Blog: Brad Shannon

In November, learn how to best handle all phases of the employee lifecycle.

Managing the Employee Lifecycle

Thursday, November 19, 11:45 a.m.-1:00 p.m. , Loveland Chamber of Commerce

Jessica Hergenreter , PHR and Gayvaughn Marnich, SPHR

Defining the job, recruiting, on-boarding, coaching, appraising performance, rewarding, disciplining, terminating… there are a lot of ways employers interact with their employees. Each impacts the other and creates either opportunities or roadblocks to success. In this session, participants will be given a quick overview of each part of the process, and shown how it’s all inter-related. Learn how to set yourself up for success with each step.

December

In December we will not be providing a seminar, since the holiday season is filled with many events and time spent building memories with family and friends. ESG wishes you a successful December and 2010. We will be sending out the schedule of seminars for 2010 in January, with some great new topics and opportunities to help create prosperity in the New Year!

About ESG

Employer Solutions Group (ESG) enables its clients to cost-effectively outsource the Administration of human resources, employee benefits, payroll and related tax compliance, and Workers' compensation. Specializing in these specific employer needs allows ESG to efficiently deliver a tailored package of services to its clients. ESG clients are then able to focus on growing and operating their businesses, rather than worrying about HR. The company's Loveland, Colorado-based professional staff serves companies that range in size from a handful of employees to hundreds. ESG is a member of the National Association of Professional Employer Organizations (www.napeo.com). For more information, visit www.esghr.com, email sstolen@esghr.com or call 970-612-2022.

LinkedIn as a job search tool

This story from Forbes recounts how a gent found his dream job via LinkedIn.

http://www.forbes.com/2009/10/07/jobs-employment-linkedin-leadership-careers-hiring.html?feed=rss_leadership_careers

He offers some solid advice on how to approach your job search using LinkedIn, making use of LinkedIn features and your network.

Live in Colorado snow for free

Then, reminiscent of a similar stunt that folks in Australia used a few months ago ("hiring" a caretaker to live in a local paradise and blog about it to boost tourism), the Colorado Tourism Office is taking applications from "snow virgins" interested in living in Colorado for three months and sampling winter activities.

There's a brief story on www.denverpost.com, and the contest web site is http://www.snowatfirstsight.com.

Maximizing the Return on Employees; People Strategies for Tough Times

Please join ESG for our ongoing educational series presented each month at the Loveland Chamber of Commerce (www.loveland.org). We provide lunch and useful educational materials that you can take back to your business and apply immediately.

In October, learn about tools to let you provide benefits and control costs.

In November, learn how to best handle all phases of the employee lifecycle.

Managing Benefit Costs

Thursday, October 15, 11:45 a.m.-1:00 p.m. , Loveland Chamber of Commerce

Kendra Johnson, Licensed Health and Life Insurance Broker and Jessica Hergenreter , PHR

Good benefits can help you attract and retain quality employees – but providing them can be prohibitively expensive. Understand the ever-increasing challenges of offering benefits to your employees and become more educated regarding trends, plan design options, and promoting consumerism. This session will discuss Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), Health Reimbursement Arrangements (HRAs), Gap Plans, and High Deductible Health Plans (HDHPs) as a way to provide benefits and control costs.

Managing the Employee Lifecycle

Thursday, November 19, 11:45 a.m.-1:00 p.m. , Loveland Chamber of Commerce

Jessica Hergenreter , PHR and Gayvaughn Marnich, SPHR

Defining the job, recruiting, on-boarding, coaching, appraising performance, rewarding, disciplining, terminating… there are a lot of ways employers interact with their employees. Each impacts the other and creates either opportunities or roadblocks to success. In this session, participants will be given a quick overview of each part of the process, and shown how it’s all inter-related. Learn how to set yourself up for success with each step.

About ESG

Employer Solutions Group (ESG) enables its clients to cost-effectively outsource the Administration of human resources, employee benefits, payroll and related tax compliance, and Workers' compensation. Specializing in these specific employer needs allows ESG to efficiently deliver a tailored package of services to its clients. ESG clients are then able to focus on growing and operating their businesses, rather than worrying about HR. The company's Loveland, Colorado-based professional staff serves companies that range in size from a handful of employees to hundreds. ESG is a member of the National Association of Professional Employer Organizations (www.napeo.com). For more information, visit www.esghr.com, email sstolen@esghr.com or call 970-612-2022.

There is no charge for the event, which will be held from 11:45 a.m. to 1:00 p.m. at the Loveland Chamber of Commerce (www.loveland.org).

ESG provides lunch and useful education materials that you can take back to your business and apply immediately.

On October 15th, the next event in this series will be held, and will cover handling all phases of the employee life cycle.

Managing Benefit Costs

Thursday, September 24, 11:45 a.m.-1:00 p.m., Loveland Chamber of Commerce

Kendra Johnson, Licensed Health and Life Insurance Broker and Jessica Hergenreter, PHR

Good benefits can help you attract and retain quality employees – but providing them can be prohibitively expensive. Understand the ever-increasing challenges of offering benefits to your employees and become more educated regarding trends, plan design options, and promoting consumerism. This session will discuss Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), Health Reimbursement Arrangements (HRAs), Gap Plans, and High Deductible Health Plans (HDHPs) as a way to provide benefits and control costs.

Managing the Employee Lifecycle

Thursday, October 15, 11:45 a.m.-1:00 p.m., Loveland Chamber of Commerce

Jessica Hergenreter, PHR and Gayvaughn Marnich, SPHR

Defining the job, recruiting, on-boarding, coaching, appraising performance, rewarding, disciplining, terminating… there are a lot of ways employers interact with their employees. Each impacts the other and creates either opportunities or roadblocks to success. In this session, participants will be given a quick overview of each part of the process, and shown how it’s all inter-related. Learn how to set yourself up for success with each step.

About ESG

Employer Solutions Group (ESG) enables its clients to cost-effectively outsource the Administration of human resources, employee benefits, payroll and related tax compliance, and Workers’ compensation. Specializing in these specific employer needs allows ESG to efficiently deliver a tailored package of services to its clients. ESG clients are then able to focus on growing and operating their businesses, rather than worrying about HR. The company’s Loveland, Colorado-based professional staff serves companies that range in size from a handful of employees to hundreds. ESG is a member of the National Association of Professional Employer Organizations (www.napeo.com). For more information, visit www.esghr.com, email sstolen@esghr.com or call 970-612-2022.

ESG Welcomes New HR Consultant

Gayvaughn Marnich brings 17+ years of diverse human resources experience to Loveland firm

Loveland , Colo. — Employer Solutions Group (ESG), a human resources outsourcing company that services businesses of all types and sizes, has announced the hiring of new Human Resources Consultant Gayvaughn Marnich, SPHR, by its Loveland , Colorado office. Gayvaughn brings more than 17 years of human resources experience to ESG, 15 of which were with Amgen.

“We are fortunate to add someone with the experience and knowledge that Gayvaughn brings to ESG and our clients,” said ESG's Jessica Hergenreter. “In particular, her work in scientific and technical arenas, and in both start-ups and large corporate environments, will help us better serve our market.”

Prior to joining ESG, Gayvaughn was the first full-time director of human resources at BaroFold, where her primary role was providing HR consulting and support for an early-growth-stage company. She is a certified Senior Professional in Human Resources (SPHR), and a Certified Internet Recruiter ( CIR ), as well as a member of the Society of Human Resources, Boulder Area Human Resources Association and a past board member with the Boulder County Workforce Center .

Gayvaughn and Jessica Hergenreter, PHR , will present a free seminar, "Coaching for Success," on Thursday, August 13 from 11:45 a.m. to 1:00 p.m. at the Loveland Chamber of Commerce. A complimentary lunch will be provided.

About Employer Solutions Group
Employer Solutions Group (ESG) enables its clients to cost-effectively outsource the management of human resources, employee benefits, payroll and related tax compliance, and workers' compensation. Specializing in these specific employer needs allows ESG to efficiently deliver a tailored package of services to its clients. ESG clients are then able to focus on growing and operating their businesses, rather than worrying about HR and payroll. The company's Loveland, Colorado-based professional staff serves companies that range in size from a handful of employees to hundreds. ESG is a member of the National Association of Professional Employer Organizations (www.napeo.com). For more information, visit www.esghr.com, email jessica@esghr.com or call (970) 612-2022.

Maximizing the Return on Employees

People Strategies for Tough Times  

Please join Employer Solutions Group (www.eghr.com) for our ongoing educational series at the Loveland Chamber of Commerce. We provide lunch and useful educational materials that you can take back to your business and apply immediately.

In August, learn how to effectively coach employees to improve performance and productivity.

In September, learn about tools to let you provide benefits and control costs.

Coaching for Success

Thursday, August 13, 11:45 a.m.-1:00 p.m. , Loveland Chamber of Commerce Jessica Hergenreter , PHR and Gayvaughn Marnich, SPHR

Recent studies found that 20 percent of employees are "highly engaged" in their jobs, 20 percent are "actively disengaged," and 55 percent are somewhere in between. How can you work to help more be actively engaged, improve your organization's productivity and profitability, and reduce turnover and related expenses? This free seminar covers how to reduce conflict and increase individual and organizational success by learning how to influence desired behaviors, address poor performance, and create clear expectations. In this workshop, participants gain skills needed to offer constructive feedback, coach others in a positive and productive manner and learn how to hold others accountable for their actions and behavior. First-time managers as well as seasoned leaders will benefit from developing their own inner coach.

BIXPO

September 17, 2009 , Embassy Suites See you at our booth.  

Managing Benefit Costs

Thursday, September 24, 11:45 a.m.-1:00 p.m. , Loveland Chamber of Commerce Kendra Johnson, Licensed Health and Life Insurance Broker and Jessica Hergenreter , PHR

Good benefits can help you attract and retain quality employees – but providing them can be prohibitively expensive. Understand the ever-increasing challenges of offering benefits to your employees and become more educated regarding trends, plan design options, and promoting consumerism. This Session will discuss Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), Health Reimbursement Arrangements (HRAs), Gap Plans, and High Deductible Health Plans (HDHPs) as a way to provide benefits and control costs.

About ESG

Employer Solutions Group (ESG) enables its clients to cost-effectively outsource the Administration of human resources, employee benefits, payroll and related tax compliance, and Workers' compensation. Specializing in these specific employer needs allows ESG to efficiently deliver a tailored package of services to its clients. ESG clients are then able to focus on growing and operating their businesses, rather than worrying about HR. The company's Loveland, Colorado-based professional staff serves companies that range in size from a handful of employees to hundreds. ESG is a member of the National Association of Professional Employer Organizations (www.napeo.com). For more information, visit www.esghr.com, email sstolen@esghr.com or call 970-612-2022. 

However, most employers consider their employees their most valuable asset and remain committed to hiring the best talent. Competitive salaries are one of the best tools used to accomplish this goal. So, what do these employers do? How are employers maintaining their competitive viability in the midst of an economic downturn?

First of all, it is important to understand that available salary surveys may not accurately describe current conditions in the workplace; they are usually derived from old data and results are often overstated. Given the current economy, many employers are freezing salaries and wisely adopting a wait-and-see approach. While this may raise concerns about employee morale, many employees today are glad to be employed and are understanding of cost-cutting measures.

While many companies are struggling, there are plenty who continue to thrive. For these employers, the option remains to provide salary increases. However, there are other equally effective reward mechanisms that are often overlooked. Two of these alternative reward mechanisms are:       

- Lump sum merit bonuses. Lump sum bonuses allow employers to reward employees without the continual commitment of a higher salary. This option is attractive for employers who want to reward employees but are concerned about diminished future profitability.         

- Variable pay systems. Variable pay systems keep the base salary constant but reward employees for good performance through commission or bonuses. Variable pay is an effective way of aligning employee behavior with the goals of the business.

Designing compensation and pay delivery systems are just two of EGS's many specialties.  ESG helps employers throughout the nation navigate the challenges of being an employer.

The executive order, signed by President George W. Bush, requires all federal contractors with contracts of $100,000 or more to use an electronic verification system, defined by the department of Homeland Security as the E-verify system, for all employees working on the contract (new hires and current employees alike). The same requirement is placed on all subcontractors of these contracts that are receiving $3,000 or more.

This executive order was originally slated to be effective January 15, 2009, but has been delayed several times. The latest of these delays was announced recently and will postpone the effective date until June 30, 2009. You can contact ESG at www.esghr.com if you would like additional information about this order and its requirements.

Most recently was a post on Twitter that went around called "how to lose a job in one tweet." A Twitter member sent out this: "Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work."

A Cisco employee saw it and tweeted back: "Who is the hiring manager. I’m sure they would love to know that you will hate the work. We here at Cisco are versed in the web."

Oops.

Of course, there is more to the story, but, as was noted in "Office Space," people tend to jump to conclusions, which can be a very destructive instinct.

The whole thing caused quite a sensation -- coverage on MSNBC, 15 minutes of fame for the interviewee, lots of media coverage on social media and Twitter, which was on the rise as awareness in the public and media was growing about the micro-blogging service.

Say what you want about the impact of either of these messages, the wisdom of the interviewee or the motivation of the current employee. Sure, lots of people don't like their commute, or their jobs; but you have in your hands the power of something close to mass media. If you mis-step, it could definitely come back to haunt you.

Maybe someday HR departments will look beyond this type of social media faux pas, but for now, they can get you fired.

On a corporate crisis communication note, the simple website where this was posted caused problems for GoDaddy.com when it got a lot of traffic. Does not speak well of the DoDaddy hosting service.

A bit lower, in some ways, on the professional scale, Seth Godin recently had a post called "Personal Branding in the Age of Google." Seems that a friend of his posted on Craigslist looking for a housekeeper. Googled the names of the top candidates. One had a MySpace page documenting her drinking exploits, and the other noted on her blog that she was applying for jobs that were below her, and planned to quit as soon as her art career picked up. A third had been arrested for shoplifting two years earlier.

As Godin says, "Google never forgets."

What is Twitter? A phrase my wife stole from an e-newsletter she receives recently said "ask someone under 30." But seriously, Twitter is a free "micro blogging" site - and your entries are limited to 140 characters. Some have likened it to mass text messaging - each of your messages go to all of your followers, and you see the messages of everyone you choose to follow. It is a little like an odd look into many people's stream of consciousness, as describe by a recent LA Times article.

Twitter is a great place to brand yourself, get to know others from your industry scattered across the country and the globe, and build relationships and your reputation. You can learn about happenings in your industry or a new industry you might be interested in. You can share news, challenges, personal triumphs, or ask your community for help, info, suggestions, etc.

Be careful to avoid the prospect of a very public meltdown, though, as this reporter and marketer experienced: http://www.mediastyle.ca/2009/02/national-post-reporter-has-total-twitter-melt-down/

You can sign up for a free Twitter account and follow @JobAngels, devoted to helping others find jobs. You can also check out JobShouts.com, where job listings are free and instantly "tweeted" via Twitter to all the company's followers.

Here's a link to my friend David Young's blog entry on Twitter as a job search tool: http://tinyurl.com/d2t6vr

Along with a link to the LA Times article on Twitter's job search/job search assistance culture: http://latimesblogs.latimes.com/technology/2009/02/with-jobangels.html

Time magazine and some other publications - including, I believe, Slate.com, recently features stories on the adoption of Twitter by various politicians and the Republican Party that might make for interesting reading as you master Twitter. But be warned - Twitter has proven addictive to some, and a huge time sink for many.

Another interesting item in this article is that LinkedIn is getting a half million new users each week, largely driven by job seekers.

side note: If you care to follow me on Twitter, my handle is @BradleyRoss, and my LinkedIn profile is www.linkedin.com/in/bradleyrshannon.

Here's another useful blog entry from David on job search tips: http://tinyurl.com/booqnw

He knows what he is talking about - I found out he had been laid off when he contacted me via email. Another connection emailed about leaving her job - one that he would be a good fit for. I let him know, he got a jump on things, and got the job.

I'll close with a link to a local YourHub.com posting about crafting a 30-second elevator speech to support your job search efforts. http://denver.yourhub.com/Denver/Stories/Business/Story~566338.aspx

Despite the news about all the layoffs happening lately, I hope you are hiring, and I hope you are prepared:

The Department of Homeland Security and U.S. Citizenship and Immigration Services have created a new I-9 form for use by employers to determine an employee's eligibility to work in the US. Changes to the form include a slightly altered list of acceptable documents and another category in the box where the employee declares their current citizenship or alien status.

Employers need to throw away the old I-9 form and start using the new I-9 form. You can access the new I-9 form on the Employer Solutions Group (full disclosure, they are a client of mine) website at www.esghr.com by clicking on the "Forms & Info" link, or clicking on this link: http://www.esghr.com/pdf/i-9.pdf. You can also access the form directly from USCIS at http://www.uscis.gov/files/form/I-9.pdf.

This new I-9 form will be in effect from 2/2/2009 until 6/30/2009, at which point there will be another updated I-9 form to be used for new hires.

You may not know that work commences soon to lay the groundwork in 2009 for the census in 2010. The Bureau is now recruiting temporary, part-time census takers. Thousands are needed to update address lists and conduct interviews with community residents. In some cases, you can use public transportation. You will be reimbursed for authorized mileage and related expenses.

You need to speak English, but bilingual speakers are needed.

You'll be doing a community and national service - census results help determine how we are all represented in government, and how federal funds are spent in your community on things like roads, parks, housing, schools, public safety and more.

I worked as a census taker way back in 1989 and 1990 when I was in college, both around campus at the University of Illinois and during the summer when I was living in Rockford, Illinois. It was fun and interesting to me to get out into neighborhoods both new and familiar, and meet members of my community.

I have a couple of specific stories that stick out in my mind from that time.

One summer I was living in Rockford and looking for flexible, part-time work, and census taker fit the bill. I was in an older neighborhood near the river, and approached a neatly kept home. An elderly woman who it seemed did not get much company, and did not get out much, came to the door in a housecoat. Between some socializing about our lives, I got the information I needed for the census.

Then she asked me to do her a favor. Would I get her some cigarettes? I was torn. I have long been a rabid anti-smoker; but I felt a little sorry for her. It wasn't like another pack was going to kill her, was it? I had to keep working, I said. She pleaded - there is a tavern just down the street. I agreed.

She fished around in her pockets, and extended her hand - a $100 bill! Do you have anything smaller? No, just take this. But, ma'am, you don't even know me! It's fine, I trust you.

I took the bill, left my paperwork with her, and jogged to the tavern. Broke the bill with the bartender, got the smokes -- menthols! yuck! -- from the machine by the door, and ran back to her home. I handed her the cigarettes and the change.

She peeled off a $20 bill and started to hand it to me. No, ma'am, I can't accpet that, I said. She paused, looked at the bill in her outstretched hand, and it seemed to click that she was offering a very generous tip. With a start, she shoved the bill back into her housecoat pocket, and then lurched forward, thanking me and offering an awkward hug. I was on to the next house.

Back at school, I was working an area of apartment buildings near campus in Champaign, Illinois, and knocked on the door to be greeted by the starting power forward from the U of I basketball team. Nicknamed the "Flyin' Illini," they were quite good, reached the NCAA Final Four, and were campus celebrities. A few of them went on to NBA careers.

I was invited in, and there were other members of the team there, studying. I sat down with them at the kitchen table, did my census thing, and was on my way.

The Census is hiring again. Call 1-866-861-2010, or visit http://2010.census.gov/2010censusjobs/index.php.

Most hiring will be done from February through May.

There is an application and test involved, I understand. There is required, paid training. There is paperwork -- it is, after all, government work.

This could be a great opportunity for you if you are between jobs, and/or need part-time, flexible work, a little extra money, or want to be involved in an important community/national function.

First up, are you looking for an internship? Here's a diagram to ensure your success at an intern: http://swissmiss.typepad.com/photos/uncategorized/2008/08/26/picture_22.png

Second, there are a couple of articles out there about the hesitancy of employers to hire, and how that makes it a good time for freelancers to pick up work:

http://boston.bizjournals.com/boston/othercities/milwaukee/stories/2009/01/05/story8.html?b=1231131600^1755346

http://www.cnn.com/2009/LIVING/worklife/01/14/freelance.nation/index.html

Third, some thought on how to turn your skills or stuff into extra cash:

http://www.cnn.com/2009/LIVING/personal/01/15/money.for.your.stuff/index.html

And finally, a piece in ColoradoBiz Today from my friend and colleague, Kevin Houchin, on creating opportunity from crisis:

http://www.cobizmag.com/articles.asp?id=2524

Enjoy, and I hope you find these resources useful.

Want details? Collect $150,000 Australian dollars ($100,000 US) for six months of work.

The work? Hanging around Hamilton Island while promoting the place on a blog.

You get airfare, accommodations in an oceanfront villa, and the duties of strolling the beaches, snorkeling, lounging by the pool. Your duties are to document your experiences and post photos and videos weekly on a blog.

They expect thousands of applicants, deadline to apply is Feb. 22, 11 finalists will be flown to the island in May for the final selection process, and the job starts July 1.

And, sure, it's a publicity stunt; but someone really get this prize/job, and it is brilliant public relations - how many "help wanted" ads do you know of that get international exposure? How much ad space or TV time do you think this $100k "salary" might generate if it was spent on a typical ad or promotional campaign?

You can find the wire story here: http://hosted.ap.org/dynamic/stories/A/AS_AUSTRALIA_WORLDS_BEST_JOB?SITE=TXBEA&SECTION=HOME&TEMPLATE=DEFAULT

You can learn more about the job, and apply, here: www.islandreefjob.com