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The Ultimate Provider of HR Services

HR PROSE FALL EDITION 2019
10/27/19

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  1. Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
  2. Hot Jobs
  3. Hot Candidates
  4. New at HR Pros, LLC
  5. Thank you for your Service
  6. Giving Thanks 
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How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
 
                                                                  My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker. 
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace. 
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.  
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money. 
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job. 
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
 
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic. 
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.

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HOT JOBS
HR Pros, LLC is recruiting for the following positions:
  • Recruiters – 1099 – agency recruitment experience – excellent commission plan and flexible work hours. Remote needs a home office. Those recruiters who can bring clients and candidates to the show will be given the priority for hiring. Locations open –will consider all time zones in the U.S.  Opportunity to earn $50 – 75K annually.
  • Recruiter –Nashville– a great client who is growing business. Recruitment of technology or medical positions preferred. Degree and two-plus years of experience. $ 45K plus commission. 
  • Account Executives (4)– Tampa, FL, Degree preferred plus 2-5 years of b2b sales experience. Excellent work environment, little travel, super-compensation/bonus plan. $ 70 -90K
  • Field Sales Representatives (15 positions) multiple NE locations. B 2 C experience helpful. Excellent pay and benefits – first-year salary plus commission is mid $63K. Will train. Paid training. Ability to work some shift work.
  • Apply for these positions on Indeed and get full job descriptions or send resumes to debsuttonhrpro@gmail.com 
  • Note – use this information to put the jobs on the HR Pros web page
 
HOT CANDIDATES
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience. 
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
​Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.

​Receive resumes on these individuals, contact HR Pros, LLC debsuttonhrpro@gmail.com  941-776-0996.
 
 
​New at HR Pros, LLC
 
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide.  This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad.  This is a fabulous addition to our bandwidth. 
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THANK YOU FOR YOUR SERVICE

​With Veteran’s Day fast approaching, the men and women that serve(d) our great nation are once again
on our minds. Most of us have hired Veterans in our roles as Human Resource professionals, but how
many of us actively target Veterans to fill open requisitions? Other than being socially responsible, there
are many reasons to consider building hiring initiatives that create pipelines of Veteran and Military
Spouse candidates. One of which is your P&L and recruiting budget.
Based on our research, most companies are unfamiliar with a Department of Labor program that
incentivize employers to hire Veteran and non-Veteran target groups that have historically faced
barriers to employment. The Work Opportunity Tax Credit (WOTC) program rewards companies with
tax credits up to $9600 per Veteran hired. There are no caps to the number of Veterans a company can
hire in a year and no caps on the associated credits earned. Because these are “credits” and not
deductions, the credits earned are dollar for dollar returns to your P&L.
Let’s face it, we’ve all been asked at one time or another, to find money or trim costs. Imagine if you
hired just ten Veterans in a year with an average tax credit of $5400. That’s an additional $54,000 of
found money. Could that help your recruiting budget? Could that fund an additional employee or save
one?
My bet is, you’ve not only hired Veterans in the past, but probably have unknowingly hired employees
from other WOTC target groups. Unfortunately, you can’t file in arrears for those hires, but you can put
things in place to ensure you don’t lose future credits. WOTC is a government program and of course it
comes with deadlines and requirements that have to be met in order to claim the tax credits.
Fortunately, there are companies that specialize in helping you with the paperwork so you maximize the
credits earned. VTC Veteran Tax Credits is one such company that offers a turnkey solution that is quick
and easy to implement. It combines a software platform that takes you from sourcing to credits with an
easy to use applicant tracking system. It also gives you access to source Veterans that are looking for
their next career and are pre-certified for the tax credit. The VTC software will process the required
paperwork for all target groups including the non-Veteran groups with the appropriate governmental
agencies on your behalf. They take the mystery and headache out of collecting these valuable credits.
To find out more, visit their website at https://veterantaxcredits.com. If you use the coupon code: HRPros, you’ll get the first month of the 1 Star subscription, discounted to $0 so you can try it out risk free.  
by:  Craig Washburn Founder/CEO VTC Veterans Tax Credits
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A Special greeting from the staff and management of HR Pros, LLC at Thanksgiving.  We are sincerely grateful for your business, friendship, confidence and loyalty to HR Pros, LLC, over the years and wish you and yours a heartwarming Thanksgiving Holiday!
 
Deb Sutton, Owner/Founder
Rick Sutton
Brandy Lynch
Cheryl Lamb New
Pat Bentley
Machelle Thompson
 
Deb Sutton, M.S, SHPR, SHRM-SCP is the founder and owner of HR Pros, LLC, a successful national recruitment, HR Consulting and Career Coaching business located on the west coast of Florida. She can be contacted at debsuttonhrpro@gmail.com (941) 776-0996 website: https://www.hrprosllc.net

HR PROSE – First Quarter 2019

12/31/2018

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Useful Tips for Working with a Third Party Recruitment Agency
 
​When I originally started the recruiting leg of my business, I wanted to stand out from other recruitment agencies. Keeping this in mind, what I really tried to do was contact the candidates whom I or my staff had interviewed and make sure that we left them with a positive customer service experience. I did this because I felt that the one thing that would help HR Pros, LLC stand out from a candidate standpoint would be great customer service. This was also solidified by the fact that when I asked candidates if they had a positive experience with other recruitment firms, 90 % of them said no. The reason was fairly universal: The Recruiters would call them and be “Gung Ho” about the job they were promoting but would not get back to them with any follow-up leaving the candidate without closure and feeling like the agency was only interested in them as a dollar figure. In other words, that the agency focused on providing good customer service to the companies that paid their fee but dropped the ball on customer service to the candidates who in my opinion are owed the courtesy of a follow-up call. Too many recruiters, it appears, are reluctant to tell the candidate they would not be considered for the job when the hiring manager selected another candidate. Instead of getting back to the candidate, many recruiters would just not give the candidate the courtesy of the truth (even though it was a rejection and hard to hear, it is the right thing for a recruiter to do). At HR Pros, LLC, we make every effort to engage with our candidates and to make sure we let them know if we have submitted them to a position and what the outcome is if any. Anyone that we engage with and submit to a position will hear back from us swiftly and specifically about their candidacy. Our corporate clients appreciate our follow-up with candidates as well. It just makes good business sense. 
 
3 things that make HR Pros, LLC stand out as a great recruitment firm:
  1. We follow-up with our candidates that we interview for a specific job with one of our clients rather than keeping them hanging about their candidacy.
  2. We treat our candidates “special”, we let them know that we may not be able to place them anytime soon but we will register them in our Applicant Tracking System and who knows the perfect job may come about down the road 1, 2 or 5 years from now.
  3. We ask them to keep in touch with us. If they change jobs, we want to follow their careers so that we can keep them in mind for future positions. We let our candidates know that by registering with HR Pros, LLC, we consider them part of the Staffing agency family and we take a personal approach as well as a business approach with our candidates.

In summary, 3rd party recruiters can be good or bad just like any business entity.  I have found that treating our candidates special and on par to the way we treat our clients goes a long way in making for a great 3rd party recruitment firm.

Deb Sutton is CEO and Founder of HR pros, LLC a Parrish, FL woman owned business that specializes in Recruitment, Career Coaching and HR Consulting.

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New IRS Company Car and Truck Rate Increases for 2019

The IRS has increased the standard rate that employers can use to calculate deductible expenses for operating company cars and trucks. This new rate, raised by 3.5 cents per mile to 58 cents per mile, will be effective Jan. 1, 2019. This amount, called the safe harbor rate, can be used to pay tax-free reimbursements to employees who use their own vehicles for business. Companies that don't change their vehicle reimbursement program to reflect the 2019 standard mileage rate may start hearing complaints from employees and this  may result in lawsuits.

The IRS announced Dec. 14 in Notice 2019-02 that, for 2019, standard mileage rates for the use of cars (also vans, pickups or panel trucks) will be:
  • 58 cents per mile driven for business use, up from 54.5 cents in 2018.
  • 20 cents per mile driven for medical or moving purposes, up from 18 cents.
  • 14 cents per mile driven in service of charitable organizations, which is unchanged from 2018.
While the standard mileage rates for business, medical and moving purposes are based on annual changes in the costs of operating an automobile, the charitable rate is set by statute.
Source: SHRM – HR Magazine
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Fighting Age Bias in the Workplace

We all know it’s out there and many of us have experienced it or read about others who have. A recent article in AARP Magazine “The Last Acceptable Prejudice” speaks to this travesty. One of the write-ins from the editorial is quoted as “I’d like to see new laws that ban any requirement (1.)  To list job, hire and degree dates on on-line job applications and (2).  A ban to listing more than ten years of job history and (3.)  To do away with requiring salary history (as 8 states have now mandated).   Age bias is still alive and well in today’s workplace albeit has become less egregious of late. Especially with the low unemployment levels and lack of qualified workers, I have seen an upswing in companies returning to their senses and not always hiring the younger cheaper less experienced workers.  Let’s hope this is a trend that will continue because baby-boomer (eg:  older workers) have a lot to offer in the workplace.
 
Source:  AARP Magazine
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​HR Pros, LLC is Proud to Announce Our Selection by NPA to be a Member/Owner

HR Pros, LLC has reached a new milestone with the honor of being selected by the National Personnel Association (NPA) to become a member/owner.  This elite group of over 500 recruitment and staffing firms worldwide has chosen HR Pros, LLC to become a member.  The qualifications for membership include a vetting of experience, education, business ownership and success. 

As a member/owner, I now have over 500 fellow recruitment professionals that I can network with, split fees with (they may have the job and I have the candidate) and a community of folks in the same business to bounce things off of, etc.
I believe this will add value to the business and open up many new opportunities in 2019.
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​Jobs Available through HR Pros, LLC:
 
  • Senior Business Development Manager 2 positions in NYC. Great International company in the heart of Manhattan looking for degree and 3 -5+ yrs. solution selling information services and technology.  $70 – 90K plus uncapped OTE.  Outstanding benefits including 4 weeks vacation the first year.
  • Marketing Analyst – Nashville corporate offices of a great firm in the medical staffing industry.  60 – 70 K plus benefits.  Previous medical experience preferred plus degree in business/marketing.
  • Senior Client Success Manager – NYC great global giant in Manahatten.  Experience – technology sales  with Big 4 or fianancial district firms.  $60 – 80K plus OTE and awesome benefits.
 
In depth Job descriptions available – contact debsuttonhrpro@gmail.com

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    Deb Sutton
    Machelle Thompson
    ​Doris Santos-Williams
    Cheryl Lamb-New
    Pat Bentley
    ​Brandy Lynch




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