22 Jul 2015
President Obama recently proposed new overtime regulations which could greatly effect businesses by increasing the minimum salary requirements for an employee to be classified as exempt. More details can be found in the articles from CNN and the Washington Post. According to these sources, the minimum is expected to rise from approximately $455 per week to approximately $970 per week, requiring that any employee who makes less than $970 per week will begin to receive overtime pay for any time over 40 hours. Although at this time it is only a proposed change, this is something that business owners should be aware of going forward in order to prepare for how the proposed changes could impact them.
28 May 2015
Human Capital Concepts (HCC) a Professional Employer Organization and HR Consulting company based in Indianapolis, IN is pleased to announce the addition of Theresa Tymoski, HR Consultant, Kristine Jarboe, HR Administrator and Justin Uhlman, Benefits & Payroll Coordinator, to its staff.
13 May 2015
24 Apr 2015
HCC was proud to sponsor the All County Luncheon held on April 21, 2015 at the Ritz Charles. The All County Luncheon is an event put on by the following Chambers of Commerce organizations: Carmel Chamber and Fishers Chamber.
There were over 385 people in attendance from numerous chamber businesses. These two chambers have recently announced their merging – now creating OneZone
Our own Harlan Schafir will be one of the speakers at TechPoint’s Entrepreneur Bootcamp on October 10th. He will be discussing insurance for entrepreneurs as well as the benefits of using a PEO.
To read more, please check out the article on Harlan and the other speakers at this great event.
04 Jun 2014
Running a PEO is a day-to-day challenge. I speak from experience, as I’ve done this for the past 19 years. As challenging as it may be to run the daily operations of a business like ours, perhaps an even bigger challenge is finding great salespeople to sell this interesting product.
As we build our companies, I believe we all agree that having the best and the brightest staff is a key to our companies’ success. Sounds so easy, doesn’t it? We all think the people we hire will be successful, but as we all know, it does not always work like that. So, what goes wrong? Is it us or them?
Let me start by asking the questions, “Do you really understand what makes your top salespeople successful?” What characteristics do they have that make them successful? More directly, what makes them so good, beyond the fact that they sell a lot of deals? While there is no magical way to figure out who will be a great sales performer, you can significantly increase your odds of selecting and hiring the right person. Let me explain.
The first key is understanding a concept called “jobfit.” Jobfit exists when the job requirements, the core characteristics of the employee and your company culture are all in alignment. When these three things are in sync, employees will significantly outperform their counterparts. We’ve probably all experienced this, either in our own companies or in client companies. It can be likened to “catching lightning in a bottle.”
So how do you do this, especially with salespeople? If they are good at selling in general, they’re probably very good at selling themselves in an interview. This means the traditional approach of looking at their work history and how they handle themselves in a typical interview scenario may be lacking.
Start by using a validated employee assessment product to assess all your sales staff (not just top performers) who have been on the job for at least one year. When you look at the results, you will find some common traits all your top performers have. It may be behavioral traits (assertiveness, outgoing nature, attention to detail), or it may be their ability to learn and process information (cognitive traits).
Next, use this information to build a pattern of success. Assessment tools allow you to successfully develop a benchmark of the key common traits of your good performers. All future candidates may be assessed using the same tool. By comparing them to the benchmark model of success you created, you can now objectively determine which candidates have the cognitive and behavioral characteristics that are similar to your top performers.
Is this foolproof? Of course not. In fact, Department of Labor (DOL) and Equal Employment Opportunity Commission (EEOC) guidelines suggest that these assessment results should count for no more than 33% of your hiring decision. The rest should be based on your existing hiring process approach. However, by using this valid and objective data, you are much more likely to hire new people who are similar to your top performers. This leads to shorter learning curves, higher sales per employee, more positive feedback from your clients and staff, and better profitability.
As the quote goes, “If you always do what you have always done, you will always get what you always got.” If you are looking to improve your sales team and the sale performance of your company, you must invest the time and energy to get it right.
21 May 2014
In Harlan Schafir’s recent blog, Great Customer Service is Delivered by Happy Employees, he touches on the importance of the “Golden Rule” in business, both with clients and employees. By treating employees the way you want to be treated, they will deliver consistently good customer service. This is true for the culture here at HCC as well.