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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

Spring 2018 - HR Prose

4/10/2018

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Spring is in the Air!

Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special discount:

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:


  • 10-30 employees (was $199.00/employee) if booked in April - September: $129.00
  • 31-50 employees (was $159.00/employee) if booked in April- September: $120.00
  • 51-100 employees (was $139.00/employee) if booked in April -September: $99.00
  • 100+ employees (was $99.00/employee) if booked in April - September: $49.00

**Meets the State of Florida Sexual Harassment Mandatory Training Requirements.**


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reer Coaching and Counseling is a relatively new field that is gaining a lot of ground lately.  Have you ever considered the possibility of getting help in the job market?  Today, more than ever, career help is making a strong statement.  Finding jobs, though better right now than in several years (according to the Department of Labor) is still very time consuming and fraught with many new rules.  The workplace is full of new technology, practically hundreds of job boards and search engines, recruiters who generally are fresh out of college and perhaps do not know how to evaluate job skills and many other state of the art technological advances that many of us have not been exposed to.

How do I find a good Career Coach?
Finding a good, honest Career Coach can not only help when you are out of work but can also help when you are gainfully employed. Looking to advance your career may be an important goal for you but you may not have the time to pursue it due to many other responsibilities: “It can also help those who are facing a downsizing/rightsizing situation or those who are just plain unemployed.  The role of a Career Coach basically helps the unemployed, the underemployed and the over(qualified) employed.“ says Machelle Thompson, an Independent Career Coach and Legal Counsel.

What services does a Career Coach offer?  A Career Coach can offer a multitude of services to include:  
  • Resume writing/revision
  • Career Testing – offer DiSc, Myers Briggs and StrengthFinder
  • Mock interviewing Sessions (interview practice)
  • Career Search – Listing of jobs/openings candidate is suited for
  • Training on various Search Engines and Job Boards
  • Schools and classes for increased learning opportunities
  • Cover Letters, Thank you letters and many tools and samples that are key to finding the right job.

How does one go about finding a good Career Coach?
There are many ways:  Google Career Coach, ask a friend or relative if they know of anyone, and by checking your local news sites and social media for Career Coaches.

What is the Cost of a Career Coach?
That will vary depending on the services you require.  A good Career Coach should be able to give you a free 30-minute phone consultation and then write up a plan with pricing along with other details.

Do I have to go to their office?  No, many Career Coaches can do everything on the phone and will make it as easy on you as possible.  
Finding a professional, full-service and priced right Career Coach can be full of benefits and can help anyone from the college student who moved back home after graduation to the Senior Citizen who is looking for some part time income to add to their social security check.

Written by:  Deb Sutton, MS, SPHR, SHRM-SCP, is the owner/founder of HR Pros, LLC a full service HR Consulting firm that specializes in HR Consulting, Career Coaching and Recruitment.  More information can be found at www.hrprosllc.net.

State Legal Briefs

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Florida:  State Minimum Wage Rises

Starting January 1, 2018, Florida’s minimum wage rose to $8.25 per hour, up from $8.10 – a 2% increase, due to inflation.  Employers can still pay workers less than minimum wage if they are eligible for the tip credit under the Fair Labor Standards Act (FLSA) and if workers make up the difference in actual gratuities.  However, businesses must still pay tipped workers a base wage – which will rise to $5.23 per hour.

Employers need some information on FLSA may contact HR Pros, LLC.  www.hrprosllc.net or debsuttonhrpro@gmail.com.
Source:  HR Magazine


Examples of High-Potential HR Employees

Looking for an awesome HR Professional?  We have them and our fees are very reasonable – use a sliding scale depending on business size and work amount. Typically, we charge anywhere from 20% - 5% of the 1st years’ salary, depending on the amount of work you need done and your size.  Contact HR Pros, LLC for more information.

Michelle:  Looking for a back office HR job in Compensation, Benefits, Compliance. B.S. in Human Resource Management – 2016- experience from June 2016 – present- working for an Industry leading HR Consulting practice.  Position:  HR Coordinator and Talent Acquisition Specialist. Bradenton/Sarasota, FL location.

Pamela: Degreed and SHRM Certified professional with excellent generalist background in both non-profit and industry 5 years of HR Generalist experience.  Bradenton/Sarasota, FL – may go to Tampa for right opportunity.

Donna:  Senior HR Professional with fifteen plus years of experience.  B.S. degree and bilingual.  Industry experience in Banking, Financial, Consumer Products, Non-profit, Healthcare and Consulting.  Will travel - Tampa and surrounding cities.

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    Deb Sutton
    Machelle Thompson
    ​Doris Santos-Williams
    Cheryl Lamb-New
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  • Home
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  • About Us
    • Meet The Team
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  • Job Openings
  • Events & Specials
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