Katie Roof

Partnering with All Pro Recruiting (APR) for your next important hire amplifies the benefits of performing due diligence. Here's why: Expertise and Experience: All Pro Recruiting brings years of experience and industry expertise to the table. They understand the nuances of the recruiting process and have a proven track record of successfully matching top talent with leading organizations. Extensive Network: All Pro Recruiting has a vast network of professionals across various industries. This network allows them to tap into a pool of qualified candidates who may not be actively seeking employment but are open to new opportunities. Personalized Approach: All Pro Recruiting takes a personalized approach to recruiting, taking the time to understand your company's unique needs, culture, and goals. They tailor their search to find candidates who not only meet your technical requirements but also align with your company's values and vision. Comprehensive Screening Process: All Pro Recruiting conducts rigorous screening and assessment processes to ensure that only the most qualified candidates are presented to you. This includes evaluating technical skills, experience, and cultural fit to hedge your bet on your next hire. In summary, performing due diligence in hiring is essential for making informed decisions and mitigating risks. Partnering with All Pro Recruiting, LLC. further enhances this process by leveraging their expertise, extensive network, and personalized approach to find the perfect candidate for your organization's needs.

3

Is Your Compensation Strategy Stale? 🥖 Below are 5 steps to refreshing your compensation strategy to ensure you're attracting and retaining top talent: 1️⃣ 𝗥𝗲𝘃𝗶𝗲𝘄 𝗬𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗵𝗶𝗹𝗼𝘀𝗼𝗽𝗵𝘆: Assess your current principles and approach to paying employees to see if any updates need to be made that align with the latest business goals & needs. Communicate it (again) to employees and leaders. 2️⃣ 𝗨𝗽𝗱𝗮𝘁𝗲 𝗝𝗼𝗯𝘀 𝗟𝗲𝘃𝗲𝗹𝘀 & 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀: Ensure employees' jobs are leveled accurately and make updates/additions to career paths across the organization, as necessary. For example, are there new job families that need to be fleshed out? 3️⃣ 𝗨𝗽𝗱𝗮𝘁𝗲 𝗦𝗮𝗹𝗮𝗿𝘆 𝗕𝗮𝗻𝗱𝘀: Use up-to-date market data to update salary ranges (and OTE for sales positions) at least once a year to ensure they are competitive yet align with the internal value for each job. 4️⃣ 𝗖𝗼𝗻𝗱𝘂𝗰𝘁 𝗠𝗮𝗿𝗸𝗲𝘁 𝗕𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸𝗶𝗻𝗴: Assess how employees pay compares to the updated compensation ranges. Identify the cost to get any employees who are under market to at least the minimum of the salary range. Don't forget about executives! 5️⃣ 𝗥𝘂𝗻 𝗮 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗥𝗲𝘃𝗶𝗲𝘄 𝗖𝘆𝗰𝗹𝗲: Provide leaders (i.e., directors and above with 10+ employees under their org) with various data points, including market data and employee performance to make data-driven promotion and salary increase decisions. Our tech (guided by compensation experts) has helped 500+ companies execute the above steps seamlessly. Reach out to talk with a human: https://lnkd.in/e-7hq78p

9

A third of Americans making over $200k live paycheck to paycheck. I talk to HR leaders every day, and that stat catches some of them by surprise.  There are a variety of reasons for this dilemma, but a recent episode from the Wall Street Journal podcast breaks down a big reason why more employees than ever find themselves in a jam. For your employees, the cost of owning a home is going up 🏡📈 The Journal breaks down a few key costs that keep your hardworking employees – even some of your best savers – guessing.  The WSJ unpacks the facts for us in their podcast (link in the comments) titled “Think It’s Expensive to Buy a Home? Try Owning One.” Here’s a recap on what’s throwing your employees off balance: 1️⃣ Everyone knows buying a home is expensive these days. Bidding wars, interest hikes, and other factors are stretching people to their limits as they chase the American dream. 2️⃣ Home maintenance costs more. On average, it costs $6,600 a year to maintain a home. Some of those costs aren’t just unexpected, they’re also up 8% this year, according to data. 3️⃣ Property taxes average $4,062 this year, and that’s 4% above what homeowners were previously budgeting.  That number won’t be going down anytime soon as local and state governments contend with their own cost increases and demands for services. 4️⃣ Lastly, the big one: is homeowners insurance.  That thing you have to have, but never hope to need…. That’s up 20-60% across the country, as insurers grapple with rising claims and costs of repairs. Sources:  WSJ Podcast aired April 18, 2024 and the March 2024 Paycheck-to-Paycheck Report Helping your employees navigate 2024 can be hard. We’re here at GoDo to make it a easier for employees to make the most of every dollar. 📱Are ready to see how GoDo can help your people?  Let’s talk! 

50

4 Comments

Week 2 preview of Elevate by Future of HR is out!

3