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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 Edition - 2017

4/18/2017

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HR Prose Newsletter

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Selecting Leaders in Today's Economy

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By:  Ron Hamilton - Practical HR Solutions
The demands of leadership change based on the environment and circumstances a leader faces.  There can be no doubt that the current economic climate is unique. Businesses are facing more competition, a greater pace of change and more uncertainty than ever. As a result the requirements for our leaders have changed as well.  Certainly there are some skills and traits that leaders need regardless of the economic environment.  The ability to attract, choose and retain top talent is a skill that transcends time and circumstances. 

It is impossible to maintain a successful organization without great talent filling the halls. Talent certainly cures a lot of ills in other facets of a company.  The one sustainable competitive advantage in this or any market is the quality of the people in the organization. 

A leader who doesn’t attract, choose, and retain top talent will not be a leader for long. 

​However, current economic conditions have dictated a change in emphasis to a new set of skills and traits for leaders. The new economy is characterized by an escalating pace of change, and the surge in competition from more diverse sources. As a result, there are three “core skills” that an effective leader needs to exhibit. The three skills are Flexibility, Ability To Learn and Strategic Thinking.

Flexibility
In today’s marketplace, a leader needs to be able to change direction based on an ever-changing analysis of the situation.  The rapid pace of change in the market and arrival of new and unique competitors forces flexibility.

The dogged Type “A” leader who refuses to vary from the plan has a much harder time being successful in today’s market.  This doesn’t mean the new leader changes for the sake of change. It does mean that planning is on-going and fluid enough to meet rapidly changing conditions. Today’s leader must constantly compare and analyze new information and take the appropriate action.

Ability To Learn
The ability to learn is defined as quickly absorbing new information and putting it into use.  Interestingly, we usually assign this requirement to entry-level employees.  In today’s market, this skill is a must for the effective leader. The changing market has caused many of the “traditional” solutions to problems to be rendered useless.  A leader who relies on past solutions may be doomed to failure.  Today’s leader needs to constantly upgrade their knowledge and skill set if they are to identify new and unique solutions to problems and challenges.

The best leaders I know all view learning as a continuous process that needs to keep pace with the pace of change around them.  They are great students and constantly invest in their own education. 

Strategic Thinking
Strategic thinking is the process of blending both short-term and long-term thinking and actions. The knee-jerk reaction when the environment is rapidly changing is to focus strictly on tactical issues.  Putting out today’s fires.  The strategic leader always weighs short-term actions against long-term consequences.

Selling out for either short or long-term is not the act of real leader in the new economy. Careful consideration is given to both and decisions made accordingly. There are certainly other traits and characteristics of leaders but these three because more prominent in this market.  The question now becomes how to select leaders in these challenging times.

The good news is the process of choosing leaders remains consistent.  It is always best to r
ely on the Behavioral Model.  This tells us that:  Past Behavior Predicts Future Behavior. Putting this into practice is as easy identifying the behaviors necessary for success in your environment and choosing people who behave that way.

When interviewing for flexibility, get specific examples from candidates of plans they adjusted on the fly.  Question them about how the decision was made.  Learn what options were considered and how the final decision was made.

Don’t just get one example. Multiple examples lead to more consistent behavioral patterns.  Using the behavioral model, it is possible to project the behavior to your environment with great accuracy. For the ability to learn, get multiples examples of how the candidate has improved their skill set.  Explore all the investments they made in their own education.  Get specific examples of how they put the new information or skill into practice. Never settle for generalities. Get specific examples with results attached. For strategic thinking, get examples of decisions the candidate made that considered both short and long-term consequences.  Go into great detail about everything that was considered. Get examples of decisions made that sacrificed either the short or long-term.  Once again, get all the details and have the candidate walk through everything that was considered in making the decisions. For every example get as much detail as possible.  Your goal is to learn all of the circumstances of the situation and all of the actions the candidate took.  The more data collected, the better the hiring decision.

The traditional profile of a leader needs to be modified as a result of the current market conditions.  New times call for new leadership models.


Spring is in the Air! Enjoy HR Pros Spring Specials

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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/ee)  if booked in April - June: $129.00
  • 31-50 employees (was $159.00/ee) if booked  in April - June: $120.00
  • 51-100 employees (was $139.00/ee) if booked in April - June: $99.00
  • Over 100 employees  (was $99.00/ee) if booked in April - June: $49.00

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

Health Insurance Benefit Info

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Each employee who smokes cost a Florida business roughly $3,400 annually.

Providing comprehensive tobacco cessation treatment as a health benefit not only improves the health of Florida’s workforce but it also improves your
$$$$$$$   BOTTOM LINE.   $$$$$$$

Find out how to get help by visiting
FTCAlliance.com.


The Tax Man Cometh – or What to do with the Tax Refund This Year?

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By:  Deb Sutton, MS, SPHR, SHRM-SCP – HR PROs, LLC

It's tax season, and if you are like me you have probably been daydreaming about how you might spend your tax refund.  It seems like every year my husband and I have the same conversation that goes something like this:

Me: "Honey let’s use our refund to take that trip to the Islands we’ve been dreaming about.”
Hub:  "I think we need to take our tax refund and pay down our debt with it and then maybe put the remainder in savings.”  

Argh!! I am glad I married a logical and financially sound man who keeps us from drowning in debt but I wish he was a little more open to spending on some fun stuff.
So, in the spirit of both my wonderful husband Rick and myself, here are some ideas on how to get the best use from your refund.

Rick’s favorite:  Pay down your debt:  Of course this solution helps alleviate all kinds of stress that comes along with a heavy debt load.  Many of us have student loans, mortgages, credit card debt and car payments that weigh us down emotionally each month when those bills arrive.  Good financial Planners will advise you to use your tax refund to alleviate much of your debt.  According to recent survey, the average household has a $17,000 in credit card debt which amounts to close to $1400 in interest per year.

Gen X and Gen Y favorite:  Pay down or off your school loan:  Many 20 and 30ty year olds are stuck in the college load debt debacle.  They often are in so deep that they cannot qualify for a home loan thus forcing them to rent and often may have to work 2 jobs for a while to get the loan paid off.

Another of Rick’s favorites:  Use the tax refund to save for retirement.  Baby boomers have not been the best at savings for retirement and most of us are going to have to work well into our 70ies.  By taking a fraction of our refunds each year and putting the funds into a retirement account, we can benefit a great deal.

Deb’s fun ideas to use tax refund for:  Use to do something fun from my bucket list  - hot air balloon ride, safari vacation, start my dream business, begin a new hobby, join a gym, get weekly massages, cleaning service etc. etc.

Yes there tons of ideas out there to use your tax refund.  My advice is to be mindful of those areas that are creating stress in your life because of debt and use the formula: pay off debt 1/3, use for fun 1/3, and save for rainy day 1/3 and you can’t go wrong.


Examples of Strengths in the Workplace

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By: Luanne Kelchner
(article originally found here: http://smallbusiness.chron.com/examples-strengths-workplace-18568.html)

Employers evaluate the strengths of employees when making decisions for promotions, pay raises and participation on special projects. Exhibiting the strengths an employer values can help workers advance in their careers. Workers seeking a new position should highlight activities that illustrate the strengths, such as leading a group or work on team projects.

Flexibility
Flexibility is the ability to transition between tasks and learn new duties. The ability to learn new skills is an important characteristic of a flexible employee, but workers must also have a willingness to learn and try new tasks. Flexible workers can change priorities quickly as work conditions demand as well. Employers will consider those with flexibility for new and challenging projects for their ability to adapt quickly to new work conditions.

Teamwork
Working well with others is a strength in a team environment, such as a place of employment. Workers who are team players have the ability to relate to others, moderate conflicts and motivate team members. Team players promote the success of the team or organization above their own personal success. A strong team player will promote the ideas of his teammates if it is in the best interest of the organization.

Communication Skills
The employee with communication skills has the ability to convey a message to others through verbal and written communication. Communication skills also include the ability to listen and relate to others. Employers value workers with the ability to communicate effectively, and require it from those seeking management or supervisory positions.

Dependability
Employers look for workers who are dependable and responsibility. The dependable worker shows up to work every day and on time. In addition to showing up to work, a dependable employee is one the employer can turn to for a new task or project. With responsible employees, the manager or supervisor can rest assured the worker will complete the project on time.

Leadership
Leadership skills are a strength employers look for when promoting workers to a manager or supervisor position. Employees with leadership skills can motivate others to work at their highest level to reach the goals of the organization. Strong leaders coach and mentor other workers, identify strengths and weaknesses in others and manage employees to reach goals in an efficient manner.


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