What Atypical Expense Reports Mean for Your Business

Four Warriors Tickets, A House Cleaning Bill, and A Lyft Ride – What’s On Your Expense Report This Month?

 

A few weeks ago, a colleague was telling me about an employee who submitted an expense report for four Warriors Game tickets, Lyft rides, and drinks with a whopping total of $1,075. As shocking as this expense was, I was more surprised by the fact that my colleague didn’t even bat an eye at the cost and went on to inform me that this was just a small portion of their entertainment budget for clients and a major selling point for attracting new talent.

 

Expense reports typically seem like a mundane topic and one that is more appropriate for an accounting blog. After hearing my colleague’s story, I thought about the different effects expenses can have on a company. A clearly outlined expense policy can be used as a recruiting tool by featuring covered expenses as perks to potential employees.  On the other hand, having a loosely regulated policy where employees submit unapproved expenses can lead to a loss of revenue.

Here are my top tips for using expenses as a recruiting and retention tool:

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How to Identify and Keep Your Top Performers

Do this if you want to keep your top performers:

One of the favorite parts of my job is getting the opportunity to coach and work with people on developing their skills. I have recently received an increase in requests for a particular type of management training. Companies are looking to train their managers to identify and evaluate their team members to ascertain the high performers or future leaders.

Why the sudden interest in identifying top performers? With this being a highly competitive candidate-driven market, it is getting harder to find great talent. If you are losing top performers, the likelihood of replacing them promptly is becoming more difficult. In a recent study by the Harvard Business Review, they found that “One in six high performers are likely to leave their job in the next six months, and less than half are satisfied with their jobs.” With high performers not only outperforming their counterparts but also on track to being your company’s future executives, it is essential to identify and retain these valuable employees.
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How to Attract Millennials to Your Job Post

Reaching Millennials on the Job Market

Warm weather, longer days, and an increase in entry level job applications can only mean one thing; Graduation time is just around the corner. With a projected 1,870,000 students graduating from a bachelor’s program in 2016, now is a very good time to think about hiring for new jobs such as summer interns and associate level positions. These eager college grads are educated, determined and ready to get to work. To attract this cutting edge talent, it is imperative you grab their attention with a job description that speaks to the Millennial’s mindset.
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How To Tell If Your Employee Is About To Quit

Is your employee about to jump ship?

 

We all know how expensive it is to replace an employee and there are studies published all the time on the high turnover rates of employees. It is not a shock that in a recent study by Gallup, 70% of the workforce reported that they are NOT ENGAGED.

 

We would all like to think our employees are happy, engaged and not going to leave anytime soon. The reality is an employee could quit at any moment, whether or not your workflow is at an all-time high, you are in the middle of a busy season, or have your nose to the grindstone recruiting for twelve new positions. Having heard from many candidates that they have thought about or made the decision to quit long before they even start looking for their next job, I have developed a list of key attributes exhibited by an employee who is getting ready to quit.

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The key phrase that will help any manager deliver better feedback

The magic phrase that will get your employees to perform

 

One of the most rewarding, yet challenging parts of my job, is keeping those around me motivated and feeling appreciated. We all know the saying “A happy employee is a productive employee”, but I genuinely think it is more than just productivity. A happy employee works hard, performs well and has a better chance of staying with the company.

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Live Chat in Recruitment

Live chat is no longer just for e-commerce

In this candidate-driven market, it is more important than ever to think outside the box when it comes to recruiting top talent. There is no shortage of new sales tools that promise better conversions, higher quality of candidates, and the ability to reach more passive candidates. There is one tool that I have noticed being utilized with great success in other industries but not yet in recruiting; that tool is live chat.

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How the Presidential Election Will Effect Staffing Firms

How YOU will be affected by the presidential election

 

The staffing industry is great at being nimble, quick moving, and has the ability to adapt to change. Having made it through quite a few presidential elections, economic downturns AND upswings, and the always changing hiring trends, I can say confidently that looking ahead and being prepared is the best way to stay competitive. With this being an election year and Obama not up for re-election, there is great potential for the state of the economy and, by proxy, the staffing industry to be affected.

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Critical Thinking In Job Requirements

‘In almost every job description I receive I see a very specific requirement popping up no matter the experience level or industry; the ability to think critically. While this may seem like an easy requirement to meet, this is actually one of the more challenging skills to recruit for. In a Wall Street Journal article, they state that the mentioning of critical thinking in job posts has doubled since 2009. What has caused this increase in popularity? It seems to be a buzz word, similar to big data, synergy, company culture, and team player that has caught on across many industries. It is also similar to these terms in the fact that it is hard to define, and almost every company or individual sets their own definition and expectation of what it means.

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Employee Discipline

The hardest part about being a manager is

There are many parts about being a manager that are highly rewarding, such as seeing an employee get promoted, launching a successful product with your team, or hitting a big quarterly goal. There are also tougher parts to the job such as dealing with an understaffed team, motivating employees after a loss, or even how to get a team to focus when it is the first day of summer. But there is one part of the management job that never seems to get easier – employee discipline.

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