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How To Offer Sustainable Workplace Perks

How To Offer Sustainable Workplace Perks

“Workplace perks” have been a long-standing topic in the world of hiring. During the candidate-driven market of 2016-2020, they became a last-ditch effort for many companies to secure talent from a limited pool. However, when the Coronavirus pandemic hit in early 2020, and the world came to a halt, work perks were turned completely upside down. Suddenly, no one cared about free snacks or foosball tables. This rapid shift has left managers scratching their heads, wondering what they can offer employees to attract top talent and remain sustainable through economic and cultural changes. Here is a quick glimpse into the workplace perks that today’s candidates are looking for.

Flexibility

If the COVID-19 has taught us anything, it’s that flexibility is king. As millions of workers worldwide were thrown into remote-working situations and difficult decisions, a company’s ability to be flexible became invaluable. Company leaders such as Simon Berg, CEO of software company Ceros, understands this new demand better than ever. “I was an everyday-in-office kind of guy, and it felt like that was how I’d build culture and connectivity between myself and the team.” However, now that he can spend more time with his family, his company’s values have shifted. He wants the company culture to hinge on allowing employees more “autonomy, mastery, and freedom in their life.”

To attract top talent moving forward, companies will need to examine the flexibility of their work environments. Can you offer remote working options, even just a couple of days a week? Do you allow your employees to make exceptions for extenuating circumstances (i.e., kids at home sick, doctor’s appointments, etc.)? Most importantly, do your employees feel trusted and empowered to make the right decisions for themselves and your team?

Cash Stipends

Some of the most popular workplace perks of yesteryear revolved around food and beverage options: in-house baristas, extensive cereal bars, unlimited snack options, and even catered lunches. However, with the shift to remote working, these perks were instantly irrelevant and foolishly surface-level. But, everyone loves free food, right?

Instead of focusing on providing an unlimited stream of snacks, consider offering your employees a cash stipend for lunch. It’s still a fun perk, but it gives your employees more freedom with how they use it. Or, seek out a local coffee shop to partner with and coordinate an employee discount. This is a great way to ensure you’re stimulating the local economy while keeping your team caffeinated.

Wellness Reimbursements

The past year has left employees feeling anxious and depressed. Investment in your employee’s mental and physical health is a workplace perk that will pay dividends. Amidst the pandemic, companies are putting the focus on mental health to try and combat feelings of isolation and depression. For example, Starbucks is giving employees and their family members 20 free counseling sessions per year. And Target is offering free access to both mental and physical health-focused apps such as DaylightSleepio, and Wellbeats.

Offer your employees reimbursements for the health resources they need. From counseling to gym memberships, that may look different for everyone. Providing a wide array of options shows employees that you care not only about their work but also about them as a person. Can you partner with a local gym to provide discounted memberships for employees? Or offer a reimbursement for virtual memberships while we are all cooped up at home. 

Still unsure of which workplace perks are the best fit for your company? Ask your employees. Conduct a company-wide survey asking people for feedback, or task a small focus group with coming up with innovative ideas. Your perks are only valuable if your employees deem them so!

For more hiring tips, explore our client resources.

attract job seekers during COVID-19

How to Attract Job Seekers During COVID-19

Jobless claims in the United States jumped yet again today. On Thursday, the BLS reported another 1.9 million Americans applied for unemployment benefits, bringing the total number of unemployed to 43+ million. Yet employers that are hiring are struggling to attract the right candidates. This rift is perplexing with so many people out of work. Some workers that are laid off are enjoying their newfound free time, some are making even more money on unemployment than when they were working, and others are just difficult to find. If you are one of the many employers that need talent, here is how your team can attract job seekers during COVID-19.

Share your benefits and perks

With an extra $600 per month on unemployment, thousands of workers are making more than they were while employed. So, how do you attract those people that are making extra money each week while enjoying a little free time? Your organization should make your company’s benefits and perks transparent. In your job descriptions, layout the benefits you offer, as well as the perks your team gets to have. Offer occasional remote work or have an outstanding 401(k) program? Share that early (and often) in your recruitment efforts! These perks are challenging to come by for many job seekers, so sharing your benefits will be your secret weapon.

Share a glimpse of your culture

Another excellent way to attract top-notch job seekers is to share a glimpse of your company culture. Culture is huge right now, and job seekers want to work for an employer that aligns with their values and beliefs. When you write your job descriptions, add a section that briefly discusses what it’s like to be part of your team. Include links to videos, social media posts, or sections of your website that illustrate your culture.

If your new employees will be working remotely at first or even temporarily, ensure you make them feel welcome from their first day. It can be challenging to build a strong culture remotely. If you are looking for ways to create a positive employee experience for your remote team, here are a few things you can implement to help you attract and retain your staff.

Referral programs

Do you offer a referral program? If you have a teammate that refers a candidate to an open position of yours, reward their efforts! If that referral leads to a hire, give that employee a nice thank you and a small token of your appreciation. Whether it’s a gift card or even a cash bonus, creating a referral program is a great way to attract qualified candidates, even during a global pandemic. If you have a program, ensure your entire staff knows about it so they are incentivized to send over great resumes!

Work with a recruiting firm

These are just a few things your team can do to attract job seekers during COVID-19. But if your team is still struggling to attract candidates during the pandemic, don’t give up hope. Work with a recruiting firm, like Johnson Service Group, that can help you source the right candidates for your team. We have a pipeline of excellent candidates that are ready to get back to work now.

talent in this candidate-driven market

What Today’s Talent Really Wants

talent in this candidate-driven market

In today’s candidate-driven market, the competition for top talent is fierce. When a professional candidate puts the feelers out for jobs, they’re often receiving multiple offers in a matter of weeks. As a result, companies are finding themselves laying out more robust offers than ever before. When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offerings by incorporating some of the following elements:

Work-Life Balance

You may think “work-life balance” refers strictly to flexible working schedules and environments when in reality, it’s so much more. Candidates are on the hunt for positions that complement their personal lives in a sustainable way. Think outside the box for perks such as gym memberships, childcare, and opportunities for training and education.

Strong Leadership

You’ve probably heard the old adage, “people leave managers, not jobs.” This rings especially true now that candidates have more career opportunities available to them. In a candidate-driven market, constant change is inevitable. Top talent is seeking out leaders that will challenge yet support them while navigating uncharted waters.

Commitment To Technology

Technology is advancing so rapidly, it can be hard to keep up. However, organizations must commit to making strides in technology or talent will be drawn elsewhere. Focus your efforts on things that will make your employees’ every day easier. Consider HR software, computers, mobile devices, and CRMs.

Opportunities For Advancement

Of course, employees want the opportunity to climb the ladder. Moreover, have you considered the skills and traits they’ll need when they reach their goals? Providing proper training for leadership makes all the difference in your company from the top-down. When you have leaders that are committed to your team AND possess rockstar management skills, you’ll strengthen your department from the inside-out.

A Sense Of Purpose

Last, but certainly not least, candidates are moving on to opportunities that give them a sense of purpose. This can be a result of their job function or even a simple sense of belonging to a great team. When employees are emotionally invested in their job, it shows in both their performance and the atmosphere. And it will really show during interviews as your best team members share their infectious passion with impressionable candidates.

We know how tough it can be to compete in a tight labor market. Partnering with a professional staffing firm will give your organization the extra boost it needs to secure the best candidates. Contact us today and let’s find you the candidates your team needs!

Why Job Hopping Isn’t as Bad as People Think

job hopping

The stereotypes of job hopping include people who are only out for the money, lack reliability and think they’re better than they are. Well, that’s normally what you hear, right? The thing is though, this normally isn’t the case.

Most people are wanting to find a job and company they’d love to stay with. It’s not always about making more money or moving around every chance you get. So here are some reasons why job hopping isn’t as bad as people think.

Help People Grow Their Expertise

When people move to a different company, they take skills from their previous position, but they also learn new ones. It’s one of the fastest ways for an employee to grow their portfolio, knowledge, and experience. It helps them hone their skills but also learn new ways of approaching projects, people, and different tasks.

As someone grows in their career, it’s important to make moves to other companies. This helps them move forward and climb up the ladder of command. Fearing leaving a job that doesn’t give you that same opportunity is only holding great employees back from achieving a management position and great pay raises.

Know What They Want from a Job and Company

The one thing job hoppers understand is what works and what doesn’t when it comes to a well-run company. They know what they want in a manager as well as the type of environment they work best in. When they are looking for a move, it’s to find an even better company as well as a chance to move up and gain more responsibility.

You’re always told your first job won’t be your last but when it comes to jobs you shouldn’t be staying with a company or position you’re not happy with. So, before thinking people are just job hopping for selfish and money-driven reasons, remember, chasing happiness in a position is also a big reason why people are doing it now.

Find Their Passion

With job hopping people are searching for that one position that makes all their work experience and passion click. When you find that position, you do everything in your power to keep it because happiness at work turns into happiness at home. Passion at your job should be everyone’s goal and if that means job hopping until they find that position, that should be okay.

More Money

And of course, when changing companies and positions, you’re likely to get a higher pay raise! And so yes, job hoppers may be seen as money hungry but it’s just a part of the process. When it comes to finding a new job, everyone is hoping for a little more money and when you have the experience, that’s what you get paid off of.

And who is going to say no to an average 10% – 20% salary increase when you find a new job? Exactly!

When it comes to being a “job hopper” just make sure you’re doing it for the right reasons. If you’re wanting to move up, be happier, gain more responsibility, or find a better company fit, then it may be time to find a new job. And as we all know, today’s job market is the perfect time to do it!

Appreciate your job

How Millennials are Benefiting Our Corporate Culture

Millennials

Born between the years of 1981 – 1996, Millennials are probably the most talked about generation. Well, in a more stereotypical way. But, they are adding some great benefits to our corporate culture that you may not know about.

Work-Life Balance

Millennials are adamant about having a life outside of work. And compared to generations past, they are willing to take pay cuts for it. But with this must have, they are also helping every other employee enjoy the perks. They’re also getting more flexibility in the work environment and more time off to spend with their family and friends.

The emphasis on a good work-life balance to Millennials probably comes from them watching their parents. They saw them sacrifice family time in return for career advancement. Which they don’t necessarily see as a bad thing… It just makes them realize what they want to prioritize, which is family time over work advancement or more money.

They Value Company Culture

Almost anyone you ask would say having a good company culture helps them feel appreciated, important, and that they are making a difference. But each generation is different on how highly they weigh culture fit when accepting a job offer. But, Millennials rate this as one of the most important things to them when searching for new opportunities.

On average, they are willing to take a $7,600 cut in salary, each year, to work in an environment that fits well with their morals and makes them excited to go to work. This may seem like a crazy pay cut, but it’s one of the huge reasons why Millennials, you could say, are improving the corporate culture.

They are emphasizing the need for good morals, ethics, and community outreach. Which, with the current job market we’re in, is putting companies in the hot seat, not candidates searching for jobs.

Millennials Want Feedback and Growth

Millennials want recognition, but not without putting in the work. They are changing the way managers and owners communicate with their employees by pushing them to give more feedback and acknowledgment. This may come from the want/need to be recognized. Although, it is affecting the corporate world in a manner that helps everyone know what they can improve on or what they are doing well at. It helps employees feel more appreciated by the company they are working for.

Overall, the largest generation is making big impacts on our corporate world, in a way that is benefiting everyone else positively. They are helping put a priority on a great work environment and reminding us to focus on our lives outside of work. So even though we know the millennials for all of the stereotypes, we also know them to be improving our ever-changing work culture too.

 

2018 CONTRACTOR BENEFITS OPEN ENROLLMENT

It’s That Time Again! 2018 Contractor Benefits Open Enrollment

2018 CONTRACTOR BENEFITS OPEN ENROLLMENT

It’s that time of the year again, Johnson Service Group’s (JSG) annual contractor open enrollment. JSG is excited to announce that we will continue to provide five Affordable Care Act (ACA) compliant medical plan options and supplemental benefits (dental, vision, short-term disability, and optional life) through Century Healthcare.

Read all the details below to make sure you select the best choice for your benefit needs!

When is JSG’s open enrollment?

JSG’s annual open enrollment is November 6, 2017, to November 24, 2017. During this time, employees can add, drop, or make changes to existing coverage or enroll for the first time.

What date will the benefits selected during this year’s open enrollment be effective?

Any changes or additions made during this time will apply effective December 25, 2017.

What medical plans are offered?

Century Healthcare continues to provide five ACA Compliant medical plan options that all satisfy your individual responsibilities under the ACA.

  • MEC Basic — The most affordable way to satisfy your individual responsibilities under the ACA. This plan covers a list of Preventive Services covered at 100% through in-network providers. Some of these services include routine physical exams, annual well women exams, well baby/childcare exams, routine lab and x-rays, immunizations, cancer screenings and more.
  • MEC Plus (Value, Select and Premier) — The Value, Select and Premier MEC Plus plans have been offered by JSG for several years now. These limited fixed indemnity plans are designed to help take care of the basic medical care needs of insured employees and their families. These plans also cover preventive care at 100% when using an in-network provider.
  • MEC Enhanced — Designed to cover only the benefits that the vast majority of the population use regularly, excluding hospitalization. This allows for a cost savings while still receiving a rich benefit for non-hospitalization type services. Preventative care is 100% covered when using an in-network provider.

Century Healthcare offers a package of services and fixed indemnity benefits that pays benefits for specified medical services and is designed to help take care of the basic medical needs of the insured employees and their families. This plan pays in addition to any other insurance in force and is not a Medicare Supplement plan. All premiums for benefits are deducted from paychecks on a weekly pre-tax basis.

What supplemental coverage is offered?

Century Healthcare oversees all supplemental coverage. Options include: MetLife Dental Insurance, Davis Vision Insurance, Short Term Disability Insurance, and Optional Life Insurance. Supplemental coverage is offered “a la carte” style meaning you have the ability to enroll in just one of the options or all of them!

How do I enroll?

Call Century Healthcare’s Enrollment Center during the open enrollment window at (888)232-9431 between the hours of 7:00 AM and 7:00 PM Central Standard Time (Monday – Friday).

Click here for more information on JSG’s plans and for pricing information!

Know all your options!

We’ve told you when JSG’s annual open enrollment takes place and have given you the details, BUT did you know that JSG also has portable major medical insurance available through Healthcare Solutions Team? There is no waiting period to enroll and these plans are individually tailored to your personal needs! For more information, contact Healthcare Solutions Team directly at (866)-934-9013.

Don’t forget about the Marketplace Open Enrollment too! Marketplace Open Enrollment begins November 1, 2017, and ends December 15, 2017.  For more information, check out: www.healthcare.gov/quick-guide/dates-and-deadlines.

Does JSG offer Minimum Value Plans?

Employees considered Full-Time Eligible (FTE) as defined by the Affordable Care Act will be eligible for a Minimum Value Bronze medical benefit through Century Healthcare. Full-Time Eligible employees are defined as those employees who have completed a twelve-month measurement period and have worked a total of 1,560 hours or more. (Break in service guidance does apply.) FTE employees will be notified of their status via US mail. Any Full-Time eligible employee who does not wish to enroll in the MV Bronze plan must submit a waiver via fax (630-655-4689) or email (benefits@jsginc.com). If you have not received a Full-Time Eligible mailing prior to the start of open enrollment and you believe you may be eligible, please contact HR at benefits@jsginc.com.

What Are Candidates Looking For In A Great Company?, Johnson Service Group, Johnson Search Group, jobs, candidates, clients, firms, company, vision, security, stability, growth, culture, benefits, innovation

What Are Candidates Looking For In A Great Company?

What Are Candidates Looking For In A Great Company?, Johnson Service Group, Johnson Search Group, jobs, candidates, clients, firms, company, vision, security, stability, growth, culture, benefits, innovation

We spend a lot of time talking about how candidates can impress employers: “How You Answer This One Question Could Make Or Break Your Interview,” “The Best Soft Skills To Include On Your Resume,” and “10 Things You Should Never Say In An Interview.” But it is just as important that we talk about what candidates are looking for in a great company, especially in this candidate-driven market.

  1. Stability

Everyone wants their life and job to feel stable, especially if it involves a major change in life such as relocation or an industry jump. Candidates will look at the history of the organization: Are they financially stable? Do they have a high turnover rate? With the accessibility of information courtesy of sites like Glassdoor, Indeed, and LinkedIn, employees have more access to company history than ever before. Make sure your story is a great one!

  1. Security

With everything going on in the world, employees want to know that they are safe. Make sure your company is an environment that makes employees feel joy instead of fear. Transform your office into an inviting setting where candidates and employees feel comfortable. Foster an environment that becomes an extension of their home.

  1. Opportunities For Growth

In a candidate-driven market, candidates are overwhelmed with wonderful opportunities. So what’s the one thing that will keep them at your organization and not have one foot out the door? Opportunities for growth. Starting as early as the interview, speak often about the trajectory of each position and the possibility for advancement.

  1. Vision

Employees want to work for companies that have a clear future. They want to know your five-year plan and where their position fits into that puzzle. Candidates see the vision of a company as their driving force to keep moving and accomplish goals together.

  1. Culture

Culture has become such a big factor for happiness at work. Culture isn’t just going out as a team to a baseball game or having dinner after a hard day at work. It is about what the organization stands for, what employees want and care about in life, and how they view the world. Do you make it clear to potential and current employees what your company culture is?

  1. Benefits

Of course basic benefits have always been important: health care, dental, vision, 401K etc., but candidates are looking for even more these days. With how busy everyone is juggling home and work life, flexibility has become a priority for many candidates. Companies that offer flex or work-from-home opportunities are rising quickly to the top of everyone’s “dream job wish list.”

  1. Innovation

Everyone wants to know how their company is better than everyone else. What does your company do to challenge the norm and think outside of the box? Be open and transparent with your current and potential employees about the awesome things that your company is doing!

Keep in mind that your employees are giving so much time and energy to your company and goals. You need to support them as much as they support you. This doesn’t always mean unlimited vacation or huge concerts… but if they’re having a rough day or just need a little push towards a new skill, it can be monumental if they have their leaders and company to fall back on.

2017 Contractor Benefit Highlights

JSG benefits allow you the flexibility to subscribe to a plan that makes sense with your budget, goals, and preferences. JSG benefits include comprehensive medical and non-medical benefits. For a complete JSG benefits guide, hop over to our employee toolbox.

JSG Contractor Benefits

2017 Staff Benefits Highlights

JSG benefits allow you the flexibility to subscribe to a plan that makes sense with your budget, goals, and preferences. JSG benefits include comprehensive medical and non-medical benefits where JSG makes a significant contribution to all of the coverages. We compiled some information for you to compare how JSG ranks against the national average. As you can see, you save with JSG.

 

JSG CONTRACTOR BENEFITS OPEN ENROLLMENT

2017 Contractor Benefits Open Enrollment Is Here…

JSG CONTRACTOR BENEFITS OPEN ENROLLMENT

It’s that time of the year again, Johnson Service Group’s (JSG) annual contractor open enrollment. JSG is excited to announce that we will continue to provide five Affordable Care Act (ACA) compliant medical plan options and supplemental benefits (dental, vision, short term disability, and optional life) through Century Healthcare.

Read all the details below to make sure you select the best choice for your benefit needs!

When is JSG’s open enrollment?

JSG’s annual open enrollment is November 7, 2016 to November 25, 2016. During this time, employees can add, drop, or make changes to existing coverage or enroll for the first time.

What date will the benefits selected during this year’s open enrollment be effective?

Any changes or additions made during this time will apply effective December 26, 2016.

What medical plans are offered?

Century Healthcare continues to provide five ACA Compliant medical plan options that all satisfy your individual responsibilities under the ACA.

  • MEC Basic — The most affordable way to satisfy your individual responsibilities under the ACA. This plan covers a list of Preventive Services covered at 100% through in-network providers. Some of these services include routine physical exams, annual well women exams, well baby/child care exams, routine lab and x-rays, immunizations, cancer screenings and more.
  • MEC Plus (Value, Select and Premier) — The Value, Select and Premier MEC Plus plans have been offered by JSG for several years now. These limited fixed indemnity plans are designed to help take care of the basic medical care needs of insured employees and their families. These plans also cover preventive care at 100% when using an in-network provider.
  • MEC Enhanced — Designed to cover only the benefits that the vast majority of the population use regularly, excluding hospitalization. This allows for a cost savings while still receiving a rich benefit for non-hospitalization type services. Preventative care is 100% covered when using an in-network provider.

Century Healthcare offers a package of services and fixed indemnity benefits that pays benefits for specified medical services and is designed to help take care of the basic medical needs of the insured employees and their families. This plan pays in addition to any other insurance in force and is not a Medicare Supplement plan. All premiums for benefits are deducted from paychecks on a weekly pre-tax basis.

What supplemental coverage is offered?

Century Healthcare oversees all supplemental coverage. Options include: MetLife Dental Insurance, Davis Vision Insurance, Short Term Disability Insurance, and Optional Life Insurance. Supplemental coverage is offered “a la carte” style meaning you have the ability to enroll in just one of the options or all of them!
*Note: Century Healthcare will be changing vision providers from VSP to Davis. Employees currently enrolled in VSP will transition to Davis effective December 26, 2016.

How do I enroll?

Call Century Healthcare’s Enrollment Center at (888)232-9431 between the hours of 7:30 AM and 5:30 PM Central Standard Time (Monday – Friday).

Click here for more information on JSG’s plans and for pricing information!

Know all your options!

We’ve told you when JSG’s annual open enrollment takes place and have given you the details, BUT did you know that JSG also has portable major medical insurance available through Healthcare Solutions Team? There is no waiting period to enroll and these plans are individually tailored to your personal needs! For more information, contact Healthcare Solutions Team directly at (866)-934-9013.

Don’t forget about the Marketplace Open Enrollment too! Marketplace Open Enrollment begins November 1, 2016 and ends January 31, 2017.  For more information, check out: www.healthcare.gov/quick-guide/dates-and-deadlines.

Affordable Care Act Individual Penalty (refresher!)

The ACA’s individual mandate requires everyone in the United States to have health insurance (unless you qualify for an exemption). If you went without “minimum essential coverage”, for more than three months in 2016, you will likely have to pay a penalty on your tax return.
For tax year 2016, the penalty will rise to 2.5% of your total household adjusted gross income, or $695 per adult and $347.50 per child, to a maximum of $2,085.
For tax year 2017 and beyond, the percentage option is said to remain at 2.5%, but the flat fee will be adjusted for inflation.

Does JSG offer Minimum Value Plans?

Employees considered Full Time Eligible (FTE) as defined by the Affordable Care Act will be eligible for a Minimum Value Bronze medical benefit through Century Healthcare. Full Time Eligible employees are defined as those employees who have completed a twelve-month measurement period and have worked a total of 1,560 hours or more. (Break in service guidance does apply.) FTE employees will be notified of their status via US mail. Any Full Time eligible employee who does not wish to enroll in the MV Bronze plan must submit a waiver via fax (630-655-4689) or email (benefits@jsginc.com). If you have not received a Full Time Eligible mailing prior to the start of open enrollment and you believe you may be eligible, please contact HR at benefits@jsginc.com.