labor Standards Act. This was initiated by the President: https://www.whitehouse.gov/the-press-office/2014/03/13/presidential-memorandum-updating-and-modernizing-overtime-regulations The particular fact sheet will be updated as soon as the change is announced.   http://www.dol.gov/whd/overtime/fs17c_administrative.pdf  A general fact sheet is available here:http://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.pdf
11. Be sure you are to date on Protected Concerted Activity and Section 7of the National Labor Relations Act.  This is important  whether you have a union or do not.  This pertains to every business.  There are changing items relating to social media so be sure your policies and handbook are up to date.  Here is one site from which to learn more:  http://www.nlrb.gov/rights-we-protect/protected-concerted-activity
12. Understand that there is an increased focus on employees working off the clock by answering emails or being on call.  Be sure your job descriptions are up to date and that non exempt employee are paid properly.    http://www.dol.gov/whd/offtheclock/
13. Since it is summer-remember that private employers may not have unpaid interns unless the specific rules have been followed.  Details are here:  http://www.dol.gov/whd/regs/compliance/whdfs71.pdf
14. There are new forms for those employee subject to Family Medical Leave.  There are some fact sheet and some new forms.  Be sure you get them here:  http://www.dol.gov/whd/fmla/

Human Resources is not about just being compliant.  It is about maximizing your largest budget item.  How do you develop and appreciate the talent you have?  It is the people who make a difference in your business.  Are you doing all you can, should and want to for yours? If you have any questions or need more information, please contact Kelley Rexroad, krexconsulting at 813-920-9030 or kelley@krexconsulting.com 

A How To:  

Fall back! How's that work with time sheets?

Employees working the graveyard shift when daylight-saving time ends ithis weekend work an extra hour because the clocks are set back one hour at 2 a.m. (in most states)

Here's an example:  Sam works a scheduled shift starting at 8 pm p.m. and ending at 4:30 a.m. the next day; Sam works an eight-hour shift and receives a 30-minute (unpaid) lunch break. This Sunday, daylight savings time ends and clocks are turned back (fall back).  For this shift Sam worked 9 hours.

The Fair Labor Standards Act requires that employees be credited with all of the hours actually worked. In this example, Sam will be paid for nine hours.

If Sam works the rest of the week at the regular schedule, Sam will be paid for 40 hours at regular pay and one hour of overtime (in most states). 

Your organization's culture does impact your bottom line!

Culture does impact bottom line!  Here in Florida our previously known Kash N Karry stores aka Sweet Bay are changing to Winn Dixie.

I waited until mid week to visit the one near us. so, no one to greet me...a table with the WD rewards cards...but no one...and it was 25 minutes before someone said hello...with eye contact and then asked me if I needed help finding things...There were plenty of people but it was Andrew who said hello.  

Saw the manager who made a point later on to say hello in front of people...the same manager who told me when it was SweetBay..."that we don't do that welcome to the neighbor thing anymore"...as he wanted away..."not sure why"....oh, and I had to find him to ask him for a package for our new pastor who was moving to the area.  

The expectation is a clean store, reasonable value, reasonable prices but the people make the experience....the 17 people who had chances to say hello to  me...to the new WD store.

Culture ...engaged employees.....who want to be involved with the people releasing their money....

It isn't the sign, the new carts, or the computer system....it is the people....

What a waste of money for I predict there will be many of these store closed after this new, improved...

Give me a smiling employee who wants to help me and I'll take an old wobbly wheeled cart with an old name on it...