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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 HarTech Point Bootcamp graphiclan and the other speakers at this great event.

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.

Happy hunting!

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.

12 Mar 2014

HCC Hires HR Consulting Intern

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Human Capital Concepts (HCC) a Professional Employer Organization and HR Consulting company based in Indianapolis, IN is pleased to announce the hiring of Patrick Johnson as an HR consulting intern.  Patrick will be graduating from the IU Kelly school of Business (IUPUI campus) in December.  He is obtaining a degree in Business with an emphasis in HR.  He is married and his wife is going to Purdue in Lafayette.   Patrick will be doing operations work and being exposed to many areas in HR within the organization.

03 Mar 2014

HCC Adds Kristen Miller To Staff

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Human Capital Concepts (HCC) a Professional Employer Organization and HR Consulting company based in Indianapolis, IN is pleased to announce the addition of Kristen Miller, SPHR to its staff as Executive VP, HR Consulting.  Kristen has over 25 years of human resources experience with both large and small companies in the U.S. and internationally.  For more information regarding Kristen, please see our Meet Our Management Team page.

Posted November 2013 • businessleader.bz • Bill Dragon

Obamacare is coming next year, and individuals in need of insurance must sign up now through March 31, 2014, or face a tax penalty.

For employers, a key component of the law has been delayed until 2015. That is the “pay or play” provision where employers of 50 or more full-time employees will have to start providing health coverage or be assessed a penalty of up to $3,000 per each full-time employee.

Helping local business owners to understand the implications of this massive law are several Indianapolis-area law offices. At least three local firms have been busy conducting informational seminars and webinars on Obamacare. These include Krieg Devault, Faegre Baker Daniels and Ice Miller.

One such seminar was conducted Oct. 3 at Woodland Country Club and was attended by about 400 business owners. At the seminar Harlan Schafir of Human Capital Concepts, in partnership with Krieg Devault, presented an overview of the law and answered questions.

Most of the business owners in attendance had less than 50 employees, Schafir said. A few had 200-300 employees. Schafir said that there is a lot of confusion caused by changes in the law. A lot of business owners think the law’s been deferred. In reality, it’s just the “pay or play” piece that’s been deferred. The individual mandate has not.

“They’re looking for us to help clarify some of the question and answer combinations that they have to consider confronting them so that, based on the answer, they can make the decisions as to what they want to do,” Schafir said.

He compared the uncertainty about Obamacare to driving a car.

“Right now, people don’t understand what the speed limit is. They don’t know if they’re up to speed or not. I can make the decision to drive faster than 70 mph, but I don’t even know if it’s 70.”

Defining full-time
The law is still being defined, but one common concern always voiced is the “50 fulltime employee” piece of the law and just how that number is calculated.

Employers should be taking time now to calculate who is considered full-time for determining whether they have 50 employees and thereby have to participate in the mandate. There is no such requirement if you have less than 50 full-time employees.

“The general rule is, if someone works on average 30 hours a week in a month, they’re entitled to be offered coverage,” said Gayle Skolnik of Faegre Baker Daniels.

“There is a method to calculate and determine whether those variable hour or seasonal hour employees are considered full-time by looking back at a measurement period (often 12 months) of that employee’s past work record,” Skolnik said.

“I’ve heard a lot of exacerbation expressed, particularly by the small business owner, about just how difficult it is to get a grasp on these very detailed rules,” she said.

Consult your counsel
The best way for a business owner to be sure if they are required to participate in the mandate is to consult legal counsel.

Chris Sears of Ice Miller shares this advice in each seminar he conducts:
“What we’re telling them is really use now through 2015 to understand your employee makeup, what the demographics are, how much people are working, start tracking those hours, have a really good understanding this time next year who you should offer your coverage to if you want to avoid the penalty.”

That way, by 2015, everyone will know the speed limit on Obamacare.

View The Source Article from Carmel Business Leader (www.businessleader.bz)

Briefly: Harlan Schafir to speak at the Interactive Workshop on the Affordable Care Act for The CEO Network, Thursday, October 3, 2013.

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Story: IBJ | SCHAFIR: Businesses face tough decisions over health care
Posted: 9/16/2013

Briefly: Now that the election is over, it seems clearer that the Patient Protection and Affordable Care Act, or Obamacare, will likely move forward. The question is whether business owners will be able to steer their employees to state exchanges and wash their hands of health care coverage.

Read the full story

16 Jul 2013

OneAmerica Selects New Board Members

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Story: Inside Indiana Business “Bigwigs and New Gigs”
Posted: 7/16/2013

Briefly: Indianapolis-based OneAmerica Financial Partners Inc. has elected Tiffany Olson and Chong Man Lee as its newest members. Olson is president of Indianapolis-based Navimed LLC and Lee is a co-founder of Indianapolis-based Human Capital Concepts LLC.

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Oct. 3, 2012, Scottsdale, Arizona — The National Association of Professional Employer Organizations (NAPEO) today announced that NAPEO member Harlan Schafir is the 2012 recipient of the Michaeline A. Doyle Award for his important contributions to the PEOindustry.

Schafir is a partner and chief visionary officer of Human Capital Concepts in Indianapolis, IN and a member of NAPEO’s Board of Directors. He also chairs the association’s Health Care Task Force, which has been working to sift through the implications of the Patient Protection and Affordable Care Act and to develop NAPEO’s approach to help its members navigate the new health care landscape.

“Harlan’s commitment to the PEO industry is absolutely unwavering, and he has always been one of our best ambassadors,” said NAPEO CEO Pat Cleary. “Over the past year and a half alone, his leadership and dedication have helped steer us through some very complex and challenging issues.”

Schafir has been a NAPEO member since 1997, holding numerous committee and leadership positions throughout his tenure. He has more than 20 years of experience in the PEO industry and is the founder of one of the first PEOs in the state of Indiana. He is a graduate of the University of South Florida.

The NAPEO award was named in honor of Michaeline A. Doyle, who was devoted to providing education and professional development for the PEO industry. PEOs provide payroll, benefits and human resources services to small and mid-sized businesses. Approximately 250,000 small and midsize businesses use a PEO, and some 2.5 million people are covered by a PEO arrangement.

About NAPEO
Formed in 1984, the National Association of Professional Employer Organizations (NAPEO) is the national trade association for the PEO industry and the voice of the PEO industry. PEOs provide payroll, benefits and other HR services to mostly small and medium-sized businesses. NAPEO has approximately 500 members operating in all 50 states. NAPEO’s PEO members range in size from start-up PEOs to large publicly held companies. For more information about NAPEO, please visit www.napeo.org. You can also follow us on Twitter @NAPEO. For more information on Human Capital Concepts, please visit www.humancapitalconcepts.com.

 

View the Press Release


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