(Post by Rick Dacri, November 19, 2015)
According to a survey by CareerCast.com and reported in HR Magazine, the 10 toughest jobs to fill in 2016 will be:
- Data Scientist
- Electrical Engineer
- General and Operations Manager
- Home Health Aide
- Information Security Analyst
- Marketing Manager
- Medical Services Manager
- Physical Therapist
- Registered Nurse
- Software Engineer
I don’t think many employers will be surprised by this list. My public power clients are continuously challenged to recruit and retain electric engineers and general managers. Both positions are also impacting their salary structures.
Expect to see continued difficulty recruiting these positions. Employers should put in place an effective recruitment and retention strategy that includes a review of their salary structure. Its become a candidate’s market.Call me if you’d like to discuss.
Other Posts you may like:
- 7 Ways to Measure Your Recruitment Brand
- Compensation Trends: What You Must Know and Do
- Recruitment: Why Job Searches Fail & 6 Steps that Guarantee Success
I am regularly asked the difference between exempt and nonexempt and whether that means the same as classifying someone as salaried or hourly. In this 3 minute video, I explain how to properly pay and classify your workers. I will explain when someone should be classified exempt, nonexempt, salaried or hourly and how to conduct the Fair Pay Test required under the Fair Labor Standards Act (FLSA).
Other posts that might interest you:
(Webinar by Rick Dacri, November 12, 2016)
I recently lead a webinar focusing on compensation trends, what we can expect to see for pay raises in 2016, the expected doubling of the minimum salary for exempt employees in 2016, and how to eliminate some costly wage & hour violations.
If you would like to hear or part of this 57 minute webinar, click Dacri Compensation Webinar.
Let me know what you think in the comment section below and let me know what percentage increase for pay raises your company expects to give in 2016.
(Post by Rick Dacri, November 5, 2015)
I recently spoke at a conference on the topic of Recruitment Strategies. I spent considerable time on showing the participants how to develop a recruitment brand for their company. After the session, one of the executives in the session asked how do you measure the effectiveness of your brand. He noted, correctly, that all good management practices must be measurable.
As I had explained to the group, the purpose of a recruitment brand was to attract quality candidates to your company from a target group –those individuals who share the values of your company and who come from your industry segment. For example, LL Bean is likely to attract applicants who enjoy all things outdoors (skiing, fishing, hiking, hunting—you get the picture).
To attract the right candidates to your company, there must be three things in place: 1) awareness, 2) differentiation and 3) recognition that you are a good place to work. Without awareness, you’ll be a well-kept secret, so measuring applicant flow is critical. Potential candidates will compare you to other companies. There must be something positive about you that distinguish you from others. Part of the differentiation is demonstrating that you’re among the best places to work—and here is where your employees can be the best recruitment ambassadors.
So how do you measure this? Here are 7 ways:
- Applicant flow: look at the quality, quantity and diversity of your labor pool, applicants and hires.
- Conversion rate: measure the number of applicants that accept your job offer.
- Cost and time to hire: are your cost per hire and time to hire increasing or decreasing?
- Existing employees: are your employee engagement surveys tracking positive or negative? Is retention up or down?
- Performance: which way are existing employee performance and productivity tracking?
- Referrals: are your current employees and even your customers referring applicants to you?
- (add your method to measure branding below).
These are just some of the ways to measure effectiveness of your brand. There are more that I could have listed.
Measuring the effectiveness of your recruitment brand is an important component of the process. Obviously the most difficult part is understanding and developing your brand. If you are unable to effectively attract, hire and retain quality candidates, then your brand is not working. If you need assistance understanding and developing a recruitment strategy and brand, give me a call. I can help.
Other posts you may like:
I am pleased to announce that David White has been named the Executive Director of the Northeast Public Power Association (NEPPA). Dacri & Associates conducted the executive search on NEPPA’s behalf.
David joins NEPPA after serving 8 years as Director of Governmental Affairs and Grassroots Advocacy for the Massachusetts Dental Society. He had previously worked for Sage Systems as the Director of Client Services.
David is graduate of Suffolk University Law School, has an MBA from the Suffolk University Sawyer School of Management and has a BS from Northeastern University. He is a registered lobbyist and a Certified Association Executive.
If you need assistance with your executive recruitment needs, contact Dacri & Associates.
(Post by Rick Dacri, November 2, 2015)
Pay increases for 2016 are expected to remain at 3%, the same as 2015 and up from 2014’s 2.5%. Exceptional performers are likely to enjoy increases in the 4.5% range.
Regionally, wages should be higher in the Northeast. Critical, hard to find and retain positions, such as electric and software engineers, line workers, nurses and IT will demand and get more.
Employers continue to find it difficult to recognize and motivate workers with merit budgets of only 3%. It is nearly impossible to differentiate between good and average performers with so little money. As a result, more are turning to annual short term incentive plans. These plans can quickly put cash in worthy employee’s pockets and not impact base wages. Employers are also putting more dollars into benefits, particularly into supplemental retirement plans for “older” workers.
In addition to compensation, companies are relying upon non-monetary rewards including career development, education and more exciting and challenging work assignments.
If you would like to explore options for your company, call me at 207-229-5954 or email@example.com.
Other posts you may like:
- Compensation Trends & Pitfalls (Webinar)
- Overtime Eligibility to Double: Prepare for Changes
- FLSA: Record Keeping Requirements
Proposed changes in the Department of Labor overtime rules will force you to make significant changes to your pay and benefit structure; a changing economic market is driving wages upward; and an increasing number of wage and hour lawsuits has all put compensation at center stage.
In this one-hour webinar, scheduled for November 12th at 2PM, Rick Dacri will show where wages are going in 2016; how to prepare for the 2016 proposed changes to the overtime rules; and how to avoid the most common wage and hour violations.
This webinar is designed for all executives, managers, supervisors and HR professionals—anyone who supervises staff.
In this 60-minute webinar, you will learn:
- What the expected pay increases will be in 2016
- What will be the important 2016 compensation trends you should know
- How to remain competitive when new hires are driving pay upward
- Strategies to address the proposed doubling of the overtime minimum
- A definitive way to differentiate between a salary and hourly position
- Understanding if you must pay someone who does work on his or her time
- Knowing when you can deduct pay from a salaried worker
- Methods to correct mistakes in employee’s pay
- Pay requirements when employees work through lunch, at home, or before the start of a shift
- Avoiding mistakes in paying Independent Contractors
- Whether you can prevent employees from discussing their pay
These are just some of the things we will cover in this packed webinar. In addition, by attending, you will also receive a copy of the PowerPoint slides and 3 white papers (Understanding Exempt Status under the FLSA; FLSA Fair Pay Questionnaire; and Improper Deductions of salaried workers).
The entire program is just $125 (my clients will receive a complimentary pass). To enroll, simply email (firstname.lastname@example.org) or call me (207-229-5954). It’s that easy. I’ll take your information and you can send me a check.
Got questions? Give me a call and I’ll give you an answer.
Sound good. Then sign up now…and tell your colleagues too!
You may want to read:
Compensation Trends and Pitfalls: What You Must Know and Do