For small and mid-sized businesses, the pay gap is even more unequal than the national average (.66/$1). Here's the story and ideas on how to close the pay and perception gap.
Agency talent churn is coming. The Great Recession has bred hordes of restless agency staffers. These valuable people are getting ready to seek better jobs.
Here are some thoughts on addressing this problem.
Agency talent churn is coming. The Great Recession has bred hordes of restless agency staffers. These valuable people are getting ready to seek better jobs.
Here are some thoughts on addressing this problem.
Millennials (a.k.a. Generation Y, or those born between 1982-2004 ) now comprise the largest generation in the workforce. In fact more than a third of all American workers today are Millennials.
You’ve probably already hired Millennials and will be hiring more. But don’t expect them to stay long. Millennials are twice as likely as 30-somethings to leave a job after just three years, and this gap will only widen with age.
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.
Employee turnover in the nonprofit industry is at 20% and climbing. This presentation will help explain why, and give you 7 simple ways to reduce employee turnover in your agency.
Accelerate Your Business Healthcare: RCM FocusedCiara Lewin
We realize there is an ever increasing gap between offshore vendors and US providers and offices. This gap is related to miscommunication, lack of education and ultimately expertise to guide both teams in understanding how to better work and thrive with each other's help. We've tailored made an acceleration program to help expedite your growth.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
Entrepreneurs are the mythic heroes of our economy. We relish retelling the stories of superstar entrepreneurs such as Steve Jobs, Biz Stone, and Debbi Fields. But are they typical? Most new businesses stay small and don’t change the world (at least, not all by themselves).
Let’s start with a 360° view of what a “typical” new business looks like, according to our research.
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
"Culture fit" is a phrase that's been buzzing around the recruitment realm for decades--but what does it really mean? It's a concept that's long been muddled and Hueman's here to set it straight. Join Hueman: Your RPO Partner for a webinar discussing the true meaning of company culture, how to define it and, most importantly, how to hire for it--all to bolster your bottom line. The discussion will also feature insights from Hueman founder and CEO, Dwight Cooper: the only individual who has built a Best Workplace in America for 13 years in row.
Webinar Objectives:
*Understand your company’s definition of culture fit
*Provide a framework for assessing and editing your company’s external culture
*Provide a framework on how to properly recruit and hire for your company
Who Should Attend:
*Hiring managers
*HR leaders
*Marketers / Recruiters responsible for employer branding
Find video at: http://resources.rpoassociation.org/recruiting-for-culture-fit-webinar
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Millennials (a.k.a. Generation Y, or those born between 1982-2004 ) now comprise the largest generation in the workforce. In fact more than a third of all American workers today are Millennials.
You’ve probably already hired Millennials and will be hiring more. But don’t expect them to stay long. Millennials are twice as likely as 30-somethings to leave a job after just three years, and this gap will only widen with age.
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.
Employee turnover in the nonprofit industry is at 20% and climbing. This presentation will help explain why, and give you 7 simple ways to reduce employee turnover in your agency.
Accelerate Your Business Healthcare: RCM FocusedCiara Lewin
We realize there is an ever increasing gap between offshore vendors and US providers and offices. This gap is related to miscommunication, lack of education and ultimately expertise to guide both teams in understanding how to better work and thrive with each other's help. We've tailored made an acceleration program to help expedite your growth.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
Entrepreneurs are the mythic heroes of our economy. We relish retelling the stories of superstar entrepreneurs such as Steve Jobs, Biz Stone, and Debbi Fields. But are they typical? Most new businesses stay small and don’t change the world (at least, not all by themselves).
Let’s start with a 360° view of what a “typical” new business looks like, according to our research.
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
"Culture fit" is a phrase that's been buzzing around the recruitment realm for decades--but what does it really mean? It's a concept that's long been muddled and Hueman's here to set it straight. Join Hueman: Your RPO Partner for a webinar discussing the true meaning of company culture, how to define it and, most importantly, how to hire for it--all to bolster your bottom line. The discussion will also feature insights from Hueman founder and CEO, Dwight Cooper: the only individual who has built a Best Workplace in America for 13 years in row.
Webinar Objectives:
*Understand your company’s definition of culture fit
*Provide a framework for assessing and editing your company’s external culture
*Provide a framework on how to properly recruit and hire for your company
Who Should Attend:
*Hiring managers
*HR leaders
*Marketers / Recruiters responsible for employer branding
Find video at: http://resources.rpoassociation.org/recruiting-for-culture-fit-webinar
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Employers Say Skills Are LackingIn Candidates And New Hires.docxSALU18
Employers Say Skills Are Lacking
In Candidates And New Hires
Today, more than ever before, employers say job candidates are outside the company. If you can't accept feedback, handle
lacking basic skills. They may have a degree or a diploma, but emotions, resolve conflict, and work well with others, you won't
don't measure up to workplace standards. Several skills areas be hired and if on the job, could be fired.
frequently mentioned include: Adaptability. Change is constant. We all have to adapt -
Speaking skills. Many of us have grown lax and don't even to new things, new people, new ways, new technologies. If you
hear ourselves use phrases like, "he ,---------------------, can't adapt and if you don't quickly
don't", "it ain't right", "he and me bounce back after set-backs, you
went" and so on. But others do hear it r.~'iIt--,\ won't last long.\tc'3~
and it will keep someone from getting Problem solving and critical
a job or a promotion. thinking. Employers want employees-.
Businesswriting. With Twitter and who can innovate, analyze situations,
texting, it's easv-to-tall into-the -trap - - and find-solutions-to problems. With
of shortcutting and taking liberties less people and fewer resources,
with generally accepted writing rules. employees have to be self-directed,
But, whether it's a letter, memo, work independently as well as in
e-mail, phone message, or a report, teams, and think on their feet.
employers expect employees to write, ~ These skills seem common
proof, and distribute proper, clear, sense. But they are not transferring
and error-free messages. into the workplace. Some of these
Understanding numbers. Everyone is responsible for the skills can be measured, some observed, others are harder to
bottom line and the bottom line is defined by numbers. Without assess. But all of them are essential.
being well-grounded in simple and complex math, you won't One excellent program for assessing skills of job candidates
have value. and skill gaps for employees is the Office Proficiency Assessment
Interpersonal skills. Today's workplace requires teamwork
- with people above and below your rank, people inside and ... see Skills Lacking on page 3
Susan Fenner, Ph.D. has made a career out of following workplace and workforce trends. For
more than 25 years, she was the Manager of Education and Professional Development for the
International Association of Administrative Professionals (IMP) and now serves as the Chief
Learning Architect for Speakers you Need (SyN), a consortium of subject-matter experts who
provide training to organizations. She was the Admin Support Advisor on Monster, and had columns
in Office
Solution
s and OfficePro magazines. She was also the General Editor for The Complete
Office Handbook. Susan has worked with business educators and corporations to prepare office
professionals to excel in their roles. She has also worked with educators to develop a business/
administrative curriculum used throughout the U.S. and Can ...
Companization - Business as usual is over! Plantagon
Companization. Two different organizations – one non profit and one for profit - both on the foundation of the Earth Charter and the Global Compact. By implementing these two documents into the corporate articles of association we bring moral questions into an otherwise purely economic forum. equity, ethics and sharing becomes major principles at Plantagon. (Folder 20 pages) www.plantagon.com
B. H. Burke & Co., Inc. presented at MAIA\'s Big Event 2011 in Boston. How to find producers, pay them, and what they should be doing (with new technology).
Representative of the Synagic Group, which provides business back office solutions based in California, USA. In his private life, he is involved in entrepreneurship training programs at universities through NGO activities. Lives in Beverly Hills, California with his family.
Representative of the Synagic Group, which provides business back office solutions based in California, USA. In his private life, he is involved in entrepreneurship training programs at universities through NGO activities. Lives in Beverly Hills, California with his family.
YouWiN! 2015 nigeria 10 million grant awards.www.youwin.org.ngasadq2
get youwin nigeria grant money in 2015, apply and register. follow up with more information at www.howtogetyouwin.com
apply youwin, latest youwin information, register for youwin, youwin nigeria, youwin nigeria 2015 at www.youwin.org.ng
Best Crypto Marketing Ideas to Lead Your Project to SuccessIntelisync
In this comprehensive slideshow presentation, we delve into the intricacies of crypto marketing, offering invaluable insights and strategies to propel your project to success in the dynamic cryptocurrency landscape. From understanding market trends to building a robust brand identity, engaging with influencers, and analyzing performance metrics, we cover all aspects essential for effective marketing in the crypto space.
Also Intelisync, our cutting-edge service designed to streamline and optimize your marketing efforts, leveraging data-driven insights and innovative strategies to drive growth and visibility for your project.
With a data-driven approach, transparent communication, and a commitment to excellence, InteliSync is your trusted partner for driving meaningful impact in the fast-paced world of Web3. Contact us today to learn more and embark on a journey to crypto marketing mastery!
Ready to elevate your Web3 project to new heights? Contact InteliSync now and unleash the full potential of your crypto venture!
What You're Going to Learn
- How These 4 Leaks Force You To Work Longer And Harder in order to grow your income… improve just one of these and the impact could be life changing.
- How to SHUT DOWN the revolving door of Income Stagnation… you know, where new sales come into your magazine while at the same time existing sponsors exit.
- How to transform your magazine business by fixing the 4 “DON’Ts”...
#1 LEADS Don’t Book
#2 PROSPECTS Don’t Show
#3 PROSPECTS Don’t Buy
#4 CLIENTS Don’t Stay
- How to identify which leak to fix first so you get the biggest bang for your income.
- Get actionable strategies you can use right away to improve your bookings, sales and retention.
Salma Karina Hayat is Conscious Digital Transformation Leader at Kudos | Empowering SMEs via CRM & Digital Automation | Award-Winning Entrepreneur & Philanthropist | Education & Homelessness Advocate
When listening about building new Ventures, Marketplaces ideas are something very frequent. On this session we will discuss reasons why you should stay away from it :P , by sharing real stories and misconceptions around them. If you still insist to go for it however, you will at least get an idea of the important and critical strategies to optimize for success like Product, Business Development & Marketing, Operations :)
Reflect Festival Limassol May 2024.
Michael Economou is an Entrepreneur, with Business & Technology foundations and a passion for Innovation. He is working with his team to launch a new venture – Exyde, an AI powered booking platform for Activities & Experiences, aspiring to revolutionize the way we travel and experience the world. Michael has extensive entrepreneurial experience as the co-founder of Ideas2life, AtYourService as well as Foody, an online delivery platform and one of the most prominent ventures in Cyprus’ digital landscape, acquired by Delivery Hero group in 2019. This journey & experience marks a vast expertise in building and scaling marketplaces, enhancing everyday life through technology and making meaningful impact on local communities, which is what Michael and his team are pursuing doing once more with Exyde www.goExyde.com
1. Doesn’t perform like
an underachiever.
F A C T //
Women who work for Small Businesses get paid an average of 34% less
than men. That’s 66 cents for every dollar earned by a man. That’s not
going to fly. Let’s close the gap on equal pay.
Learn how by visiting zenefits.com/equalpay#equalpayday
Shouldn’t get paid like one
2. F A C T //
People with Master’s degrees earn 38% more than average employees.
Yet in their first five years of work experience backed with a master’s
degree, women get off to a disadvantaged start earning an average of
56% less than men.
Took the same four
years of classes.
Should collect the
same six figures.
Learn how by visiting zenefits.com/equalpay#equalpayday
3. F A C T //
76% of people who negotiate get a better offer, yet only 36% of wom-
en actually negotiate a final offer. Ask how pay consistency is ensured;
then speak up and ask for what you’re worth.
Chances your boss is a
mindreader?
0%
Learn how by visiting zenefits.com/equalpay#equalpayday
4. F A C T //
13% of small businesses are transparent about how they pay their peo-
ple. All people at those companies are 22% more likely than average to
feel like they are fairly paid. Comfort, delivered.
Right outside
your comfort zone.
That’s where the
raise happens.
Learn how by visiting zenefits.com/equalpay#equalpayday
5. Learn how by visiting zenefits.com/equalpay#equalpayday
Time for a
reality check.
F A C T //
91% of employers believe their employees are satisfied with the
company efforts at compensation, hiring and development, diversity
and culture. About half of their employees disagree.
Clearly it’s time for a chat.
I F Y O U ’ R E A S M A L L B U S I N E S S O W N E R ,
You think you’re doing what’s right for your
business and your people. Yet there’s a sizable gap
between your perception and their reality.
51%
C O M P E N S A T I O N G A P :
93% of SMB owners think their staff is happy with their compensation.
Only 55% of employees agree.
52%
50%
63%
H I R I N G A N D D E V E L O P M E N T G A P :
D I V E R S I T Y A N D I N C L U S I O N G A P :
P U R P O S E G A P :
92% of owners think they’re bringing in and training their teams well.
Only 54% of their teams agree.
93% of owners feel like they are inclusive.
Only 56% of their people see it that way.
89% of owners think their social good programs are on target.
Just 46% of their people agree.
44% C U L T U R E G A P :
91% of employers think their culture (how things are done),
is aligned with their people.
58% of their people buy in.
6. Employees are 22% more likely to feel a company pays equally
regardless of gender if the company is transparent about salaries
and removes the need to negotiate. Today about 13% of small
businesses share their employee pay data. It’s a start, but there is
still a long way to go.
T I P //
Know your market. Understand the benchmarks for similar salaries
and compensation by titles and roles in your industry and geography.
Establish standardized compensation plans with pay bands for similar
roles, let people know where they stand and then show them how to
advance. Pay employees based on their skills, value, and performance,
not how well they negotiate. Oh, and stop asking what they made at
their last job (that’s illegal in a growing number of states).
Be transparent about
a compensation
framework you can
articulate.
Learn how by visiting zenefits.com/equalpay#equalpayday
Tip for small business owners who want to zap the gap
7. No one has a better perspective on the real employee experience than
the people who are living it day in and day out.
T I P //
Gather regular —anonymous— feedback from your people on what
matters most to them about their jobs, their level of autonomy, their
sense of purpose and their ability to learn within your organization. Ask
what programs they are aware of, what’s going well and what could be
better. Then use that information to improve your practices and your
communications about those practices. Rinse and repeat.
Be a good listener.
Learn how by visiting zenefits.com/equalpay#equalpayday
Tip for small business owners who want to zap the gap
8. Be about diversity
and inclusion - for
the right reason.
Diversity and inclusion aren’t about checking boxes, hitting quotas or
“assimilating”. They’re about smarter business. You need differences in
race, gender, ethnicity, age, background, education, personality and
experience to think more creatively, empathize with your customers
and make the best informed decisions. And businesses with at least
15% female or diverse representation on the executive team, drive 50%
better growth that those with less than 10% management diversity.
Tip for small business owners who want to zap the gap
T I P //
Stop making diversity a compliance program about disadvantages and
start making it your competitive advantage.
Learn how by visiting zenefits.com/equalpay#equalpayday
9. Learn how by visiting zenefits.com/equalpay#equalpayday
Be vocal
about purpose.
People want to feel a sense of purpose. In fact, many of them rank
feeling a sense of purpose as a key reason for staying in a job.
Remember, it’s not always all about pay.
Tip for small business owners who want to zap the gap
T I P //
Do regular pulse surveys to understand what matters most to your em-
ployees and then encourage employees to drive social purpose. From
voting on where the company socially invests to allowing employees to
volunteer their time and talents to causes that are meaningful to them.
It’s time to promote and reward every effort.
10. Learn how by visiting zenefits.com/equalpay#equalpayday
Create a culture of
transparency and
communication
Culture may start at the top, but it’s lived by every employee, every
day. A great culture is where people can work without hassle or fear,
where there’s transparency and clear communication: no mystery
about what’s taken out of a paystub or how PTO is allotted or what the
benefits package is really worth.
Tip for small business owners who want to zap the gap
T I P //
Acknowledge the current employee experience and make intentional
and incremental improvements. Understanding and changing culture
starts by listening.