Cyber Security: What you need to know

What is Pokémon Go Doing to Your Business?

Whether we like or not, we have all seen how big of a sensation Pokémon Go has become. With the game grossing 1.6 Million per day, the game some thought of as a quick trend, is definitely here to stay. There are some serious benefits like helping small businesses increase profits and getting kids outside during the summer. On the other hand there are some serious issues surmounting like the increase of accidents in public spaces due to people going to great lengths to catch them all!

One major issue I have been hearing about in relation to Pokémon Go is the serious security concerns around hackers and criminals accessing the extensive personal information of each player. When a person downloads the app and accepts the terms and conditions, the app has the ability to access the phone’s GPS, camera, contacts, and potentially full access to Gmail. This information is owned by the game creator Niantic, which was formerly owned by Google, and Niantic has the right to whatever they please with it. That could mean “selling the information to businesses, handing the information over to law enforcement, or storing it in foreign countries with lax privacy legislation” according to an article by The Daily Beast.

All of this reporting brings up the bigger point of cyber security, especially when it comes to your business. While the issue of security may seem like an IT issue, it can easily fall on the shoulders of HR Departments.

Because this issue is becoming more important to understand, here is my quick guide to Cyber Security for HR:

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Why Everyone is Talking About “Gig” Workers

What is a “Gig” worker, and what is the controversy surrounding them?

When I hear the term gig, I instantly get taken back to the 70’s when “gig” was only used in relation to musicians. It is fascinating that now the term gig has spread to a whole new workforce. The gig industry accounts for about 29% of the workforce and focuses on the independent contractor “1099” worker.

The “New” Gig Worker

There are many different ways of defining a gig worker. A recent study includes temporary workers placed through staffing agencies as part of the gig economy. Other studies define gig workers as anyone who is not a W-2 employee including small businesses, consultants, and part-time staff. What I find the most interesting is that almost all the articles we read about the gig economy are based on a new and very specific type of gig worker, the tech-based, on demand, gig worker.

Uber, Lyft, TaskRabbit, Airbnb, Fiverr, Thumbtack, Gigwalk, and Rover are just a few of the most popular gig sites that employ a majority of the new gig worker – or as many of the companies classify their workers “on-demand talent”. The gig worker uses these platforms to book their work or “gig” – a short term, one off business arrangement. While these types of work opportunities are providing many people with a form of income there are some serious concerns as well; the main issue being the misclassification of workers and companies taking advantage of desperate and under employed people.

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Employee Background Checks- Are You Implementing Them?

81% of Americans agree with THIS statement…

We all know personal information security is a primary concern for most of us. When we take into consideration current events happening around our nation, it is not surprising that workplace safety is at the forefront of our minds. A recent survey by Sterling Talent Solutions set out to determine how important security and safety is to Americans. Here are just a few of their findings:

• 81% of Americans believe that feeling safe at all times is a right
• 95% think it should be mandatory that employers determine whether job candidates have a criminal record before making a hiring decision
• 78% expect to feel the most safe in their workplace, only second to their doctor’s office (83%)
• 65% believe that background checks provide them with a sense of safety

While there are many ways to go about creating a safe and comfortable workplace, one of the most effective means to do so is through background checks. Many companies already provide background checks for new hires; there are several different forms of background checks and techniques available to assist with this process.

Disclaimer: I personally use Sterling Talent Solutions as a partner in providing background check services. I am not getting compensated in any way to discuss their services. Sterling is simply the system I prefer to use.

Here are the most important items to take into consideration when performing background checks:

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How long does it take to become successful?

What can you do to help yourself TODAY?

We often think if we can just learn enough about successful people such as Oprah, Tony Robins, Janet Yellen, or Bill Gates, we can use their routines, tricks, or habits to increase our own success. I know that each time I see an article with a title such as “10 Tips of Highly Successful People” or, “Follow Oprah’s Morning Routine” I can’t help but click through and analyze each tip.

Over the years I have tried hundreds of suggestions described in these alluring articles, from meditation to power naps, I’ve tried just about everything! Though I am always open to new ideas and methods to add to my toolbox, I always use a few of the same tried and true techniques. They are easy to carry out, they get me the results I want, and the best part of all, they actually work!

Withstanding the test of time, here are my Top 5 Business Tips for Success:

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The updated guide to office dress codes

Are you wearing a suit to work today??

Work attire is a subject that has been gaining serious attention in the news lately. A few years ago, we went through a massive discussion around appropriate work attire and people proclaiming “business attire is DEAD!” Fashion trends come and go, but professional work attire trends are much more rigid with mostly subtle changes over the years. Recently, the main focus has shifted from formal versus informal to conversations regarding dress code as a whole versus gender. Some of the more memorable headlines include a female news anchor being told to put a sweater on during a live broadcast; a British woman forced to leave work for refusing to wear high heels, and the passing of transgender dress code regulations in New York.

These days it would seem that there is no longer a standard for work attire, leaving too much room for individual interpretation and subsequent confusion and questions surrounding the subject. Even the typically conservative industries such as Law, Finance, and Accounting are trading their suit jackets for sport coats. This trend shift has caused general uncertainty in the workforce about what to wear to work every day, leaving HR Managers and business owners with the task of creating their own definition of acceptable work attire.

How can you go about creating a dress code that not only keeps you and your workers safe, but also the company brand intact all while understanding that casual is the new business and jeans are now the accepted norm?

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Flexible Time – The Most Important Employee Perk

 3 Easy Ways to Implement Flexible Working Conditions TODAY!

A few weeks ago I wrote a PC Pointer on Employee Benefits being the Hottest Recruiting tool. Thank you to everyone that sent a response on this subject! It is great to hear from my readers and get your opinions. One of the main topics that kept coming through in your emails was around the subject of Flexible Work Conditions. Not only did you all think this point was the most interesting, but you wanted to know more about the importance of flexible time and more specifically, easy solutions for implementing flex time. As we all know, the “40 Hour Work Week” is a thing of the past. With most Americans working 47 hours a week, almost a full day longer than the old standard, it is no wonder that worker’s priorities are shifting!

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Why It’s So Important to Ask About Salary Information

The Significance of Sharing Salary History

What if I told you that 27% of people lie about their salary history?

Talking about salaries can get a cringe-worthy reaction from even the most qualified of candidates. This subject is seen as awkward but one of the most important parts when considering a new job. Many candidates are weary about stating anything at all about their salary because they feel like they could get disqualified from the job search if their expectations are too high OR too low. For candidates, it can feel like the old “damned if I do, damned if I don’t” question. No wonder so many candidates feel the need to lie!

Another reason for the awkwardness when discussing salaries is because of the negotiation around the “worth” of a candidate. Take a moment and search salary negotiation tactics on Google. You will see thousands of articles around how a person should negotiate for their salary and specifics around what they should/shouldn’t say. Because of this, some recruiters have stopped asking about salary history and expectations. I understand the lure of leaving this out but having used both tactics (asking v. not asking), I can tell you that I have experienced a much more positive, honest, and lasting placement when I ask for salary history as well as salary expectations.

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How To Keep Your Remote Employees Engaged

Are you giving your off-site employees the opportunities and tools necessary to stay engaged?

Remote employees are a portion of the workforce that tends to get left out of the important conversation about employee retention.  The number of U.S. workers currently telecommuting is at 37%; with continued projected growth, it is imperative to include these employees in the conversation. It is apparent how important this section of the workforce is and additional consideration needs to come into play when discussing retention for all employees

Let’s start by dispelling some of the most common misconceptions surrounding remote workers:

• Remote workers have a higher productivity rate than their in-person counterparts
• Allowing employees to work remotely can reduce employee turnover rates by over 50%
• Telecommuters have a lower stress rate and higher morale
• When allowed to work from home, absenteeism went down

Here are the 5 best ways to set up remote employees for success and keep them engaged:

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